big 5 personalities
Leadership Styles
Leadership style is the manner and approach of providing direction, implementing plans, and motivating people. As seen by the employees, it includes the total pattern of explicit and implicit action of their leaders (Newstrom, Davis, 1993).
In 1939 Kurt Lewin led a group of researchers to identify different styles of leadership (Lewin, LIippit, White, 1939). This early study has been very influential and established three major leadership styles: (U.S. Army, 1973): authoritarian or autocratic participative or democratic delegative or laissez-fair
Although good leaders use all three styles, with one of them normally dominant, bad leaders tend to stick with the one style of autocratic.
Authoritarian or Autocratic
I want both of you to. . .
This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. Some of the appropriate conditions to use it is when you have all the information to solve the problem, you are short on time, and your employees are well motivated.
Some people tend to think of this style as a vehicle for yelling, using demeaning language, and leading by threats. This is not the authoritarian style, rather it is an abusive, unprofessional style called “bossing people around.” It has absolutely no place in a leader's repertoire.
The authoritarian style should normally only be used on rare occasions. If you have the time and want to gain more commitment and motivation from your employees, then you should use the participative style.
Participative or Democratic
Let's work together to solve this. . .
This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it). However, the leader maintains the final decision making authority. Using this style is not a sign of weakness, rather it is a sign of strength that your employees will respect.
This is normally
Leadership style is the manner and approach of providing direction, implementing plans, and motivating people. As seen by the employees, it includes the total pattern of explicit and implicit action of their leaders (Newstrom, Davis, 1993).
In 1939 Kurt Lewin led a group of researchers to identify different styles of leadership (Lewin, LIippit, White, 1939). This early study has been very influential and established three major leadership styles: (U.S. Army, 1973): authoritarian or autocratic participative or democratic delegative or laissez-fair
Although good leaders use all three styles, with one of them normally dominant, bad leaders tend to stick with the one style of autocratic.
Authoritarian or Autocratic
I want both of you to. . .
This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. Some of the appropriate conditions to use it is when you have all the information to solve the problem, you are short on time, and your employees are well motivated.
Some people tend to think of this style as a vehicle for yelling, using demeaning language, and leading by threats. This is not the authoritarian style, rather it is an abusive, unprofessional style called “bossing people around.” It has absolutely no place in a leader's repertoire.
The authoritarian style should normally only be used on rare occasions. If you have the time and want to gain more commitment and motivation from your employees, then you should use the participative style.
Participative or Democratic
Let's work together to solve this. . .
This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it). However, the leader maintains the final decision making authority. Using this style is not a sign of weakness, rather it is a sign of strength that your employees will respect.
This is normally