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❶My desire to avoid confrontations that can be distracting and unproductive, provides with a keen sense of looking for common grounds on which people can find agreement.

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Differences between directive and supportive leadership styles

A leader needs to be able to be directive when needed or supportive when it is needed in alternative situations. This is due to the fact that not all employees are alike. Some employees may require more of a directive approach especially when they are having difficulty achieving a task by its required deadline, while other employees may become stressed when working with a leader who is micromanaging them. These employees may need a leader who is more supportive. By being able to switch from these styles an effective leader can work with all type of employees in various situations.

Understanding behaviors for effective leadership. Ultius Blog, 01 Mar. Click here for more help with MLA citations. Essay on Leadership Styles. Click here for more help with APA citations. Click here for more help with CMS citations. Click here for more help with Turabian citations. Ultius is the trusted provider of content solutions and matches customers with highly qualified writers for sample writing, academic editing, and business writing.

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Essay on Leadership Styles Ultius. Copied to clipboard Click here for more help with MLA citations. Copied to clipboard Click here for more help with APA citations. Copied to clipboard Click here for more help with CMS citations.

Copied to clipboard Click here for more help with Turabian citations. Rate this blog entry:. Tags Directive leadership employee motivation essay on leadership leadership leadership styles supportive leadership. View author's profile Show more posts from author. Tested Daily Click to Verify. The Ultius Promise With every order, you can count on the following: Terms Privacy Fair Use. Leadership styles can be identified by their specific characteristics, as per their leadership philosophy and by management skills in each of the leadership style that is distinct from one another Warrick, Study of few executive styles and their impact on employees and organization Autocratic Style According to Warrick the leaders who have this style mainly focus on the high performance of the organization but they put low emphasis on people.

Employee involvement is not considered trustworthy by those leaders. They rely on authoritative control, power, and manipulation to get the job done. Such kind of leaders assumes about the people as if they are lazy and undependable. But under such command and control quality of work increases and hence productivity increases too. People are rewarded for the job well done through appraisals and punished for making mistakes. They keep low profile and try to stay out of trouble.

It has lack of credibility, lowest employee productivity and low performance of organization is the consequence of this style. The employees under such leaders are less creative and less confident about their skills. Such leaders avoid making decisions as much as possible Warrick, They strive for creating an ideal environment and for well-organized and challenging workplace, they get the job done by motivating, empowering, managing groups and individuals to meet organizational as well as their personal objectives Warrick, It works best when the direction the organization should take is unclear, and the leader needs to tap the collective wisdom of the group.

Goleman warns that this consensus-building approach can be disastrous in times of crisis, when urgent events demand quick decisions. Coercive Style Coercive style demands immediate compliance. Leaders who have this style are normally authoritative. There is no welcome for any new ideas from employees.

These leaders force their employees to get their tasks done by all means no matter whether they like it or nor but they are compelled to do it forcefully. It is the least effective style in most of the situations. Apparently it seems that it has only drawbacks but there can be certain situation when it becomes effective too if used masterfully. This style works when employees are given less value and can be replaced easily or when a kick start is required to turn around or for change Barker, Authoritative Style Vibrant enthusiasm and clear vision are the hall marks of this style.

The authoritative style is to be considered as the most effective one driving up the every aspect of the climate of an organization. People like to work with those leaders who give them importance and value in that way. It enhances the commitment level of employees to greater extent Goleman, The employees feel encouraged and privileged. Affiliative Style This style emphasizes the importance of team work, and creates harmony in a group by connecting people to each other. Affiliative leaders are natural relationship builders as they try to create harmony and sense of belongingness by giving their feedback on regular basis to their employees that enhances the sense of recognition among employees.

This type of leader wants to get things done through excellence. It destroys the climate sometimes as well. Goleman warns this style should be used sparingly, because it can undercut morale and make people feel as if they are failing.

This style can be considered as leading by example and personal heroics. Coaching Style Coaching leaders are the ones who give courage to employees to get to know about their strengths and weaknesses and tie them to their personal and aspiration motives.

It is very useful for longer professional development and mentoring purposes. Leaders drive their employees to rectify their mistakes in a constructive way. They are good at delegating effectively. They set agreements and challenging goals along with the continuous guidelines and feedback.

It works better when employees are aware of their strength and weaknesses and want to seek more for outstanding performance as they feel that their leader have a lot of trust and faith on them so they like to face challenges and become more determined to take up well. Transactional and Transformational Leadership Styles Transactional leaders are those who are engaged with their employees in such a way that includes rewards and mutual support to incorporate outstanding performance of employees.

It has two basic components one is contingent rewards and the other one is active and passive management by exception. One aspect shows that they attach rewards with the good and satisfactory performance to influence employees whereas active management by exception follows quick response to the mistakes and failures to meet the standards. Transformational Leaders have a great role in the success of an organization.

The leaders who adopt this style gain the trust of his followers. Researchers exhibit four important dimensions of this style such as idealized influence, inspirational motivation, intellectual simulation and individualized Consideration.

Here few of them are summarized. Implication of this model can be useful, if significant styles are to be explored which a leader may adopt to see sustainable performance and positive outcomes in an organization.

An effective leader chooses the style according to the demand of the typical situation. Effective leaders are capable of using all leadership styles and they know when and where to use the appropriate one. Leader motivates his followers towards a common goal and then provides those required resources to accomplish that goal and inspires them to improve their knowledge, skills and abilities Vigoda-Gadot, Organizational culture transforms well if there is sound collaboration and exchange of thoughts exists between supervisors and their subordinates.

When employees receive continuous feedback, motivation the feel recognized they contribute in the development of organization. Discussion, reflection and implications. Leader-follower relationship integrates together to produce desirable outcomes in an organization. Awareness about leadership styles and their outcomes is very important for successful leadership.


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This free Leadership essay on Essay: Leadership styles is perfect for Leadership students to use as an example.

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Leadership Styles paper Introduction Leadership is the process through which a person, in this case the leader, influences a group of people towards the realization of a common goal. The effectiveness of leadership depends on the style of leadership that the leader adopts, and usually depends on the context of leadership.

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Free Essays from Bartleby | Leadership Evaluation and Philosophy: An Appraisal of Angela Merkel’s Leadership during the Euro Crisis and My Leadership. Leadership Concept And Leadership Styles Management Essay INTRODUCTION LEADER "If your actions inspire others to dream more, learn more, do more and become more, you are a leader.".

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Introduction And Defintion Of Leadership Styles Management Essay. Print Reference this. Published There are many leadership styles from which to select one but dependes upon the situation of business. If you are the original writer of this essay and no longer wish to have the essay published on the UK Essays website then please . This free Management essay on Essay: Leadership styles is perfect for Management students to use as an example.