Leadership Styles These are many different types of leadership styles. These styles can be successful used for different types of teams. Authoritarian This style of leadership is more controlling and the team is expected to follow orders and demands. There is a clear division between leaders and followers. They tend to be dictators who provide a clear explanation to the team.
The officers know that even if they prepare an excellent report they will not be financially rewarded and even if they do poorly it will not affect their future promotions or have any other negative consequences. Therefore, they feel there is no reason for them to put in any extra amount of work in order to provide a good report. Ability: The officers were trained to do their job out on the streets and never had any training on how to fill out accurate and timely paperwork. Therefore, the officers are lacking the proper skills and knowledge needed to prepare the paperwork accurately. Role Perceptions: The officers are not aware of their role perceptions and
They are also the know-it-alls we meet everyday who really know very little and add little value. In trying to address these questions, I come upon a possible answer, the Dunning-Kruger effect. David Dunning and Justin Kruger identified a problem in the perception of incompetents that causes them to overate their abilities and not be able to recognize mistakes. This can weaken the real competent folks' self-confidence, since they may falsely assume that others have equal abilities. David Dunning and Justin Kruger
These problems, as stated in the case study, include: lack of purchasing, design, and testing processes, inspections that are after the fact with out in-process controls or feed back loops. It also leads to a lack of product tractability, quality maintenance records of the equipment so improvement or stabilization data is not available. Designs are made on hunches - there is no decisions based on facts and data. Statements like “even if it is a little off spec was tolerable, we need market share now” shows a poor quality attitude and the schedule is more important. The inspector had used only a sample of testing to find the eight rejected cases but had no way of tracking where they had gone shows a lack of in-process controls and a lack of product tractability.
Authoritarian leaders lack in creativity, as the leader makes decisions independently with little or no inputs from employees. The detrimental aspects of this leadership style viewed are being bossy, dictatorial and controlling to the core. This leadership style can be used at its best in situations when there is very little
Thus, he created certain social activities in favor to please the subordinates. Additionally, I believe that he displayed too much focus on human needs. Consequently, he failed to monitor his employees’ working progress. Also, these traits and behaviors proved that Ben wasn’t a task-oriented leader either. In contrast, Phil Jones is more of an initiating structured and job-oriented leader.
In war, there is no time to think so a set task can help prevent deaths and mistakes. It also helps newer recruits know what to do when they need to. Authoritarian leadership is useful when working with time restraints and deadlines. These leaders often keep their team motivated which allows jobs to be finished quickly and effectively and allows the best equipped to be making decisions. However, it may lead staff to feel unappreciated and angry.
Under the theories discussed it is assumed that managers have the ability to choose the right kind of leadership under any situation. The issues discussed involve when and which styles of leadership should be used and applied. In this report suggestions are also made about the best style of leadership being not only one but a combination of different styles depending on the situation. In order to have a broader understanding definitions of the different styles are discussed along with organizational behaviour theories relevant to this analysis. It is also concluded that it would be inaccurate to state that participative leadership is always more effective than an autocratic style.
They didn’t want to change the way they work and most of all they don’t want to be led by someone who is so young and inexperienced. Oliviera was very qualified but that was not enough in such a challenging environment. When the employees were not doing the work assigned to them, he was not able to cajole, convince, or charm them into changing their behavior which signaled that they could get away with more of it. He was not assertive and clear with people when their performance didn’t meet the standards. Moreover, he was not able to motivate the employees.
Vijay seems to have no concept of his subordinates needing to be happy in the setting they work in. According to “Primal Leadership,” a leader’s mood trickles down the company. There is even a science to this that is cited in the article as “open-loop limbic system.” Vijay seems to be a bit of a taskmaster without much awareness for the emotions of those around him. He does not have much emotional