LEADERSHIP STYLES

CASE STUDY:A STUDY OF LEADERSHIP STYLES OF STEVE JOBS

Introduction

• Basic Leadership Styles

• Other Leadership Styles

Overview

Leadership, according to Peter DeLisle, is the ability to influence

others, with or without authority.

Leadership is the ability to develop a vision that motivates others to

move with a passion toward a common goal

Leadership is a direct function of three elements of interpersonal effectiveness1.Awareness2.Ability3.Commitment

Leadership Styles:

LEADERSHIP STYLE 1 – “AUTOCRATIC”

The classical approach. Leader makes decisions without reference to anyone else Does not consult staff, nor allowed to give any input You MUST do as they say. They believe they know best. They make it clear to staff/workers exactly what needs to be done. Staff expected to obey orders without receiving any explanations They do not give workers chance to make suggestions.

When to use AUTOCRATIC

Sometimes the most effective style to use

New, untrained staff do not know which tasks to perform or which procedures to follow

Effective supervision provided only through detailed orders and instructions

� Staff do not respond to any other leadership style � Limited time in which to make a decision.

Employees know the Leaders’s expectations.

AUTOCRATIC SHOULD not be used because

Staff become tense, fearful, or resentful

Staff expect their opinions heard.

� Staff depend on their leader to make all their decisions

The autocratic style should not be used when a leader wants to get their employees engaged in the decision-making process.

Discourages employees from thinking about process improvements

LEADERSHIP STYLE 2 – “Democratic”

Also known as participative style

Includes one or more people in the decision making process of determining what to do and how to do it.

Encourages staff to be a part of the decision making

This style of leader believes decision making can be better if it is SHARED

They actively ask employees for ideas and suggestions.

They believe in allowing workers and staff to develop by involving them in decisions about how to improve the business.

When to use Democratic

Wants staff to share in decision-making and problem-solving duties.

Wants to keep staff informed about matters that affect them.

�Wants to provide opportunities for staff to develop a high sense of personal growth and job satisfaction.

�Want to encourage team building and participation

Employees actively involved in decision making

DEMOCRATIC SHOULD not be used when

Time consuming

Not everyone likes to participate in decision making

Not enough time to get everyone’s input

Leader feels threatened by this type of leadership

Staff safety is a critical concern

LEADERSHIP STYLE 3 – “Laissez-Faire”

Also known as the “hands-off¨ style”

The leader provides little or no direction and gives staff as much freedom as possible

Allows people to make their own decisions.

Leader is still responsible for the decisions that are made

This style allows greater freedom and responsibility for people.

•Open management style

•Management shares information

•Team (or individual employee) is completely responsible for the workload.

When to use Laissez-Faire

Easy management style to administer

Complete empowerment for employees

Staff highly skilled, experienced, and educated

Outside experts, such as staff specialists or consultants used to complete a task.

Managing experienced, well-trained, and highly- motivated workers

DEMOCRATIC SHOULD not be used when

Not suitable for lesser experienced employees

Lack of motivation

Staff feel insecure at the unavailability of a Leader.

The leader cannot provide regular feedback to staff on how well they are doing

LEADERSHIP STYLE 4 – “PATERNALISTIC”

Leader acts as a ‘father figure’.

Paternalistic leader makes decision but may consult.

Believes in the need to support staff

Leadership in Asian countries such as e.g. China and India.

paternalistic leadership is composed of three main elements: autocratic leadership, benevolent leadership and moral leadership.

Leader takes care of employees, gets strong loyalty in returnEmployees feel like part of the family

When to use PATERNALISTICHelpful in healing organizations with serious divisions, conflicts or broken trust.

May be popular in certain regions of the world.