("Participative Leadership 2006, Changing minds)
Some of the weaknesses of the democratic approach to leadership are that occasionally a strong organizational vision may be required to offset resistance to a potentially radical idea. This is especially true of new, sweeping changes that go contrary to conventional wisdom. It can be problematic when there is a wide range of opinions and there is no clear way of reaching an equitable final decision, other than having a single, strong and decisive actor to make a decision. ("Lewin's Leadership Styles," 2006, Changing Minds) This is why democracy may not be the most appropriate style to adopt during the initial phases of organizational change. Persons within the organization can sometimes unite against the goals rather than share in them. Democratic leadership is not a free-for-all and an abnegation of the central authority's responsibility for being the final decision maker.
Joint meetings and input sessions to create focused approaches to deal change and create a sense of a common purpose and sense of input in contrast to the chaos of a totally hands-off approach to leadership....
When used in a team setting, this leadership style facilitates the sharing of ideas thus increasing the team's probability of success. However, the participative leadership style is not considered effective when time is of the essence i.e. when a leader is short on time. Given its very nature, this leadership style invites subordinates to make key decisions alongside the leader. However, there are those scenarios where consultations could end up
The consequence of participative leadership can also be successful decisions suggested by specialists in the particular field. In this type of business management, the supervisor does not only engage team members, but can also take leadership from his peers (Rampur, 2010). One of the most appropriate participative leadership examples can be when a supervisor segregates project work in his team associates including himself converses the project necessities and prospects with
Leadership Style My leadership style according to the quiz is Participative. Participative Leadership is a style in which the manager invites employees to take part in the leadership process. This works by the manager giving employees the necessary information they will need to process data and develop a conclusion and form an opinion. The workers are then invited to give feedback or vote on the way forward and the manager oversees
Leadership, according to La Monica (1938), is when a person has authority that is recognized by others, and the person has followers/subordinates under them, who believe that the person will assist them in attaining certain goals (carrying out specific objectives for the followers). Furthermore, anyone that is willing to assist and help others could be referred to as a leader (p.8) Leaders see what others do not Most leaders have
Finally, the free reign style sees that the manager allows the staff members to make most of the decisions, with his responsibility revolving around the final outcome. All the achievements of Dr. Manmohan Singh point out to the fact that he has managed to successfully implement all leadership styles when the situations arose and required a specific approach. Otherwise put, it becomes obvious that when he possessed all the information
A boss who preaches burning the midnight oil but goes home at 5pm, leaving everyone else to labor long hours on a hectic Friday night, will garner little respect. Employees are just as mindful of what their boss is doing as he or she is of what employees are doing. It is essential to 'walk the walk' as well as 'talk the talk.' Showing care and concern cannot be underestimated,
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