Top 5 Types of Leadership Styles in an Organization
A good starting point is to think about the differences between leaders and managers.
Deference between Management and Leadership
Those are two words that are often used interchangeably with that don’t really refer to the same thing.
Good organizations will have both of these roles to be successful. The first one, we can think of managers as people that perhaps a little bit more risk-averse and perhaps favor safety.
They like to try and govern the behavior, the people they work with, all that work for them through the use of rules, procedures, and policies that they will right to try and set the atmosphere with workload or the tasks that people are trying to push.
You think of leaders is certainly people who are more prone to taking risks, which, when they come across barriers and difficulties in their job, they see those or something to overcome rather than something to make them change the course of their actions.
Perhaps we think the slightly more inspirational people who like to sort of lead by example. They like people to follow them. They like to set the organization’s tone, but like to try and behave in ways in their jobs that other people want to follow in, aspire to.
So, the first thing we can learn about leadership is that we perhaps shouldn’t confuse that with management’s They’re two different terms.
Neither role is better than the other successful organizations. We said we’ll need both approaches to flourish.
Five critical tasks that managers and leaders
Five key tasks that managers and leaders will be performing on a very regular basis, starting with one that’s absolutely crucial.
· The setting of objectives.
A successful organization will have to have people inside that business that decide the direction of it that decide where the business wants to go, where the business ultimately wants to end up.
· Lead People
That takes responsibility for setting objectives that guide people in the organization helped them plan and plot the work that they’re going to do.
Whether those be objectives at a corporate level or whether they be functional, objectives do with marketing, HR ops Finance managers will be the people in charge of setting that direction, setting those goals for the organization crucial part of that job.
Now one of the things that they might use to help with the side on their objectives and when the business should be heading.
· The Analysis Of Data.
Which businesses have an absolute abundance of now? This could be financial data could be sales figures.
It could be cost revenue figures, marketing data that’s been collected through marketing research might be to do with industries or markets that the businesses in or thinking about penetrating.
It could be HR data to do with motivation, absenteeism, productivity, and labor turnover could even be operations data linked to capacity and capacity utilization aspects like that.
But somebody needs to take responsibility inside the organization for analyzing all of this data that business is collected and China sift through and work out what it means and use it in order. They develop strategies for the organization to shoot.
Now, we mentioned that leadership and management are not necessarily the same thing bore somebody inside.
· Make Decision
This organization needs to make decisions they need to lead on these next to kinds of tasks. Imagine every kind of interlinked.
Businesses need people who lead people who put themselves forward, who are accountable, people who decide the direction of the business, and where it will make decisions are rea where managers and leaderships performed.
The task is in decision making. Without decision making, Organizations would be a little bit directionless.
You might have employees often, so they’re taking the business, dragging the business in different directions.
Managers and leaders, people at the most senior positions in the organization, need to make decisions to set the business’s direction. No one to provide some kind of coherent, some kind of strategy.
· Reviewing Strategies,
Perhaps going back and looking at what decisions have been made, the objectives that have been set, reviewing the businesses, progress against those objectives, working out those objectives are still relevant.
Working out how close the businesses to perhaps achieving the objectives that they may have set.
Reviewing what the strategies might need to be changed or altered or new strategies developed and implemented for the business to get to where it wants to bay.
Types of Leadership Styles in an Organization
Douglas McGregor Theory
Douglas McGregor did some work in America in the 1960s, went into many American businesses, looked at the different ways people perform their roles, and the different kinds of approaches they take to that, a managerial that leadership positions.
McGregor decided to break the styles down into two different, distinct categories that he saw present in many of the businesses he observed. That is McGregor’s theory X and theory Y
Theory X
Theory X is a management style where managers have a certain perception or viewpoint of the people who work for them.
A lot of people, it’s a little bit disparaging. Theory X managers see workers as inherently lazy people, people who are in employment just for money.
