Revealing Styles Of Leadership
The leader in order to carry the staff with through the change, needs to show good management true leadership skills. Styles of leadership depend on the situation and vary from person to person and from organisation to organisation.
The functions of leaders in organisations may include:
- Enabling people and groups to achieve their objectives
- Setting and communicating objectives
- Monitoring performance and giving feedback
- Establishing basic values
- Clarifying and solving problems for others
- Organising resources
- Administering rewards and punishments
- Providing social and emotional support
- Making decisions on behalf of others
- Representing the group to others
Styles of Leadership
Autocratic – traditional view of a leader. Autocratic managers will use authoritative methods for employees, issue orders and instructions, and discourage employees from providing any feedback or opinions. Decisions made by the leader are executed by subordinates. An authoritative approach to staff is used by an autocratic leader without encouraging feedback or input from employees.
Democratic – This is a more participatory management method that encourages employees to participate in the decision-making process, although the manager makes the final decision and can decide for himself if he thinks this is the most appropriate choice. This style does not remove the authority or ultimate responsibility for decision-making from the manager. This method is likely to lead to greater commitment by employees in this task, while greatly improving work relations.
Laissez-faire – The basis of this style is to allow employees the freedom to take action as long as the action achieves the originally agreed goal. The staff can make decisions completely freely without cooperating with the leader. The performance of the staff will be much better if they are able to solve the problem on their own.
This style should only be used with more experienced and reliable employees, as without direction and control the task may not be completed effectively or efficiently.
To ensure that task is carried out properly, monitoring system should be used.
As per case study we know that to managers adopted different leadership methods and the staff found it difficult to operate under inconsistent management styles.
The partner Tomi adopted Democratic leadership style. The impact of this model on the staff was very good. The staff enjoyed it when Tomi was in the office. On the meetings with the staff, Tomi encouraged the them to offer their opinion.
When Tomi made decisions that did not match their suggestions, she explained why. Everyone felt as though they were a team again. Tomi motivates her team and their feedback is important for her. An effective part of management is understanding what people need and how their needs differ. She empowers the team and it will push them to work harder to achieve company’s goals. Each employee is different and will be motivated in a differently. Motivation is based on needs at a specific period. Tomi as a good leader motivates her team and can even motivates them more by providing them with rewards.
Good team relationship is crucial for success of the organisation. Staff trusted Tomi and adopted well all changes made by her. The staff were happy to follow the leader. A team is something more than just a collection of individuals or a group of people who work together. Teamwork is a sense of unity.
J Mullins (Page 271) suggests that “Members of a group must co-operate in order for work to be carried out, and managers themselves will work within these groups. The working of groups and the influence they exert over their membership is an essential feature of management and organisational behaviour. People in groups influence each other in many ways and groups develop their own hierarchies and leaders. Group pressures can have a major influence over the behaviour of individual members and their work performance.”
It’s an enthusiasm that a group of people shares for their common interests and responsibilities. Effective teams have synergy, reduces work pressure on employees and can help with staff motivation. Motivation is the willingness to exert levels of effort organisational goals, conditioned by the effort’s ability to satisfy some individual need. Maslow’s pyramid of needs is an important aid in achieving a better understanding of the psychological forces affecting employee motivation, job satisfaction and empowerment. Maslow’s hierarchy of needs is related to organisational theory because both are involved with motivation.
Unfortunately, the staff were different when Izzy oversaw the office. When Izzy called a meeting, she decided the times and sometimes these meeting was held when staff should focus on preparing the mail for collection. Izzy believed that the staff in not good at preparing mail for collection. The administrators tried to explain to her what was causing the problem but Izzy though they were making excuses for poor job performance. The partner devised new system and she insisted the staff to follow it.
The system wasn’t clear for administrators as there were some parts that didn’t make a sense. For Izzy the system was appropriate, and she ignored the problem.
Izzy adopted autocratic leadership style. Using this leadership style by Izzy had negative impact on the staff job satisfaction add motivation. Izzy and the administrators have a more distant relationship. Izzy likes to make decisions and then instruct the other staff and the administrative team find it difficult to raise any issues with her. Adopting an autocratic management style by Izzy can affect administrator’s productivity job satisfaction and motivation, as this style creates a sense of mistrust between the leader and employees. Izzy makes the staff to feel that they are not good enough to work with her and that she doesn’t trust them.
Partners of Classic Interiors need to review their organisational structure and practices. To become a successful company, they need to improve relationship with the staff. New goals for the company will be required to give the staff working on targets. It was very good organisational decision made by partners to appoint new Office Manager. The manager will be responsible for taking the lead of the staff, attempting to proactively and help them to communicate anything they are unhappy about.
As the Office manager is taking over the office, the partners won’t need to stay in the office when they need to be able to respond to their clients’ needs. They are able now to focus on their creative talents, customers and future of the company.
right process is followed, and that the outcome is not only fair and unbiased but can also identify any further training or coaching which needs to take place.
The unique benefit of using social media platforms for Classic Interiors is that they can build a relationship with customers and followers, by talking directly to them.
Tips for The Classic Interiors to improve employee relations:
- Set more individual targets and goals as they are important to keep everyone pulling in the same direction.
- Regular reviewing of the system of the company to found out if the staff want more personal objectives and goals.
- Review of Company’s policies and procedures-to make sure that the company is up to date with technology, regulations and best practices.
- An organise team bulging event- It helps staff to learn and acquire new skills from others.
- Improve the communication- Effective communication is a vital tool for achieving efficiency and maintaining good working relationships at all organisational levels.
- Help the staff to feel valued- Recognition for a well-done job does more to inspire than criticism does.
- Inspire and reward the staff- Help the staff to create their own goals and encourage them to stretch the goals. Reward the employee for a good work by giving them pay rise.