Power, Authority and Leadership Management Styles Power, Authority and Leadership

What is Management Styles? Ability to lead people to perform in their jobs Having a “POWER” to make other people act a certain way Reward Power – ability to provide reward Coercive Power – Ability to punish Legitimate Power – Position in the organization Expert Power – skills, expertise, or knowledge Personality Power – Characteristics that attract others Authority is the right to issue directives and expend resources Management styles are a group of principles that any firm can follow as a part of their management policy to garner maximum output from its employees and grow collectively as a team. As the wheels of time have progressed and the business world has grown into an extremely challenging field, these management styles have become significant in imparting stability and good governance to private firms. Basically, it is not necessary that every management style suits every firm. The fact is that a management style followed in one company may fail in the other company. Every management style is unique and some people may respond positively to a management style whereas some may not perform effectively for the same management style.

What is Leadership? Leadership: Ability to influence people Leaders use their power to guide other people’s behavior An effective leader must: Have VISION for the future Develop STRAGEGIES for achieving that vision MOTIVATE employees to implement the strategies Develop a LEADERSHIP Style

Framework for Classifying Leadership Studies Universal Approach – assumes there is one way to lead, regardless of the circumstances Contingent Approach – assumes that the best approach to leadership depends on the situation Traits – characteristics the leader possesses Behaviors – what the leader does

Trait Theory Trait Theory: Excellent Leaders possess: Personality Traits – originality, persistence, and enthusiasm Social Traits – tact, patience, and sympathy Physical Characteristics – height and weight Excellent Leaders possess: Loyalty Courage Stamina Empathy Decisiveness Based on Research

Trait Theory Excellent Leaders possess: Timing Competitiveness Self-Confidence Accountability Charisma Theory not useful in identifying how EFFECTIVE leadership is in the workplace Based on Research

Styles of Leadership Autocratic Leadership Do not listen to others Make all decisions Little trust in people they work with Unlikely to acknowledge subordinate's work or achievements Performance and productivity likely to decline when leader is away from work site Different Types of Management Styles Some of the popular management styles that have been studied in depth by scholars and business students are the theories given by Taylor, Fayol, Weber, Mayo, Maslow, Schein and Drucker. All these theories have been based on the experiences of these scholars who have researched and come up with their theories. What are types of management styles? Well, let's look at some of the main types of management styles. Authoritarian Management Style One of the common types of management styles is the authoritarian management style, in which a manager at the top governs and decides all the management policies. In this style of management, the manager expects the employees to perform tasks as they have been outlined by the boss and senior managers. In this style of management, the employees know what to do, how to do and when to do. Democratic Management Style The managers who follow the democratic style of management focus on giving flexibility to the employees so that the team can together evolve as one unit. By involving the team members in taking decisions and delegating tasks, the managers give the employee a sense of ownership and so that every employee feels as one family. In this style, team building skills, social harmony and cooperation are aimed to achieve a target. Paternalistic Management Style Pater in Latin stands for 'father' and the paternalistic style of managers try to act as a father figure to the employees, thereby ensuring that all employees 'feel happy and bonded' while working in the company. Managers at the top will listen to the employee and at times ask for feedback and opinions while taking any decision. The social need of recognition of the employee is taken care of, in this style of management. This style matches with the theory of social needs by Maslow.

Styles of Leadership Laissez-Faire Leadership Hands off Leader Choose not to lead Lack confidence in leadership abilities Allow others in group to make the decision Fail to set goals for group and provide no real leadership Usually negative Productivity usually low Completed work is usually sloppy Individuals have little motivation to succeed, lack enthusiasm, and avoid team work Different Types of Management Styles Some of the popular management styles that have been studied in depth by scholars and business students are the theories given by Taylor, Fayol, Weber, Mayo, Maslow, Schein and Drucker. All these theories have been based on the experiences of these scholars who have researched and come up with their theories. What are types of management styles? Well, let's look at some of the main types of management styles. Authoritarian Management Style One of the common types of management styles is the authoritarian management style, in which a manager at the top governs and decides all the management policies. In this style of management, the manager expects the employees to perform tasks as they have been outlined by the boss and senior managers. In this style of management, the employees know what to do, how to do and when to do. Democratic Management Style The managers who follow the democratic style of management focus on giving flexibility to the employees so that the team can together evolve as one unit. By involving the team members in taking decisions and delegating tasks, the managers give the employee a sense of ownership and so that every employee feels as one family. In this style, team building skills, social harmony and cooperation are aimed to achieve a target. Paternalistic Management Style Pater in Latin stands for 'father' and the paternalistic style of managers try to act as a father figure to the employees, thereby ensuring that all employees 'feel happy and bonded' while working in the company. Managers at the top will listen to the employee and at times ask for feedback and opinions while taking any decision. The social need of recognition of the employee is taken care of, in this style of management. This style matches with the theory of social needs by Maslow.

