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  1. Thu Nov 05, 2015 11:36 am
    Message by THIRUMAGAL - effect of leadership on employees
    Autocratic Style Effects

    Also known as authoritarian leadership, autocratic style clearly defines the division between leaders and workers. Autocratic leaders make decisions with little or no involvement from employees. These leaders are supremely confident and comfortable with the decision-making responsibility for company operating and strategic plans. Although research indicates that autocratic leaders display less creativity than more contemporary styles, this style still works when fast decisions must be made without employee involvement. Employees may feel some disconnect with this style.
    Participative Leadership Effects

    Also called democratic leadership, this style is usually considered the best option for most companies. The opposite of autocratic leadership, this style emphasizes that management offers guidance to its teams and departments while accepting input from individual staff members. Leaders reserve the right to make final decisions but encourage feedback, ideas, and suggestions from all employees. Participative leaders generally have a more content workforce, since each individual has input into decision-making.

    Delegative Leadership Effects

    This style, also called laissez-faire leadership, is typically considered the least effective option. In stark contrast to the other primary styles, delegative leaders rarely make decisions, leaving this function up to the group. These leaders seldom offer guidance to the team and delegate decision-making to trusted team members. While offering few advantages, this style often creates some disadvantages. Job descriptions and lines of authority become blurred and confusing. A loss of motivation and positivity often accompanies the confusion of team members.
    Corporate Culture Effects

    Also called organizational culture, corporate culture defines "the way we do things." Leadership styles have strong effects on corporate culture because employees tend to act in ways that mirror their leaders. Staff also subconsciously wants to please supervisors and management. Over time, leaders and employees usually become "comfortable" with each other, which can cause some "culture friction" when new leaders take over. Every business, regardless of size, has a culture. It can help or hurt operations, often dependent on the strength and efficiency of leadership.
  2. Thu Nov 05, 2015 11:35 am
    Message by Yana Zaty - What Effect Does Leadership Style Have on Subordinates?
    The effect leadership style has on subordinates depends on several variables including the personality of the leader and the individual team members. Typically, authoritative styles produce vastly different results than cooperative styles. Research indicates the most-effective leaders are those who are knowledgeable about the individual personalities that make up their team. This is integral to meeting the challenge of developing a leadership style that has the effect of building solid teams and motivating high-quality subordinate production.

    Management vs. Leadership

    Leadership style and management style are often used interchangeably, but which term you choose may be indicative of how you perceive yourself as a leader. Management denotes power, possession and sole authority. According to Kathy Barany, PHR, principal of Strategic Management Solutions, managers typically claim ownership of subordinates, viewing them as “my employees.” Leaders generally see themselves more as mentors and coaches and, according to Barany, are likely to take a first among equals approach to team building.
    Authority and Coercion

    Authoritative and coercive management styles, which make expectations clear and influence compliance through a system of reward and punishment, are the traditionally favored American approaches to leadership. These styles allow for little input or innovation from subordinates and may breed resentment, which can result in subordinates disengaging from the organization’s mission and lead to lowered production and higher turnover.


    Leadership wielded in an affiliative or participative style is more likely to inspire trust, respect and measurable positive effects among subordinates. According to Barany, employees who feel their superiors are sincerely interested in their well-being are generally more productive and innovative. Respect for and trust in authority typically inspires loyalty to both the leader and the organization, which usually manifests in lower absenteeism and turnover.
    Cultivating a Leadership Style

    A leadership style that has significant positive effects on subordinates requires cultivation. It is as important to know the people on your team as it is to know your your organization’s mission and policies; take time to learn about their families and hobbies. Developing your knowledge will enhance your respectability, and getting to know your team will create camaraderie and mutual trust. Willingness to listen, flexibility and mutual respect are, according to Barany, crucial to developing a leadership style likely to produce the coveted effects of high productivity, flexibility, innovation and loyalty on subordinates.
  3. Thu Nov 05, 2015 11:27 am
    Message by peiying - Describe the factors that will influence the choice ofleadership
    Sir, this is question 1.i just changed a new point.
    The leadership style you adopt in different situations can influence both how well your group accomplishes its goals and how well it maintains itself. Your leadership style in a given situation consists of your behaviour patterns as you deal with the group. These patterns emerge as you succeed or fail in confronting group events. Eventually, most of us develop a dominant style for all group situations. Through experience, group members expect-even predict-certain behaviour patterns from us. Our style is the one that they perceive us to display when we lead. It is not what we believe our style to be that is important, but what our followers believe it to be. They react according to their concept of our style.

