Leadership and Teamwork in the Public Services. P1 Authoritarian- This style is used when leaders want their employees to do something, they tell them how they want it done and how they want it accomplished, without getting advice of their followers. This style is more of a bossing around and unprofessional style. Democratic-This style is used when leaders want to include one or more employees in the decision making it is not a sign of weakness, it is so that the employees will be more confident with their own ideas and decision making. Decision making with your employees will let them gain respect for the leader and become more determined.
The managers monitor but do not get involved in day to day operations with drivers. An office would be different yet again with more a” democratic” or “people orientated” environment with leanings towards more collective goals and each individual contributing their efforts to the team objectives. 1.2 – The differing styles all have their place and trying to input one style into another would not necessarily work. You couldn’t put a people orientated style into a task orientated situation like the one above. Autocratic leadership can cause aggravation and discontent in the workforce.
Managers have subordinates, unless their title is given as a mark of seniority and honorary, while leaders do not. In terms of approach, a leader sets the direction while a manager plans the details. Leaders appeal to the heart while managers appeal to the head. A leader’s energy is passion, and that of the manager is control. Q3.
Definition: Leadership styles may also be known as management styles. They are the approaches that people use when directing and motivating people to achieve a task. The leadership styles we are most interested in are outlined as follows and only bad leaders will stick to one predominant style. Good leaders will change their style according to the circumstances and situation they are dealing with: • Authoritarian This style is used when the leader wants to achieve a task quickly. 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.
Ethical standards are the code of conduct required by the organization for workers to follow. The relationship between organizational culture and ethics is that the organizational culture guides workers when faced with ethical problems. If the organization culture counters what they are required to do ethically, workers may put the organization in jeopardy by not act ethically. When a worker is faced with a decision that others within the organization think as appropriate, though it is unethical, the worker may follow what is acceptable as per the culture. It is the relationship between organizational culture and ethics that can get businesses into significant trouble in the long term.
* Describe and critically evaluate the key differences between process theories of motivation and content theories of motivation? * Critically evaluate the accuracy of the claim that: “since there is no one best way of leading, managers must adjust their leadership style in response to pressures deriving from the organizational situation in which they are working”. * What is leadership? With reference to relevant theories of leadership, critically evaluate the claim that there is ‘one best
The fiedler contingency theory describes a theory of leadership and management. The theory explains the hierarchy of leadership that is applicable to organization and companies. The theory is based on the idea that there is always a least preferred co-worker based on their personality trait and behaviour at work. A contingency leadership style can lead to more effective and precise leadership. Contingency theories are a class of behavioural theory that contend that there is no one best way of leading and that a leadership style that is effective in some situation may not be successful in other.
In my opinion, I think that leadership style does have an impact on subordinates’ performance. In this paper, I am going to look at how leader’s traits and situations affect one’s leadership style as well as leadership styles’ influence on employee’s work performance, , according to Trait Theory and Contingency Theory. Leadership Styles and Traits Leaders’ traits take an important part in deciding their leadership style and their influence on followers. The ineffectiveness of the business may be caused by the leaders’ characteristics and personality. The leader may be too inexperienced for the position or too emotionally fragile.
Even then, though the concepts were misunderstood, there was a difference. Some Managers maybe leaders, some Leaders maybe managers and leadership can be exhibited by other than management personnel. You do not have to be in a leadership or management position to be a leader. Leadership is the art of influencing others to accomplish individual and organizational goals by providing purpose, direction, and motivation. Management on the other hand, is the process of working with and through individuals and groups and other resources such as equipment, capital, and technology to accomplish organizational goals.
This individual also focuses on systems and structure. The role of manager relies on control. Even though management and leadership are much alike, they also may reflect differences such as managers accept the status quo while leaders challenge it (2010). A business does not lose its worth overnight it is a negative building process. The problems associated with Woody Veneer Factory is a reflection of both management and leadership that has