Styles of Leadership Democratic Leadership Often the best kind of leaders Listens to other people’s opinions Encourages the exchange of ideas Develops s feeling of responsibility among group members Explain the reasoning behind the decisions being made Results in high productivity Strong morale Good team work Different Types of Management Styles Some of the popular management styles that have been studied in depth by scholars and business students are the theories given by Taylor, Fayol, Weber, Mayo, Maslow, Schein and Drucker. All these theories have been based on the experiences of these scholars who have researched and come up with their theories. What are types of management styles? Well, let's look at some of the main types of management styles. Authoritarian Management Style One of the common types of management styles is the authoritarian management style, in which a manager at the top governs and decides all the management policies. In this style of management, the manager expects the employees to perform tasks as they have been outlined by the boss and senior managers. In this style of management, the employees know what to do, how to do and when to do. Democratic Management Style The managers who follow the democratic style of management focus on giving flexibility to the employees so that the team can together evolve as one unit. By involving the team members in taking decisions and delegating tasks, the managers give the employee a sense of ownership and so that every employee feels as one family. In this style, team building skills, social harmony and cooperation are aimed to achieve a target. Paternalistic Management Style Pater in Latin stands for 'father' and the paternalistic style of managers try to act as a father figure to the employees, thereby ensuring that all employees 'feel happy and bonded' while working in the company. Managers at the top will listen to the employee and at times ask for feedback and opinions while taking any decision. The social need of recognition of the employee is taken care of, in this style of management. This style matches with the theory of social needs by Maslow.

Styles of Leadership Paternalistic Leadership Leader acts like a father figure to the employees Explains most decisions to the employees Ensures social and leisure needs are met Balance out the lack of worker motivation caused by a autocratic leader Encourages loyalty from employees Lower turnover rates Employees are dependent on the leader [edit] Paternalistic A more Paternalistic form is also essentially dictatorial; however, decisions take into account the best interests of the employees as well as the business. A good example of this would be David Brent or Michael Scott running the business in the fictional television show The Office. The leader explains most decisions to the employees and ensures that their social and leisure needs are always met. This can help balance out the lack of worker motivation caused by an autocratic management style. Communication is again generally downward, but feedback to the management is encouraged to maintain morale. This style can be highly advantageous when it engenders loyalty from the employees, leading to a lower labour turnover, thanks to the emphasis on social needs. It shares disadvantages with an autocratic style, such as employees becoming dependent on the leader..

Fiedler’s Contingency Studies of Leadership Study performed by Fred Fiedler to determine effectiveness of leadership styles Contingency approach – approaching different leadership styles to specific to particular situations Task-motivated leaders – gain satisfaction from the performance of a task Relationship-motivated leaders – gain satisfaction from interpersonal relationships

Path-Goal Theory of Leadership Addresses the relationship between a leader’s behavior and subordinates’ performance and job satisfaction Leader behavior affects employees’ perception of work environment Categorizes leaders into 4 basic types Role Classification Leaders Supportive Leaders Participative Leaders Autocratic Leaders

Role Classification Leaders Let group members know what is expected of them Establishes the methods to use to get job done Coordinates work within group Maintains standard of performance Helps employees be engaged in unstructured tasks

Supportive Leaders Create pleasant work environments Approachable Satisfying for those working on highly structured tasks, friendliness can lighten an oppressive task

Participative Leaders Consult with subordinates in the decision making process Discussions improve the performance of employees working on ambiguous tasks As a group, decisions are made

Autocratic Leaders Issue orders that subordinates are not expected to questions Leadership style hurts job performance Leadership style hurts job satisfaction

Developing Good Leadership Skills Plan Detail Plans to meet goals Become a Teacher Help employees learn good problem solving skills Delegate Delegate responsibility Surround yourself with employees you can trust to get the job done Encourage Independent Thinking Encourage employees to come up with solutions to their problems Think it through

Developing Good Leadership Skills Build a Team Encourage others to contribute Be the Captain! Set an Example Treat others how you want to be treated Treat others with respect Listen to other points of view Meet deadlines Share Credit with Subordinates Share credit when things go right Accept responsibility when things go bad.