    The main factors that influence to my choice of leadership are positive work environment where junior employees are given a possibility to challenge themselves, successful initiatives when the process of consultation and feedback naturally results in better decision making and more effective operations. The next factor is encouragement of creative thinking, because creative thinking is required to solve problems in every single organisation, whatever its nature.

    Reduced employee turnover is the last of the factors. When employees feel empowered through leadership development, a company will experience lower rates of employee turnover which has numerous benefits. Further I try briefly state why democratic leadership styles are likely have a positive effect of individual and group behaviour.

    Democratic leadership is allowing employees to give their ideas on how processes become leaner and more efficient and effective in organisations where training, professional & leadership development and quality of work performed are much appreciated. Organisations are benefit from drawing upon the creative energies of all their staff to bring about cost cutting techniques or fund raising ideas, from the free flow of ideas that democratic leadership brings.

    At one extreme is the autocrat who makes all decisions, then tells subordinates how to implement them.

    The autocrat may or may not consider what the subordinates feel about the decision. Subordinates have no opportunity to participate in decision making. On the other extreme is the laissez-faire leader who plays no leadership role at all. This leader gives the group all decision making responsibility and has no more authority than any other group member.

  4. Thu Nov 05, 2015 11:23 am
    Message by Erik - Leadership effects
    Leadership style impacts the organization by affecting employee morale, productivity, decision-making speed, and metrics. Successful leaders carefully analyze problems, assess the skill level of subordinates, consider alternatives, and make an informed choice. By choosing the most appropriate leadership style for the situation, an effective leader provides a lasting impact.

    Employee Morale

    Using the commanding leadership style, leaders establish a clear distinction between subordinates and superiors. Autocratic leaders commonly make decisions without input from workers. This typically leads to low employee morale. It also tends to result in increased employee absenteeism and decreased employee retention. While leaders succeed when using this style in a crisis, such as a natural disaster, use of this leadership generally results in poor long-term results. When leaders use a coaching style instead, subordinates feel safer and encouraged to focus on their own development, which ultimately helps the company for the long term by increasing employee morale, retention and satisfaction.

    Productivity

    Using the participative leadership style, a leader engages with employees to figure out the best way to accomplish the company’s strategic goals. This type of leader recognizes that those working closest to problems usually have the best insight for recommending process improvements that lead to productivity gains. This includes decreased errors, minimized waste, and increased customer satisfaction. Participative leaders run team-building exercises to promote cultural awareness and diversity, which can improve productivity by allowing the team to recognize each other’s strengths and value.

    Decision Making

    When leaders use the democratic leadership style, they accept input from their subordinates to make key decisions. They encourage feedback and suggestions from everyone, at every level of the company. This process takes a while, so even though employees feel more empowered, decisions can take a considerable length of time. When leaders use the laissez-faire leadership style, they delegate all responsibility to their subordinates. If the team has considerable experience, its members can make their own decisions quickly and this works out well. If the team lacks the skills and knowledge to make appropriate decisions, chaos usually ensues.

    Metrics

    An effective leader sets a clear direction, communicates the goal, and ensures that subordinates align their own objectives to the strategic plan. This leads to long-term profitability and growth. For example, to ensure high rates of customer satisfaction, a successful leader encourages subordinates to eliminate any processes that don’t ultimately benefit the consumer. This helps focus the entire company on gathering comprehensive requirements from sponsors and stakeholders, prioritizing work with the greatest impact, and optimizing processes so the company makes money. When leaders don’t establish clear priorities, subordinates focus on different metrics. This often causes conflicts between departments and results in a dysfunctional company.
  5. Thu Nov 05, 2015 10:56 am
    Message by Yana Zaty - Factors Influencing Leadership Styles
    Factors Influencing Leadership Styles

    Adopting an appropriate and successful leadership style helps ensure an entrepreneur's success in small business. There are many aspects that influence the type of management that will work best for you and your company. Assess primary factors, including your own innate tendencies and the needs of your staff, when you consider various methods of leadership.

    Personality

    One factor determining leadership style that cannot be ignored is the personality of the individual who is in charge of a group of employees. Aligning an individual's basic nature with a particular method of management is most often successful, because the leader will be comfortable with it. For example, if the manager possesses a charming demeanor that draws people to her, she likely will adopt a charismatic style that develops a faithful staff desiring to please their leader. On the other hand, a person who is most comfortable following set protocols is likely to adopt a more traditional authoritative style in which she trains employees to carry out their duties in strict accordance with company policy.