People who don’t seek responsibility to impact people who share responsibility, who really need to be directed, guided, and give very clear guidance and instructions.
This kind of viewpoint, this perception that if you want to get work out of people, you need to adopt a management star that’s perhaps quite authoritarians very, very big on giving direction and instructions born out of a have a fundamental mistrust for the people that work for you.
Theory Y
To contrast this, McGregor came up with another approach that he observed. He turned it Theory y have theory wind managers that approach there that positions almost from the polar opposite of Theory X they believe in workers.
They believe that employees seek responsibility, that they’re motivated by responsibility. That some kind of accountability will bring the best out of workers will make them more productive will motivate them Teoh to a greater extent, to a greater extent around them, trying to coerce the work of your employees rather than trying to script everything.
The Theory Y approach managers are really trying to get the best out of people who work for them by giving them some autonomy by giving them some decision-making power to believe that that is the best way to make them more productive, employees.
Other Leadership and Management styles
Authoritarians Style of Leadership
Authoritarians approach where very little freedom is given to employees very little accountability for decision making.
He’s entrusted to our employees instead. We’re trying to get the best out of them by very tightly scripting their movements and the work that they produce for them, giving them very, very clear instructions, giving them very, very clear tasks that they’ve got to do.
Reviewing their work very periodically to make sure that they’re doing tasks in a way that’s pleasing to us, very much that of a boss and in charge.
Paternalistic Style of Leadership
Perhaps a slightly softer approach is what we call paternalistic management or paternalistic leadership.
Now, with paternalistic leadership, the manager in charge is still deciding what the best course of action is there making the decisions.
They’re deciding what direction the business, the project, and the scheme will be heading to, but they like communication with their employees.
They may, uh, take time to communicate the ideas that they come up with explaining to their employees why they think this is the best course of action. Why they think is the right strategy to be pursuing.
But crucially, it’s still the manager head of an organization that he is making the decisions and is devising the strategy of the difference between that and authoritarians’ approach.
If they might take more time to engage in dialogue with their employees, they explain these decisions to them almost like a it’s cool paternalistic because it’s almost like a parent would use with a child.
They will still make the decisions, but they will take the time to communicate with their child and explain why this decision has been made.
Democratic Style of Leadership
This is a different approach and almost opposite authoritarian leadership and management and leadership. This is certainly one where we start involving the employees a little more in decision-making democrats like two-way communication.
They involve the team in the decision-making process. They may start to empower them to start making some decisions themselves, but they’re certainly going to be some two-way communication to find out the thoughts, the opinions, the values of employees. Before managers go away and make decisions, you can certainly see this one is perhaps moving more towards McGregor’s theory Y approach where there’s more trust, more empowerment, more communication with employees.
More people is getting around a table and hashing out decisions before managers might go away and make that Final course.
Laissez Faire Style of Leadership
Perhaps the most extreme example of management and leadership that we have up here is what we call lace a fair leadership. And this really is the style where managers take more of a back-seat role.
Managers are really devolving an awful lot of power on autonomy to the workers with this staff. Managers themselves are actually taking the back-seat role there, saying to their employees, You know, best you’re out there with the cold facial dealing with situations on the day to day basis.
I’m going to empower you to make decisions yourself, and I will just sort of maintaining and perhaps oversee the role.
But I won’t be micromanaging your work. I won’t be making any decisions on your behalf.
I’ll just be back here watching you while you’re out there, making things happen. Sometimes it is associated with a bit of a negative managerial style.
Some employees, maybe a little bit upset, a little bit discouraged, a little bit unhappy that they feel that their manager that their boss, the person is meant to oversee them, is taking such a back-seat role in the leadership of the organization.
Other staff may see it as motivational that they know; they’re given their head and are allowed to sort of go out there and make their own decisions.
Laisses faire leadership has been criticized as being almost lazy style, where managers are just crossing their fingers, doing as little work as possible.
And hoping other team members will make the right decisions that benefit the organization and ultimately make them look good.