Autocratic and consideration style leadership
Autocratic Style of Leadership
The
first style of leadership is Autocratic Style of leadership. It is also has the
name Authoritarian Style of leadership. In this style of leadership, the leader
in charge has full control and authority over the decision making process. The
leader monitors the team for the completion of tasks, as well as controlling
team efforts. The style best applies in situations where it is necessary to
have control. This is especially where there are little margins for error. In
dangerous conditions, having rigid rules in place can make people stay away from
harmful ways. Sometimes the subordinate staff is unfamiliar or inexperienced
with the work involved and it is necessary to have heavy oversight. Rigid
organizations use this style of leadership. The style is paternalistic, and in
highly independent and professional focused teams, which can lead to strained
morale and resentment. The style is suitable for use in the military,
construction, and manufacturing industries.
To be effective as an autocrat leader,
one should keep in mind the following. First, one should respect his or her
subordinates. The leader should stay fair and realize that everybody has a
worthy contribution even if he or she is not in charge. By making subordinates
realize that they have respect, their morale increases while resentment
decreases. All functional teams have a foundation of shared respect. Second,
the leader should explain the rules to his or her team. Teams know that they
have to
pursue
the laid down procedures; however, it makes them do a good job if they are
aware why they have to pursue procedures. Thirdly, the leader should be
consistent. If the leader’s role is to implement the company rules, he, or she
must make sure they do that fairly and consistently. Further, the leaders
should educate the team before enforcing rules and procedures. Making team
members understand the leader’s expectations beforehand means there will be
fewer surprises when enforcement begins. Lastly, to succeed as an autocrat
leader, one should listen even if they will not change.
Consideration Style of Leadership
The second leadership style is the
Consideration style of leadership. Consideration refers to the degree to which
leaders show concern and respect to their followers. The leaders look out for
the welfare of their followers, as well as express support and appreciation.
Such leaders show mutual trust, friendship, warmth, and concern towards their
subordinates. The leaders build teamwork, provide psychological support to
their employees, and help employees with their problems. Further, leaders
strong in the consideration style of leadership do things that make it pleasant
to be a member of the team. In addition, such leaders have the willingness to
make changes, consulting team members when making changes, they explain
actions, treat all team members as their equal, and give advance notice of
changes.
Hi Tony~
ReplyDeleteYou have a very interesting blog this week! First of all, I personally prefer and like the second type of leadership- Consideration style. I really like the way with which you as a leader could be closer with your employees. I believe that it is the friendly way to achieve company's goals. Employees can still respect you as a leader, but with this type of leadership leader can show trust, respect and friendship. What is more, it also shows that you are able to build a teamwork because employees may see that you are not cold and strict leader but you are open to work with them, listen them and consider their ideas as well. I think, this is important for each employee.
Looking forward to read next posts.
Your blog entry reminded me of the styles of leadership that we are discussing in my other class. Kurt Lewin, a psychologist in the 1930s, classified leadership style into three categories: autocratic, democratic, and laissez-faire. According to the Center for Leadership Studies, there is a right time to use each style. For example, an autocratic leadership that makes decisions without consulting subordinates about what they want to accomplish and how they are going to accomplish it has its uses when there is only a short time to finish the task, the leader has all the information to solve the problem, and the employees are well motivated to do the task the leader gives them.
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