    Belief System

    A manager's professional ethics is often a factor that influences his method of leadership. For example, the person who believes strongly in teamwork as the most successful approach to work often adopts a democratic leadership style. This style requires the manager to participate with employees in solving problems together. Other people who wish to instill the importance of employees learning self-management work well as transformational leaders. This type of management involves ascertaining what employees need to work on, guiding them in how to accomplish these changes and persuading their followers to commit to the process of transforming themselves as workers and the organization in general.


    Company Culture

    The nature of a company's culture will influence the style of leadership used in the establishment. If there is a strong culture of motivated and well-trained employees, the managers can adopt a laissez faire style. This leadership method is basically hands-off, as the manager believes her staff is capable of handling their work without an abundance of guidance. The leader is there to inspire but not to micromanage or even to spend much time overseeing projects. Other companies are dedicated to creativity as a significant factor in their success. This culture requires a creative leader who challenges employees to think in innovative ways, express their opinions and experiment with different work methods.


    Employee Diversity

    Small businesses are hiring a more diverse workforce than in the past. A company is likely to employ people of different races, gender, ages and cultures. Leaders must respond to this diversity with a vision for their staff and by developing a multi-cultural approach to their work. The styles of management most compatible with a diverse set of workers include a participatory method, in which the leader works closely with employees to help them assimilate and succeed. Another successful style that works with individuals of different backgrounds is servant leadership, where the manager dedicates his efforts to providing the employees with everything they need so that, in principle, these workers mature and pass along the servant attitude to other employees and to their customers.
  6. Thu Nov 05, 2015 10:20 am
    Message by terenn wong - Understand Leadership (Assignment) Question 1
    Yourself
    Understand your abilities. Your staff observes you, and how you handle yourself affects their acceptance of your leadership as much or more than anything you say. Effective leaders are trusted for their knowledge and competence, so don`t over-reach or claim false expertise. Be true to your personal style. Forcing an outgoing persona when you have a reserved nature rings false. Conduct yourself in a way your staff can trust and respect.

    Employees
    The type of work or service you do may attract different types of employees. For example, information technology businesses may attract younger workers who thrive in a collaborative environment. This work style is open, with tasks spread across several employees. With a horizontal flow of ideas, a leader may rely more on two-way communication than in an office with staff working independently in cubicles. How closely you work with employees affects your interactive style.

    Type of Business
    Your company`s type of work influences how you can integrate leadership. A business in crisis, or one that must respond quickly to changing markets, requires you to be decisive and able to communicate decisions effectively in a top-down way. If your company practices continuous improvement methods such as lean and Kaizen, decisions and communications are more lateral. In practice, businesses experience a combination of these conditions, so you may move between styles as situations change.

    Communication
    Flow of information is at the core of effective leadership. While the conditions and styles of communication change, the need to express yourself clearly in all situations remains. Regular meetings may be difficult to implement in high-productivity manufacturing situations, and they may be essential in collaborative workplaces. Likewise, written and verbal communications have appropriate places. Avoid at all costs situations in which your employees feel that they have no information. This appears as abandonment of leadership.

    Company Culture
    The nature of a company's culture will influence the style of leadership used in the establishment. If there is a strong culture of motivated and well-trained employees, the managers can adopt a laissez faire style. This leadership method is basically hands-off, as the manager believes her staff is capable of handling their work without an abundance of guidance. The leader is there to inspire but not to micromanage or even to spend much time overseeing projects. Other companies are dedicated to creativity as a significant factor in their success. This culture requires a creative leader who challenges employees to think in innovative ways, express their opinions and experiment with different work methods.
  7. Thu Nov 05, 2015 10:04 am
    Message by THIRUMAGAL - Factors influence leadership
    Factors that influence choice of leadership style

    Identify factors that will influence your choice of leadership styles and explain why your leadership styles are likely to positively affect your team

    In today's business world, leadership is more important than ever and while organizations have focused on identifying leadership competencies as a means of gaining competitive advantage, the quality of leadership is still a concern.

    Typically organizations identify a number of leadership competencies of behaviours that are important to leading the business effectively. Naturally with any developmental experience offered, the organization would like to see its leaders improve in as many competencies as possible. This is where the enhancement of Emotional Intelligence skills can provide significant leverage and value.

    Any team develops into an effective unit in a number of stages and over a period of time. The form of leadership required from the leader has to be appropriate to the stage of development of the team. In the 1960's Bruce Tuckman published a model for developing team effectiveness, identifying four stages; Forming, Storming, Norming and Performing. This has close parallels with Hersey and Blanchard's Situational Leadership model where the leadership style changes from telling, through selling and participating and on to delegating as the team becomes more mature. It also fits with the Tannenbaum and Schmidt continuum which describes initial use of authority by the leader developing into greater freedom for team members as the team develops. The models all tell the same story; the leadership style has to change depending on the situation and different leadership behaviours will come into play.

