What is Leadership Style?

Leadership style is a form of cross situational behavioral consistency. It refers to the manner in which a leader
interacts with his or her subordinates. More specifically, dimensions of leadership style depict the way in which
a leader (a) attempts to influence the behavior of subordinates (Goal Attainment Function); (b) makes decisions
regarding the direction of the group (Adaptation Function); and (c) his or her balance between the goal
attainment function and the maintenance function of the group. Listed below are three different ways in
leadership style has been defined.
Autocratic Leadership Style
• The classical approach
• Manager retains as much power and decisionmaking authority as possible
• Does not consult staff, nor allowed to give any input
• Staff expected to obey orders without receiving any explanations
• Structured set of rewards and punishments Greatly criticized during the past 30 years
• Gen X staff highly resistant
Autocratic leaders:
• Rely on threats and punishment to influence staff
• Do not trust staff
• Do not allow for employee input
Not all bad
• Sometimes the most effective style to use
• When:
� New, untrained staff do not know which tasks to perform or which procedures to follow
�
Effective supervision provided only through detailed orders and instructions
�Staff do not respond to any other leadership style
�Limited time in which to make a decision
�A manager’s power challenged by staff
�Work needs to be coordinated with another department or organization
Should not be used
• When:
�Staff become tense, fearful, or resentful
�Staff expect their opinions heard
�Staff depend on their manager to make all their decisions
�Low staff morale, high turnover and absenteeism and work stoppage

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 and
abusing their power. This is not the authoritarian style, rather it is an abusive, unprofessional style called
“bossing people around.” It has 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.
 Democratic Leadership Style
• Also known as participative style
• Encourages staff to be a part of the decision making
• Keeps staff informed about everything that affects their work and shares decision making and problem solving
responsibilities
The leader
A coach who has the final say, but gathers information from staff before making a decision
• Produce high quality and high quantity work for long periods of time
• Staff like the trust they receive and respond with cooperation, team spirit, and high morale
The democratic leader
Develops plans to help staff evaluate their own performance
• Allows staff to establish goals
• Encourages staff to grow on the job and be promoted
• Recognizes and encourages Achievement
Not always appropriate
• Most successful when used with highlyskilled or experienced staff or when implementing operational changes
or resolving individual or group problems
Most effective
• When:
�Wants to keep staff informed about matters thataffect them.
�Wants staff to share in decision-making andproblem-solving duties.
�Wants to provide opportunities for staff to develop a high sense of personal growth and job satisfaction.
�A large or complex problem that requires lots of input to solve
�Changes must be made or problems solved that affect staff
�Want to encourage team building and participation
Democratic leadership should not be used when …
• No t enough time to get everyone’s input
• Easier and more cost-effective for the manager to make the decision
• Can’t afford mistakes
• Manager feels threatened by this type of leadership
• Staff safety is a critical concern

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 used
when you have part of the information, and your employees have other parts. Note that a leader is not expected
to know everything — this is why you employknowledgeable and skillful employees. Using this style is of mutual
benefit — it allows them to become part of the team and allows you to make better decisions.