1. Effective Leadership Styles
Group 3

2. What is a leader?
Can be defined by an ability to get others to follow willingly

3. Basic Leadership Styles
Autocratic
Bureaucratic
Laissez-faire
Democratic
Republic
Organizational
List the four types, and since we are most familiar with the democratic style, republic and organizational leaders are mentioned
(Schroder & Scholl, 2009)

4. Autocratic leadership

5. Autocratic Leadership
classical approach
manager has all the power
staff follows blindly
structured rewards and punishment
Autocratic Leadership is considered the “old school” way of leadership.
The manager or leader retains all the power in the government, making all the important decisions.
The leader does not have to consult his advisors and can all decisions on his judgment alone.
Clear set rewards and punishments are built into the system at the leaders discretion.

6. Autocratic Leaders Adolf Hitler
Leadership style critiqued throughout history
Led country into economic and political turmoil
Example
The most commonly used example of autocratic leadership. Adolf Hitler led Nazi Germany with the Third Reich at his side, starting conflicts that eventually led to WWII.
After World War II ended Germany was split in half with vying political policies, ending the autocratic reign. Germany had to pay billions of dollars in debt to other countries it destroyed throughout the war due to Hitler’s decisions. World War II and the Holocaust shows what horrific tragedies can come from autocratic rule.
(Schoel, Bluemke, Mueller, Stahlberg, 2011)

7. Pro’s: Con’s: Newly trained staff Detailed orders and supervision
Limits time for decision making
Fear and Resentment
Other opinions want to be heard
Corrupt leaders
Pro’s: Autocratic leadership shines when dealing with newly trained staff because of the detailed orders and supervision that can be given by a single leader. Also with one person in charge, time for decision making is much shorter.
Con’s: Autocratic leadership can cause the staff to become fearful and resentful of the leader especially if they do not agree with leader’s opinion. The staff also wants to help with the decision making. Autocratic leadership tends to fail because of corrupt leaders and there are no safeguards to prevent them from making bad decisions.
(DeCremer, 2006)

8. BUREAUCRATIC LEADERSHIP
(Bennis, 1996)

9. Bureaucratic Leadership
According to Weber  bureaucratic leaders were transactional leaders in contrast to transformational leaders of (e.g. charismatic leaders)
Leaders are strict
Powerful leaders
Dominant hierarchies
Followers to follow rules
Control through policy
Stability
Leaders impose strict and systematic regulations on followers
Leaders derive power from their position
Followers are promoted on adherence to regulations – not necessarily merit or ability

10. Most Effective When: Performing repetitive, formulaic tasks
Followers required to adhere to strict procedural guidelines or standards
Job requires working with dangerous tools, chemicals, etc.
Job requires the handling of large amounts of cash

11. Should Not Be Used When:
When work habits become ingrained, routine and it becomes hard to evolve
Loss of interest and motivation
Loss of Initiative

12. LAISSEZ-FAIRE LEADERSHIP

13. Laissez-Faire Leadership Style
Literally means “let it be” in French
Very little guidance from leaders
Complete freedom for followers to make decisions
Leaders provide the tools and resources needed
Group members are expected to solve problems on their own
(Cherry, 2010) (Keller, 2011)
Laissez-Faire leadership style originally started in 1700s France. King Louis the XIV asked a group of French businessmen what the government could do to aid the cause of commerce in France. The response was “laissez-faire,” or leave it alone. This theory developed from those roots turned into a leadership style and took hold in certain businesses, governments, and institutions.

14. Most Effective When: Employees are:
highly skilled, experienced, and educated.
have pride in their work and the drive to do it successfully on their own.
trustworthy and experienced.
(Goodnight, 2004)
Now even though laissez-faire leadership is “hands-off” it would not be effective without delegation from the leader in charge. The leaders maintains the authority in the final decision making. If used effectively, using this style is not a sign of weakness, rather it is a sign of strength that your employees respect. Employees feel needed and essential to the success of the group. Using Laissez-Faire should only be used when the leader trusts the capabilities of those under him/her.

