Leadership Style

The role of leadership in management is largely determined by theorganizational

culture of the company. It has been argued that managers'beliefs, values and
assumptions are of critical importance to the overall style ofleadership that they adopt.
There are several different leadership styles that can be identified within each ofthe
following Management techniques. Each technique has its own set of goodand not-so-
good characteristics, and each uses leadership in a different way.
Types of leadership styles :
•
Autocratic leader:
The autocratic leader is given the power to make decisions alone,having total
authority. This leadership style is good for employees that needclose supervision to
perform certain tasks. Creative employees and team playersresent this type of
leadership, since they are unable to enhance processes ordecision making, resulting in
job dissatisfaction.
•
Bureaucratic leader:
The bureaucratic leader is very structured and follows the proceduresas they have
been established. This type of leadership has no space toexplore new ways to solve
problems and is usually slow paced to ensureadherence to the ladders stated by the
company. Leaders ensure that all thesteps have been followed prior to sending it to
the next level of authority.Universities, hospitals, banks and government usually
require this type ofleader in their organizations to ensure quality, increase security and
decreasecorruption. Leaders that try to speed up the process will experiencefrustration
and anxiety.

•
Charismatic leader:
The charismatic leader leads by infusing energy and eagerness intotheir team
members. This type of leader has to be committed to the organizationfor the long run.
If the success of the division or project is attributed to theleader and not the team,
charismatic leaders may become a risk for the companyby deciding to resign for
advanced opportunities. It takes the company time andhard work to gain the
employees' confidence back with other type of leadershipafter they have committed
themselves to the magnetism of a charismatic leader.
•
Democratic leader:
The democratic leader listens to the team's ideas and studies them,but will make the
final decision. Team players contribute to the final decisionthus increasing employee
satisfaction and ownership, feeling their input wasconsidered when the final decision
was taken. When changes arises, this type ofleadership helps the team assimilate the
changes better and more rapidly thanother styles, knowing they were consulted and
contributed to the decisionmaking process, minimizing resistance and intolerance. A
shortcoming of thisleadership style is that it has difficulty when decisions are needed
in a shortperiod of time or at the moment.
•
Laissez-faire leader :
Thelaissez-faire ("let do")leader gives no continuous feedback orsupervision because
the employees are highly experienced and need littlesupervision to obtain the
expected outcome. On the other hand, this type ofstyle is also associated with leaders
that don’t lead at all, failing in supervisingteam members, resulting in lack of control
and higher costs, bad service orfailure to meet deadlines.

•
People-Oriented leader:
The people-oriented leader is the one that, in order to comply witheffectiveness and
efficiency, supports, trains and develops his personnel,increasing job satisfaction and
genuine interest to do a good job.
•
Servant leader:
The servant leader facilitates goal accomplishment by giving itsteam members what
they need in order to be productive. This leader is aninstrument employees use to
reach the goal rather than an commandingvoice that moves to change. This leadership
style, in a manner similar todemocratic leadership, tends to achieve the results in a
slower time framethan other styles, although employee engagement is higher.
•
Task-Oriented leader:
The task-oriented leader focuses on the job, and concentrates onthe specific tasks
assigned to each employee to reach goal accomplishment.This leadership style suffers
the same motivation issues as autocraticleadership, showing no involvement in the
teams needs. It requires closesupervision and control to achieve expected results.
Another name for this is
deal maker and is linked to a first phase in managing Change, enhance,
according to the Organize with Chaos approach.
•
Transaction leader:
The transaction leader is given power to perform certain tasks andreward or punish
for the team’s performance. It gives the opportunity to themanager to lead the group
and the group agrees to follow his lead toaccomplish a predetermined goal in
exchange for something else. Power isgiven to the leader to evaluate, correct and train
subordinates when