    While leaders may well consider themselves to be just human beings, or another cog in the great organisational machine, this is not how their team members see them. For them, the leader is the organisation, and they are looking for answers as to what the organisation is about.

    The most known leadership styles are as follow - autocratic, democratic and bureaucratic. In my opinion the most effective is democratic, although in some situation the best solution is autocratic.

    Leaders using autocratic leadership style don't give a chance for their subordinates to express their ideas or disagree with the leaders' opinion and vision. As a result of fact the team become a group of people just mechanically implementing the leader's instructions what is good only for emergency situation. While emergency no time for disputes and asking for suggestion, the decision should be accepted immediately and autocratic style is a brilliant for that type of situation to lead people.

    Democratic style of leadership is more fruitful and promotes the sharing of responsibility. Such a techniques as consultation, effective delegation of tasks, encourage becoming a leader and being involved in leadership development determined my choice.

    So the main factors that influence to my choice of leadership are positive work environment where junior employees are given a possibility to challenge themselves, successful initiatives when the process of consultation and feedback naturally results in better decision making and more effective operations. The next factor is encouragement of creative thinking, because creative thinking is required to solve problems in every single organisation, whatever it's nature.

    Reduced employee turnover is the last of the factors. When employees feel empowered through leadership development, a company will experience lower rates of employee turnover which has numerous benefits.

    Further I try briefly state why democratic leadership styles are likely have a positive effect of individual and group behaviour.

    Democratic leadership is allowing employees to give their ideas on how processes become leaner and more efficient and effective in organisations where training, professional & leadership development and quality of work performed are very appreciated. Organisations are benefit from drawing upon the creative energies of all their staff to bring about cost cutting techniques or fund raising ideas, from the free flow of ideas that democratic leadership brings.

  8. Thu Nov 05, 2015 9:52 am
    Message by peiying - Describe the factors that will influence the choice of leadershi
    Sir, this is first queation.
    The leadership style you adopt in different situations can influence both how well your group accomplishes its goals and how well it maintains itself. Your leadership style in a given situation consists of your behavior patterns as you deal with the group. These patterns emerge as you succeed or fail in confronting group events. Eventually, most of us develop a dominant style for all group situations. Through experience, group members expect-even predict-certain behavior patterns from us. Our style is the one that they perceive us to display when we lead. It is not what we believe our style to be that is important, but what our followers believe it to be. They react according to their concept of our style.
    Leadership Studies The focus of leadership studies has shifted considerably over the last century. Early studies attempted to determine inherent traits of leaders that set them apart from the general public. These attempts resulted in lists of "essential" leadership traits. However, the "essential" traits varied considerably from list to list and there were exceptions to all the essential traits. By the 1940s general dissatisfaction with the failure to isolate essential leadership traits led researchers to change their focus from the leader to the situation in which leadership occurred. They realized that different people might emerge as leaders in different situations and that a person who was successful in one leadership situation might not be in another. A successful business leader might not be as successful serving as a P.T.A. president or as commander of a combat unit. A person might be a leader at work and a follower at home. Researchers saw that different situations called for different leadership styles. The concept of shared leadership was born. Leadership came to be seen as the property of the group rather than of a designated leader. As group conditions changed, various group members assumed positions of leadership. The success of the group in accomplishing its goals and maintaining itself became the responsibility of the group instead of a single leader. Groups became teams in which the contributions of each member affected the success of the whole. During the late 1960s and early 1970s, business and military groups were reorganized into teams whose members played assigned roles. (For discussion of group member roles, see MontGuide 8402. Still, in many groups a designated leader is expected to lead under a variety of situations. For these leaders to be most effective, they must switch leadership styles as the situation demands. Several theories of leadership style were proposed during the 1970s to help leaders match style to situation. The theories can be roughly grouped into three categories: autocratic vs. democratic leadership, task vs. maintenance leadership, and leadership role typologies.
    Autocratic vs. Democratic Leadership One way of differentiating among leadership styles is to put them on a continuum ranging from autocratic to laissez-faire.
    At one extreme is the autocrat who makes all decisions, then tells subordinates how to implement them.
    The autocrat may or may not consider what the subordinates feel about the decision. Subordinates have no opportunity to participate in decision making. On the other extreme is the laissez-faire leader who plays no leadership role at all. This leader gives the group all decision making responsibility and has no more authority than any other group member.

  9. Thu Nov 05, 2015 9:49 am
    Message by apple lim - 1.1 Describe the factors that will influence the choice of leade
    Identify factors that will influence your choice of leadership styles and explain why your leadership styles are likely to positively affect your team.

