Rast, Hogg and Giessner (2013) suggest that the autocratic leadership styles are stronger to supervise the employee, encourage employee through the penalty or threat to achieve their goals. It will ignore the job satisfaction of their employee. 2.4 Participative leadership Participative leaders pay attention for the team, it can accept the opinions of followers easily. Participative leadership styles can efficiently enhance the atmosphere, job satisfactions and development of the team since the followers can participate the decisions. However, Participative leadership styles are difficult to make decisions in the short-term as it needs to consider many opinions (Huang, Iun, Liu & Goung, 2010).
In the past, researchers have proven that organisations that implement transformational leadership when dealing with change in the organisational context are more successful in managing employees’ outcomes (Chou, 2014). The role of a leader as not only a symbolic figure but also as a form of guidance helps create a smooth transition in times of turmoil. Many change efforts are unsuccessful because change leaders often overlook the central role individuals play in the change process (Kavanagh & Ashkanasy, 2006; Porras & Robertson, 1992). In workplace environments where employees are comfortable with the tasks delegated and other work processes, change becomes something difficult to be introduced, implemented and accepted (Reichers, Wanous, & Austin, 1997). This is because an introduction of organisational change leads to interruption of normal routines in an organisation.
This could lead to resentment in the workplace, and conflict may occur as a result which can affect the entire workplace. Individuals not a good team player – some individuals may not do well in teams. Many may prefer to work on their own, and actually get more positive outcome then working as a team. If a business needs employees who work well in a team to accomplish a task, the business need to do well in screening out during the hiring
However when a leader in an organization, their power to served others can be effective, while on the other hand they can misuses the power for their own personal gain, their leadership is ineffective. Some qualities for ethical charismatic leadership and also their effects on followers are: considers and learn from criticism, stimulates employees to think independently and to question the leader’s views and coach, developed employees and shares recognition with their work group members. While on the other hand some unethical charismatic leadership are: promotes own personal vision, uses one- way communication and demands own decisions be accepted without question .However in order for an effective charismatic leadership there are a range of skills that must developed to their employees and these are: self-confidence, self-assurance and outstanding communication and verbal
For an employer, the flexibility may come with the ability to organize labor resources more in line with the varying needs of customers, or with peaks and troughs of demand. Flexible working simple refers to any working schedule that is outside of a normal working pattern. This means that the working hours, instead of being repetitive and fixed, can involve changes and variations. It can mean the employee has variables such as when they are required to work or even their place of work. There are some example for flexible working, there are, flexi time, compressed hours,
What people usually see the clearest are the imperfections. When there are poor leadership skills it makes it really hard for the workplace to perform at its full potential. It is important to have examples of good leadership, when there is an absent presence of management it harms the team drastically. For example, when a manager is trying to be friends with his or her employees this creates a wall between professional and personal treatment. When this happens, the workplace can get very un-professional and employees start to do as they please.
Several organizations implement HR policies and practices that are harsh in nature and don’t see employee benefit. They might be fine keeping in mind the company’s interests but also contribute to the attrition rate, employee turnover because they can be very demotivating to the employees. Such policies may be in line with the business model but are not in sync with the employee. Employees feel that these organizations are selfish and only care about the business and not the employee’s welfare. However, no company wants to let go of its employees because higher attrition rates lead to a negative name in the market for the company.
One that may have this experience may not show his or her best work performances, absenteeism, and have negativity towards others. Workplaces should be aware of how to handle job stress and be able to share techniques with the employees to prevent job stress and burnout. Conclusion In conclusion, a leader has a great deal of responsibility, however understanding their purpose of composing others could help them to develop better leaders. Leaders want to make a difference and have their employee’s potential to shine, however being able to cope with others and finding techniques that works individually on others is a difficult task. There are people that are not designed to be leaders, it takes someone who is disciplined, motivated, and selfless to be leaders (Bethel University,
Also, when the leader is less experienced then employee, coaching style would not help due to the fact that such leader won’t be able to teach the employee something new. Managers are unfamiliar with such style especially when they need to provide regular feedback to the employee to motivate subordinate. Coaching style not quite popular in companies, though some organizations already have understood its viability to the success and try to stimulate managers to improve talents of their subordinates . 4 QUALITATIVE DESCRIPTION OF LEADERSHIPS Let’s see how observed leadership styles affecting the team. Full Range Leadership model discussed in , and 6 Types of Leadership in .
The main cause of this is due to Differing life experiences, values and interest which may put a stop to two employees from perceiving an event the same way. By doing so they may also come up with incorrect solutions in the company which would hinder the company performance. what Dave could do is to talk to individuals and give them ideas and feedbacks to lower the