Human behavior can be a mystery. At home or in the workplace, behavior and personality are often misunderstood and become areas of stress affecting your work productivity and happiness. The good news is a simple 7-minute DISC test can unlock the key to better relationships, conflict resolution, motivation, and self-growth. It's possible, but rare that someone only has Dominance within their personality traits, but more likely that they have Dominance as the highest factor, with Steadiness as a secondary factor, and a little bit of Influence as a third.
It is necessary to study the different leadership styles from which an appropriate style can be selected, depending upon the situation in which leadership is to be exercised and the nature of the followers involved.
Positive and Negative Leaders or Bosses There are different ways in which leaders approach people to motivate them. If the approach emphasizes rewards, the leader uses positive leadership. If the approach emphasizes penalties, the leader is applying negative leadership.
Negative leaders should be called bosses rather than leaders. There are three classes of supervisory techniques — autocratic, participative or consultative and free-rein and The influence of leadership styles to these three techniques, there are three management styles — autocratic, democratic and laissez-faire.
To these one more may be added-paternalistic style. Autocratic or Authoritarian leadership An autocratic leader centralizes power and decision-making in himself. He gives orders, assigns tasks and duties without consulting the employees.
The leader takes full authority and assumes full responsibility. Autocratic leadership is negative, based on threats and punishment. Subordinates act as he directs. He neither cares for their opinions nor permits them to influence the decision.
He believes that because of his authority he alone can decide what is best in a given situation. Autocratic leadership is based upon close supervision, clear-cut direction and commanding order of the superior.
It facilitates quick decisions, prompt action and unity of direction. It depends on a lesser degree of delegation. But too much use of authority might result in strikes and industrial disputes. It is likely to produce frustration and retard the growth of the capacity of employees.
The employees work as hard as is necessary to avoid punishment. They will thus produce the minimum which will escape punishment. This leadership style is less likely to be effective because i the new generation is more independent and less submissive and not amenable to rigid control; ii people look for ego satisfactions from their jobs and iii revolution of rising expectations changed the attitude of the people.
Autocratic leadership may be divided into three classes: A The hard-boiled autocrat who relies mainly on negative influences uses the force of fear and punishment in directing his subordinates towards the organisational goals.
This is likely to result in employees becoming resentful. B The benevolent autocrat who relies mainly on positive influences uses the reward and incentives in directing his subordinates towards the organisational goals. By using praise and pats on the back he secures the loyalty of subordinates who accept his decisions.
C The manipulative autocrat who makes the employees feels that they are participating in decision-making though the manager himself has taken the decision.
McGregor labels this style as Theory X. Democratic or Participative leadership Participative or democratic leaders decentralise authority.
It is characterised by consultation with the subordinates and their participation in the formulation of plans and policies. He encourages participation in decision-making. He leads the subordinates mainly through persuasion and example rather than fear and force.
Sometimes the leader serves as a moderator of the ideas and suggestions from his group. McGregor labels this style as Theory Y.
Hence the decision-making power was vested with the management.Your leadership style affects the motivation, effectiveness and productivity of employees. Different types of leadership styles generate different . Context. Numerous policy and research reports call for leadership to build quality work environments, implement new models of care, and bring health and wellbeing to .
The total pattern of leaders’ actions as perceived by their employees is called leadership style. It represents the leaders’ philosophy, skills and attitudes in practice. It is necessary to study the different leadership styles from which an appropriate style can be selected, depending upon the.
40 The Journal of Human Resource and Adult Learning * November person or group in an organization to influence other people to bring about desired outcomes. Although power is an abstract existence, i.e., it cannot be seen, its effect can be felt.
Leadership is benjaminpohle.com is one of my favorite quotes from someone that has been a mentor for years now – John Maxwell. His writings and conversations have influenced my Leadership and thinking. Different cultures can have radically different leadership styles, and international organisations would do well to understand them.
British linguist Richard D. Lewis charted these differences in.