Leadership Styles Research Project Essay

I would like to befuddle special ac noesis ment to thirty director, XXX for his consistent support and motivation. I am grateful to XXX, Associate professor in XXXX , for his technical expertise, advice and excellent guidance. He non only gave my project a scrupulous scathing reading, except added many examples and ideas to meliorate it. 2 I am grateful to XXX (Sr Hr executive and wholly staff members of XXX co for providing me an fortune to complete my project at a lower place their guidance. I am mellowly indebted to them for the analogous.Team thrash is meaty for competing in todays world(prenominal) arna, where soul perfection is non as desirable as a high level of collective performance. In spangledge found enterprises, squads ar the norm sort of than the exception. Team attr effectship plays a critical role in fostering commitment, accountability, and team success. The Team draw essential watch that the right mix and level of skills be resident on t he team.They are also responsible for effectively managing 5 relationships alfresco the team, overcoming obstacles to success, and creating attractership opportunities for opposites. estimable attracters are made not born. If you hurt the thirst and go out magnate, you can be observe an effective loss leader. Good leaders develop through a never ending serve of self-study, education, training, and experience. To urge on your doers into higher levels of teamwork, there are certain(p)(p) things you essential be, know, and, do. These do not come naturally, but are acquired through continual work and study.Good leaders are continually work and studying to purify their leadership skills they are NOT resting on their laurels. Before we get started, lets define leadership. lead is a process by which a person influences others to accomplish an objective and directs the arranging in a appearance that obligates it more cohesive and coherent. leadership carry appear this process by applying their leadership attributes, such(prenominal) as beliefs, value, ethics, character, knowledge, and skills. Although your amaze as a manager, supervisor, lead, and so on ives you the bureau to accomplish certain tasks and objectives in the organization, this p o w e r does not clear you a leaderleaders differs in that it bes the followers w a n t to achieve high goals, sort of than s show. All teams must shape their take common object, goals and preliminary. While a leader must be a working member of the team who contributes, she also stands aside from the team by virtue of her position as leader. A team expects their leader to lend aceself that perspective and distance to serve them clarify and commit to their cathexis, goals, and approach.Do not be afraid to get your r apiece dirty (lead by example), but forever remember what you are paid to do (get the job done and grow your employees). The experimental condition styluss has become more prominent in popular culture over the travel decades, but its origins lie in mental research on learning and personality. The fender concept of dash is that we all defy preferences for the WAY we do things think, relate to others, interact, learn. Kurt Lewin, in the 1930s identified three major(ip) hyphens ascendant, democratic, and laissez faire, part Rensis Likert define Exploitive 6If you hand over the time and fate to make believe more commitment and motivation from your employees, and then you should use the representativeicipative style. Participative (democratic) This type of style involves the leader including one or more employees in on the decision making process (determining what to do and how to do it). However, the leader maintains the last(a) decision making authority. use this style is not a sign of weakness, instead it is a sign of strength that your employees will respect. This is commonly apply when you have part of the information, and your e mployees have other parts.Note that a leader is not expected to know everything this is why you employ knowledgeable and squeamish employees. use this style is of mutual value it allows them to become part of the team and allows you to make better decisions. Delegative (free reign) In this style, the leader allows the employees to make the decision. However, the leader is still responsible for the decisions that are made. This is used when employees are able to canvass the side and determine what needs to be done and how to do it. You cannot do everything You must circumscribe priorities and delegate certain tasks.This is not a style to use so that you can blame others when things go wrong, rather this is a style to be used when you have the full trust and federal agency in the people below you. Do not be afraid to use it, however, use it wisely Forces A impregnable leader uses all three styles, depending on what forces are involved between the followers, the leader, and the spot. any(prenominal) examples include 13 o utilize an authoritarian style on a peeled employee who is just learning the job. The leader is competent and a substantially coach. The employee is propel to learn a new skill.The situation is a new environment for the employee. exploitation a participative style with a team of workers who know their job. The leader knows the problem, but does not have all the information. The employees know their jobs and want to become part of the team. o Using a delegative style with a worker who knows more just about the job than you. You cannot do everything The employee needs to take ownership of her job. in addition, the situation might call for you to be at other places, doing other things. o Using all three Telling your employees that a procedure is not working mighty and a new one must be established (authoritarian).Asking for their ideas and insert on creating a new procedure (participative). Delegating tasks in order to accomp lish the new procedure (delegative). o Forces that influence the style to be used include task. o Internal conflicts. o tense levels Type of task. Is it structured, unstructured, complicated, or simple? o Laws or established procedures such as OSHA or training plans. optimistic and controvert Approaches in that respect is a difference in ways leaders approach their employee. Positive leaders use rewards, such as education, independence, etc. to motivate employees. While detrimental employees emphasize penalties.While the negative approach has a place in a leaders repertoire of tools, it must be used carefully ascribable to its high cost on the humane spirit. Negative leaders act unequivocal and superior with people. They believe the only way to get things done is through penalties, such as loss of job, days take away without pay, reprimand employees in front of others, etc. They believe their authority is increased by freighting everyone into higher lever of productivity. Y et what perpetually happens when this approach is used wrongly is that morale falls which of wrangle leads to lower productivity.Also note that most leaders do not strictly use one or another, but are some(prenominal)where on a continuum ranging from extremely corroboratory to extremely negative. People who continuously work out of the negative are bosses charm those who primarily work out of the dogmatic are considered real leaders. 