    In business world, leadership is more important than ever and while organizations have focused on identifying leadership competencies as a means of gaining competitive advantage, the quality of leadership is still a concern.

    Typically organizations identify a number of leadership competencies of behaviour that are important to leading the business effectively. Naturally with any developmental experience offered, the organization would like to see its leaders improve in as many competencies as possible. This is where the enhancement of Emotional Intelligence skills can provide significant leverage and value.

    While leaders may well consider themselves to be just human beings, or another cog in the great organizational machine, this is not how their team members see them. For them, the leader is the organization, and they are looking for answers as to what the organization is about.

    The most known leadership styles are as follow - autocratic, democratic and bureaucratic. In my opinion the most effective is democratic, although in some situation the best solution is autocratic.

    Leaders using autocratic leadership style don't give a chance for their subordinates to express their ideas or disagree with the leaders' opinion and vision. As a result of fact the team becomes a group of people just mechanically implementing the leader's instructions what is good only for emergency situation. While emergency no time for disputes and asking for suggestion, the decision should be accepted immediately and autocratic style is a brilliant for that type of situation to lead people.

    Democratic style of leadership is more fruitful and promotes the sharing of responsibility. Such a techniques as consultation, effective delegation of tasks, encourage becoming a leader and being involved in leadership development determined my choice.

    So the main factors that influence to my choice of leadership are positive work environment where junior employees are given a possibility to challenge themselves, successful initiatives when the process of consultation and feedback naturally results in better decision making and more effective operations. The next factor is encouragement of creative thinking, because creative thinking is required to solve problems in every single organization, whatever its nature.

    Reduced employee turnover is the last of the factors. When employees feel empowered through leadership development, a company will experience lower rates of employee turnover which has numerous benefits.

    Further I try briefly state why democratic leadership styles are likely have a positive effect of individual and group behaviour.

    Democratic leadership is allowing employees to give their ideas on how processes become leaner and more efficient and effective in organizations where training, professional & leadership development and quality of work performed are much appreciated. Organizations are benefit from drawing upon the creative energies of all their staff to bring about cost cutting techniques or fund raising ideas, from the free flow of ideas that democratic leadership brings. 

    The next of the leadership behaviour is independence. Leaders need to retain a degree of independence from members of the team all of the time, but at a time of change it becomes even more crucial. Leader have to be able to make the correct decisions, and even begin “disciplinary process” if some team members refuse to respond appropriately to a new environment. If they don't deal with an individual who is being obstructive, they risk alienating others who respond appropriately. Independence is also important to separate the leader's behaviour towards the team from the way that the leader behaves as an individual.
  10. Thu Nov 05, 2015 9:38 am
    Message by Erik - Leadership style effects
    Leadership styles have significant effects not only in small businesses but also in the world's largest corporations. These styles affect everyone from senior management to the newest college intern. They create the corporate culture that influences the organization and its performance.

    Autocratic Style Effects
    Also known as authoritarian leadership, autocratic style clearly defines the division between leaders and workers. Autocratic leaders make decisions with little or no involvement from employees. These leaders are supremely confident and comfortable with the decision-making responsibility for company operating and strategic plans. Although research indicates that autocratic leaders display less creativity than more contemporary styles, this style still works when fast decisions must be made without employee involvement. Employees may feel some disconnect with this style.

    Participative Leadership Effects
    Also called democratic leadership, this style is usually considered the best option for most companies. The opposite of autocratic leadership, this style emphasizes that management offers guidance to its teams and departments while accepting input from individual staff members. Leaders reserve the right to make final decisions but encourage feedback, ideas, and suggestions from all employees. Participative leaders generally have a more content workforce, since each individual has input into decision-making.

    Delegated Leadership Effects
    This style, also called laissez-faire leadership, is typically considered the least effective option. In stark contrast to the other primary styles, delegative leaders rarely make decisions, leaving this function up to the group. These leaders seldom offer guidance to the team and delegate decision-making to trusted team members. While offering few advantages, this style often creates some disadvantages. Job descriptions and lines of authority become blurred and confusing. A loss of motivation and positivity often accompanies the confusion of team members.

    Corporate Culture Effects
    Also called organizational culture, corporate culture defines "the way we do things." Leadership styles have strong effects on corporate culture because employees tend to act in ways that mirror their leaders. Staff also subconsciously wants to please supervisors and management. Over time, leaders and employees usually become "comfortable" with each other, which can cause some "culture friction" when new leaders take over. Every business, regardless of size, has a culture. It can help or hurt operations, often dependent on the strength and efficiency of leadership.
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