Decision making with your employees will let them gain respect for the leader and become more determined. This style will bring strength between you and your employees. Laissez-Faire-This style is used when the leader is lazy or distracted, it’s more of a you do what you want style. This style can be used when the team is highly capable and motivated, it’s when the team doesn’t need close monitoring or supervision. This style can cause failure when the leader expects the group to make the decision between themselves when they are un sure about what they need to achieve and how they need to accomplish the task.
Together, policies and procedures ensure that a point of view held by the governing body of an organization is translated into steps that result in an outcome compatible with that view. Policies and procedures, involve Legislations, which are protected by law. If law is violated, then prosecution procedures take place, it is a nonstop circle. Grievance- procedure Is a written complaint about work conditions, that doesn’t satisfy, upset worker. They can make a formal grievance complaint if they’ve tried solving a problem by talking to manager but they’re not satisfied.
But it also makes an assumption that workers need to be coerced into doing their jobs correctly and naturally leads to a much tougher approach with them, usually through a system of rewards and punishments. Although this approach can be divisive if used over a long period, causing resentment and a lack of
Influencing Factors The art of management is to get a diverse group of individuals to use their intelligence, skills and abilities to achieve organizational goals. That is a polite way of saying the job of management is to control the actions of others for the purpose of achieving another’s objectives. The problem is people do not like to be controlled or oppressed. Nobody seems to like a dictator. The most effective leaders seem to possess the ability to persuade others to cooperate and collaborate rather than dictate behavior.
S/he will just tell the team or individuals what s/he wants to be done, when to do it and even how to do it without consultation from the team members. If you are short of time this might be the best way to get your employees motivated. People see this style of leadership as the wrong way of motivating individuals and leaders using this style can appear bossy. Some also argue that this style of leadership must be used sparingly and the best way of motivating your team would be to use the democratic style. • Democratic This leadership style is used when the leader wants to involve the team members in the decision making process.
In the beginning of the exchange theory the leader's relationship with the work unit was viewed as vertical dryads, (Northouse, 2012). These groups were based on the roles and relationship value. The dryads developed based off of the development between the leader and subordinate relationship as how well the interaction was developing clear roles and responsibilities. As these roles became more defined the development of the in group and out group was created. The basic idea of LMX is the in group and out group of followers.
Coercive Power Coercive power is based on the fear of consequences when the person does not follow instructions of their leader. This type of fear can be a physical or mental pain discomfort based on the frustrations of the unknown. Conceive power can be displayed by threats of loosing job and privileges, being demoted and other types of consequential actions. Coercive power could also be used to conceal key information (Robbins & Judge, 2007). Employee 2 could possibly use conceive power based on how valuable he is his position to get more pay or even better schedule than the one he requested or other job advantages.
According to Robbins and Judge (2011), the bases of power can be grouped into two, formal and personal power (p. 421). Formal power is an individual’s position within the organization and personal power is an individual unique characteristics. Formal power can be grouped as coercive power, fear of the negative results from failing to comply with a person in leadership; reward power, a person complies due to the positive benefits it may produce; and legitimate power, “formal authority to control and use organizational resources based on structural position in the organization” (Robbins & Judge, 2011, p.422). When it comes to formal power, a person that has a leadership position has the authority over their employees’ behavior. However, when it comes to personal power, such as expert power, then that individual has the power based on their expertise.
This is typically accomplished through a combination of control and influence. Both power and politics applies to situations where a person attempts to gain approval for an unpopular decision, or to get team members on board. Power and politics work hand-in-hand as a tool used by organizations to both survive, and fulfill company goals. Ultimately, they both work together towards the success of an organization. How does power and politics in organizations contrast?
EFFECT ON WORK RELATIONSHIPS The workplace is a system of relationships. Relationships have many different aspects; here are several examples: • Trust • Teamwork • Quality • Morale • Self-esteem • Loyalty • Respect for boss When conflicts are handled well, there’s a positive effect on work relationships. When they are not, these factors can deteriorate. Productivity and the free expression of ideas are also impacted. FACTORS THAT AFFECT HOW PEOPLE MANAGE CONFLICT The skills involved in managing conflict are