The advantages are each member of the team 's work always understand and be held accountable. Also there are a great adaptability to new ideas and new ways of working for the team. Team-based structure has less management. It is a good idea to cut costs because it simple the processes and lowers administrative costs. And employees feel empowered and morale increases because people on the team work toward the same goal, they focus on the task at hand rather than petty interdepartmental conflicts.
Constant dialogue between leader and follower improves every driver of climate, for instance, flexibility increases since employee know exactly what leader need from him or her and watches every step of the employee. Also, subordinates know how their work fits into the big picture of organization’s vision, so responsibility and clarity of employee are increasing. The commitment of an employee also increases since the employee knows that leader believes, investing in him. Coaching style works best when subordinates are ready to receive feedback and improve their performance. Or when employees understand how exactly developing new skills and abilities can help them in future
Bad communication is often the root cause of many problems. Most conflict in organizations are the result of misunderstood communication. Effective communication plays a major role in dealing with employer employee relation. When you become an effective communicator, you can resolve conflict and communication gaps among coworkers and employees for example, conflicts arise when the employer and management discussed little with the staff, preferring to make decisions themselves without approaching employees and later give instructions, employees might feel frustrated for not being part of decision making, thus resulting in poor performance. Similarly, if a manager verbally says he is interested in the employee’s opinions but never creates a way for them to express their thoughts, this leads to confusion and frustration.
Autocratic leadership, also known as authoritarian leadership, is a leadership style characterized by individual control over all decisions and little input from group members. Autocratic leaders typically make choices based on their ideas and judgments and rarely accept advice from followers. Autocratic leadership involves absolute, authoritarian domination over a group. Like other leadership styles, the autocratic style has both some benefits and some weaknesses. The work of an Autocrat is to manage the direction of all goals and work, with little to no input from the team.
However, it is important that leaders monitor performance and effectively communicate expectations to prevent work standards slipping. Researchers have found that this is generally the leadership style that leads to the lowest productivity among group members. Laissez-faire leadership is characterized by very little guidance from leaders. The leaders will provide the tools and resources needed; however, they allow complete freedom for followers to make their own decisions. Group members are expected to solve problems on their own while power is handed over to followers.
This style also called as “Authoritarian” or "Produce or Perish” leadership. McKee and Carlson (1999) elaborated that this style is commonly used in the cased of crises management specially in organizations that are in the edged of real or perceived failure. 4. Middle-of-the-Road Management – Medium Results/Medium People This style pays balanced and compromised attention to the two competing dimensions. Leaders who follow this style settle for average results because of neither production nor people needs are fully met
At my place of work, it is quite common to have managers that are not specialists in the departments that they manage. This style of leadership is particularly useful and has a positive effect on individuals who see management as being about managing people and resources and not necessarily about managing tasks. Highly motivated Individuals in specialist functions like information technology, medicine and consultancy usually enjoy these style of leadership from their
In addition, the focus of a division allows you to build a common culture and spirit that contributes to both higher morale and a better understanding of the portfolio of the division. This is much better than having your product or service dispersed among several departments across the organization. To succeed, the divisions must be well managed. Executive leadership is the most important to the success of a company using a divisional structure factor. Leaders need to understand what each division is doing and provide leadership to the division heads on how to accommodate the new strategic directions or partner more effectively with all divisions.
High PDI exists where the managers or superiors orders their subordinate to carry out the task given without any questions because of the relative position in the hierarchy of authority (Education Portal, n.d). Furthermore, some of the subordinate who has brilliant ideas that can be shared or voiced out to their superior are forced to remain silent due to the high PDI. The subordinate would not have an equal chance to decide on a company most of the time because the superior or the bosses will make the decision for them and they have no choice but to obey them. However, countries that practices low PDI will have subordinate that question every decision made by the superior. The low PDI practices would also help the company to have a two- way decision making
They work with passion and they drive innovation and move their organization forward. • Not Engaged: A critical group, these employees are among the high performers and are reasonably satisfied. They may have consistency at work. They are yet to find their progress or clearly understand how they can best attribute. It should be a priority to move them out of this brief holding area to full alignment and productivity.