Leadership StylesAutocratic, Democratic, Laissez-Faire

The main concern in choosing a particular style of leadership is in recognizing what is most appropriate for your group, at a particular time, in a particular situation, to complete a particular task.

How Not To Flip Over a Jeep

Autocratic: Leader-CenteredIn the autocratic

method, the leader is the spark plug whose policies, ideas, and plans are the ones that are carried out. So this leader mainly seeks obedience from the group in getting things done.

Remember the Titans

Autocratic: Leader-CenteredHard-boiled type believes... Benevolent type...in constantly checking on

everyonepraise will spoil peoplepeople should not

question orders

Example: Army

is interested in the individuals within the group

gives praise as well as criticism

is seldom severe or harshdoes not realize his/her

leadership is autocratic

Still a top down or leader-centered style of leadership

Effective When...

Ineffective When...

time is limitedindividuals/Group lack

skill and knowledgedealing with a dependent

persondealing with a hostile

person, channel that energy constructively

the goal is to develop a strong sense of team

some degree of skill/knowledge is in members

In this style, the leader is the spark plug whose policies, ideas, and plans are the ones that get carried out.

Democratic: Group-CenteredIn the democratic method, the group is

central; from its abilities, ideas, and energies the leader gets the materials to build accomplishment. The leader draws ideas and suggestions from the group by discussion and consultation. Group members are encouraged to take part in setting policy. The leader’s job is largely that of moderator.

Democratic: Group-CenteredA Democratic Leader...involves group members in planning and

carrying out activitiesasks before he/she tellsgives praise and criticism based on

results, not personal likes/dislikesshares success with the group

Effective When...

Ineffective When...time is available

group is motivated and/or sense of team exists

some degree of skill or knowledge available in group

group is unmotivated

no skill/knowledge is in members

high degree of conflict present

Reason for being Democratic is to make Better Decisions

Laissez-Faire: Individual-Centered

In the free-rein method, there is a multiple focus. Each individual in the group tends to become a supplier of ideas. The leader is more or less an information booth on had mainly to provide materials and information and exercise minimum control.

Apollo 13

Laissez-Faire: Individual-CenteredA Laissez-Faire Leader...gives little or no direction to

group/individualsgives opinion only when requestedLeaves responsibility with members for

getting things doneTends to let things go hoping

individuals will assert themselves

Effective When...

Ineffective When...high degree of skill and

motivation within group’s members

sense of team existsdealing with a solo

player dealing with someone

who is withdrawn

low sense of team/interdependence

Low degree of skill/knowledge is in members

Dealing with a group-minded person

When skilfully used in suitable situations Laissez-Faire Leadership can release a lot of creative drive

MythsAutocratic does not always mean a

dictatorship, or wilful self-satisfaction at the expense of the group.

Democratic does not mean putting all decisions to a vote.

Laissez-Faire does not mean absence of leadership, a group left to lurch along without guidance or direction.

Further Leadership StylesThe characteristics of each of the three

leadership styles are extreme, and most leaders will employ different amounts of each style. Effective leaders should be able to employ all three styles depending on the situation that the group finds itself in. However, within each of these categories there are more narrow types of leadership.

Director EntrepreneurIdentifies each problem

and comes up with the solution

May allow decision making process within the group, but will not let the members be a part of the final decision making

Assigns roles to participants and outlines their responsibilities

Relies primarily on his or her own judgment and “common sense”

Makes decisions without notifying the group, and then persuades the group of the validity of the concept

Describes how the decision fits both the interests of the group and the interests of the individual members

CounselorAllows the group to work through the

decision making process on their ownGives background and may play devil’s

advocate to the processEncourages group to consider as many

solutions as possibleSelects the solution that appears the most

promising.

Being the Leader

Leadership refers to the process where by an individual directs, guides, influences, or controls the thoughts feelings, or behaviour of other human beings.

Why does the need for a leader arise?1. They serve as the best means of meeting a

particular need for the group.2. They have personal objectives which require

a group of people to reach a goal.3. They have found an assortment of

individuals who accept their objectives and their direction.

Why does a person become a leader?1. It provides a means of satisfying personal

needs.2. Achievement of goals they desire3. Status needs4. A desire for recognition

What is the function of a leader?1. To organize the activities of the members of

the group toward the accomplishment of their goals.

2. To control the means for the satisfaction of the needs of the group members.

“People Do Not Want to Work”- Frederick Hertzberg

How do you get people to work?(2 approaches)

1. Make people work 2. Make people want to work

1. Making People Work: K.I.T.A.’sA. Negative

K.I.T.A.’s:Direct Physical

Blow Whips with

animals, slaves Beating students

(caning)

B. Negative Psychological K.I.T.A.’s: (must follow through)

Threat of something bad

“If you do that I will …”

C. Positive K.I.T.A.’s: (Carrot on a Stick)

Example: Fringe Benefits – Pro Sports Incentive Clauses.

Hertzberg claims that none of the above work; they do not relate to the motivational factors which produce productivity.

2. Making People Want to Work(2 motivators)

A. Those that give no satisfaction:

Motivating factors which cause dissatisfaction

1. Supervision2. Administration3. Work conditions4. Status5. Money6. Security7. Inter personal relations

B. Motivating Factors Important For Job Satisfaction

1. Achievement2. Recognition of

achievement3. Responsibility4. Advancement5. The type of work

Conclusion:1. Motivation is a Function of:

A. Competence and AbilityB. Reinforcement of One’s AbilityC. An Opportunity to Use One’s Ability

2. Things Not to Use as Motivation:A. Bribing through incentivesB. Delayed reinforcement (I’ll make it up later)C. Improper substitution (Money vs.

Advancement)D. Pay by quantity or by the hour

3.Things to Use to Motivate: Ask yourself 2 questions –

A. How do I treat people fairlyB. How do I motivate them

i. Strive to make work satisfyingii. Be positive, stress strength not weaknessiii. The job should contain enrichment possibilityiv. You must be “decent to be decent”

“Be the change you want to see in the world”

- Mahatma Ghandi

Lost Generation