15. Should Not Be Used When:
Group members lack the knowledge and experience needed to complete tasks and make decisions.
Members feel insecure at the unavailability of a leader’s guidance.
Leader cannot provide feedback to let group know about their quality of performance.
(Goodnight, 2004)
Because Laissez-Faire is a “hands-off” approach, it can easily fail through the lack of actions by the leader or the actions of the group. When the leader does not provide feedback to the group, the group members lose a sense of accomplishment and willingness to solve the problem declines. Additionally, when group members are unqualified, the group will also fail. How can one be unexpected to complete a task if one doesn’t know anything about it in the first place? To make Laissez-Faire more complicated, some people feel lost and confused without constant leadership. People naturally look to leaders for help. Laissez-Faire keeps leadership duties at a minimum, leaving many people frustrated by its lack of apparent direction and guidance.

16. Laissez-Faire Leaders
Willy Wonka
Willy Wonka- Even though he is a fictional character, Willy Wonka shows some qualities of a Laissez Faire leader because he simply doesn't care. He sits in his candy land run by Umpa Lumpas, watching children fall into all sorts of perilous situations, and dismissing them to the Umpa Lumpas after. He is simply there for fun. So appearing to be in charge he does nothing. Wonka trusts the experience and knowledge of the Umpa Lumpas and simply lets them do their tasks.

17. DEMOCRATIC LEADERSHIP

18. Democratic Leadership Style
“Participative”
Encourages staff to be apart of decision making
Keeps staff informed
Shares decision making and problem solving responsibilities
Also known as participative
Group members are encouraged to share ideas an opinions, even though the leader retains the final say over decisions
Members are engaged throughout the entire process leading up to decisions. Group members also feel more involved and committed to projects, making them more likely to care about the end results
Creativity is encouraged and rewarded and ultimately help the success of this type of leadership
(Johnson, 2006)

19. Most Effective When: Large or complex problem Problems affect staff
Team building
A large or complex problem that requires lots of input to solve
Changes must be made or problems solved that affect staff
Encourages team building and participation
(Silva, 2009)

20. Should Not Be Used When:
Time is limited
It would be easier for the leader to make the decision
Can’t afford mistakes
Not enough time to get everyone’s input
Easier and more cost-effective for the manager to make the decision
Can’t afford mistakes

21. Democratic Leaders Nelson Mandela
As South Africa's first democratically elected President in 1994, Mandela tackled the challenge of uniting both the country's racial groupings and a fragmented public service whose delivery mandate was skewed in favor of the white population
Start at 2:03

22. Republic
Branch of democratic

23. Republic Leadership Style
Indirect rule by the people
People entitled to vote for representatives best suited for the job
1.Definition by Merrian-Webster
2. What does that mean
3. Explain what the picture is, House of Representatives

24. Examples of Republics The United States
City states of Greece, like Athens and Sparta
Queen Amidala
Athens
Sparta
(Rahe, 1992)
Video: first 30 seconds

25. Most Effective Because:
Very structured form of government
People who have experience or specific knowledge are in control of law making
1.Because is a subset of democracy, compare and contrast these points to it
2.Democracy because it is by the people In large settings can get chaotic
3.Some people aren’t aware of legal workings, etc.

26. Should Not Be Used When:
Arguing in the government
Everyone’s voice can not be heard
There is usually a split in government which can lead to problems. I.E. America today, Democratic vs. Republican party

27. Organizational leadership
Branch of democratic

28. Organizational Leadership Style
Potential to control a group of individuals
Should not dominate over others
Guide the individuals under him
Optimistic & Empathetic
Understand the needs of the group
(Gupta, 2009)
(Tannenbaum, 2003)

29. Types of Organizational Leaders
what a transformational leader does    >examples
what a visionary leader does    >examples
what a coach does    >examples
what an expert leader does        >examples
(Hugo, 2009)

30. Organizational Leaders
President Barker
how President Barker is a leader
will to lead campaign 
other information   
video :       -Question :How did it show his use of leadership? -How it shows his leadership

31. Conclusion

32. Determination of Leadership Style
Trait approach to leadership
Leader’s personality
Chosen staff
Organization
“some are born to lead”- this suggests that select individuals have fundamental characteristics that differentiate them from nonleaders
What personality, knowledge, values, ethics and experience does the leader have?
Leadership style will vary depending on how the staff responds to certain situations
The traditions, values, philosophy, and concerns of the organization influence how a leader acts