14 theatrical role of friendliness and Structure Two other approaches that leaders use are Consideration (employee orientation) Leaders are concerned about the human needs of their employees. They build teamwork, assist employees with their problems, and provide psychological support.Structure (task orientation) Leaders believe that they get results by systematically keeping people busy and counsel them to produce. There is evidence that leaders who are considerate in their leadership style are higher performers and are more satisfied wit h their job. Also notice that consideration and structure are independent of each(prenominal) other, thus they should not be viewed on opposite ends of a continuum. For example, a leader who becomes more considerate, does not necessarily plastered that she has become less structured. Paternalism Paternalism has at quantify been equated with leadership styles.Yet most definitions of leadership normally state or imply that one of the actions within leadership is that of influencing. leaders is influencing people by providing purpose, direction, and motivation while operating to accomplish the mission and up(p) the organization. The Army further goes on by defining influence as a means of getting people to do what you want them to do. It is the means or system to achieve two ends operating and improving. just there? s more to influencing than alone passing along orders. The example you set is just as important as the words you speak.And you set an example good or bad with every action you take and word you utter, on or off duty. Through your words and example, you must communicate purpose, direction, and motivation. While paternalism is defined as (Webster) a system under which an authority undertakes to supply needs or specify conduct of those under its control in matters affecting them as individuals as well as in their relationships to authority and to each other. o Thus paternalism supplies needs for those under its protection or control, while leadership gets things done. The first is directed inwards, while the.latter(prenominal) is directed outwards. 15 It expects that some look paternalistic behavior as more or less a barbaric way of getting things accomplished. Yet, leadership is all about getting things done for the organization. And in some situations, a paternalistic style of decision-making might be required indeed, in some cultures and individuals, it whitethorn also be expected by not only those in charge, but also the followers. That is what makes leadership styles quite kindle they basically run along the same continuum as Hofstedes PDI, ranging from paternalistic to advisory styles of decision making.This allows a wide setting of individual behaviors to be dealt with, ranging from beginners to peak performers. In addition, it accounts for the fact that not everyone is the same. However, when paternalistic or autocratic styles are relied upon too more than and the employees are ready and/or unstrained to react to a more consultatory type of leadership style, then it normally becomes quite damaging to the performance of the organization. There are a number of assorted approaches, or styles to leadership and management that are based on different assumptions and theories.The style that individuals use will be based on a combination of their beliefs, values and preferences, as well as the organisational culture and norms which will encourage some styles and discourage others. charismatic Leadership Participative Leadership Situational Leadership Transactional Leadership Transformational Leadership The dim Leader Servant Leadership special research The Managerial Grid Blake and muttons people-task balance. Lewins leadership styles triplet original styles. Likerts leadership styles from autocratic to participative. Six delirious Leadership Styles from Mr. Emotional Intelligence, Daniel Goleman and friends. Post-hoc Management 16 personal appealtic Leadership Charismatic Leadership is defined by Max Weber as resting on devotion to the transcendent sanctity, valiance or exemplary character of an individual person, and of the normative patterns or order revealed or ordained by him. He defines Charisma as a certain choice of an individual personality, by virtue of which he is set apart from medium men and hardened as endowed with supernatural, superhuman, or at least specifically exceptional powers or qualities.These are such as are not accessible to the ordinar y person, but are regarded as of presage origin or as exemplary, and on the basis of them the individual concerned is treated as a leader ( ). How the role in question would be last jud ged from an ethical, aesthetic, or other such invest of view is naturally indifferent for the purpose of definition. Charismatic people have a remarkable ability to concentrate complex ideas into simple messages (I have a dream) they communicate by using symbols, analogies, metaphors and stories.Furthermore they relish jeopardy and feel empty without it, they are heavy(p) optimists, they are rebels who fight convention, and they may seem idiosyncratic. Charismatic leaders are portrayed as organizational heroes or deception leaders who have the social power basis to orchestrate turnarounds, launch new enterprises, cue organizational renewal, and obtain unmatched performance from organizational members. These leaders inspire trust, faith and belief in themselves. Of course none of this is a guarantee that the mission will be correct, ethical, or successful. dividing line of the Charismatic Leadership model.