Notes on the Styles of Leadership

A leadership style is a pattern of behaviour used to persuade subordinates to work towards an organisation’s goals. Leadership styles vary from group to group and from situation to situation. If the group lacks direction or a sense of purpose, the leader may use a directive style. If the group is aware of the goals and objectives of the organisation and is performing well, the leader is non-directive. 

The study of leadership and its styles has been popular since the 1930s, when research on leadership theories started. When the traits and behaviours of leaders were studied, they were divided into task-oriented and employee-oriented leaders. Scholars later expanded on this classification, resulting in different leadership styles. This unit attempts to investigate the styles of leadership. But, before we look at the various leadership styles, it’s important to understand the factors that influence them.

Authoritative leadership

It is known as authoritarian leadership when leaders direct policies and procedures, determine goals to be achieved, and direct and manage all activities without involvement from subordinates. This type of leader has full control over the team and therefore has less autonomy within the group. The group is expected to perform tasks under close supervision while the leader has full authority. The reaction of a subordinate to a given order is either punished or rewarded.

Perspectives of authoritarian leaders 

Many authoritarian leaders believe that their followers need constant surveillance or they will not be able to function effectively. This belief aligns with Theory X, one of Douglas McGregor’s philosophical views on humanity. This theory assumes that it is in people’s nature to hate work and avoid it as much as possible. So, this concept suggests that the role of a leader is to enforce and control followers. Theory X also argues that people must be forced to meet the needs of an organisation through violence, intimidation, or authority and must be controlled, directed, or threatened by punishment. In the eyes of authoritarian leaders, people, when left to do the job by themselves, will become unproductive. Examples of authoritarian communication behaviour are traffic-directing police officers, teachers ordering students to do chores, and supervisors ordering subordinates to clean the workspace.

Example of authoritarian leader 

From 1932 to 1934, Austrian Prime Minister Engelbert Dollfuss dismantled the Republic of Austria and established an authoritarian regime based on the principles of conservative Roman Catholicism and Italian fascists. When Dollfuss became PM in May 1932, he led a conservative coalition led by the Christian Social Party. In the face of a serious economic crisis caused by the Great Depression, Dollfuss chose not to join Germany in the customs union, opposing the opinions of many Austrians. He responded by drifting towards an increasingly authoritarian regime, despite severe criticism from social democracies, pan-Germanists, and the Austrian Nazis.

Dollfuss’ most important overseas ally was the Italian dictator Benito Mussolini. In Riccione (August 1933), Italy guaranteed Austria’s independence instead of Austria abolishing all political parties and reforming the Constitution in line with fascist policy. Dollfuss’ attack on Parliament began in March 1933. In September 1933, his Vattellandish Front, Homeland Front, wanted to abolish Parliament and transform Austrian political parties eventually. In terms of foreign policy, he proposed a way to transform Austria into an Italian satellite state. He fought domestic enemies and fascism and authoritarianism, hoping to prevent Austria from being incorporated into Nazi Germany.

Democratic leadership

Democratic leadership, also known as participatory or shared leadership, is a leadership style in which group members participate in the decision-making process. This type of leadership can be applied to any organisation, from private citizens to schools to governments. 

The democratic leadership style allows everyone to participate, freely exchange ideas and encourage discussion. This process usually focuses on group equality and the free flow of ideas, but democratic leaders are still there to provide leadership and control. Democratic leaders are also responsible for deciding who belongs to the group and who can contribute to the decision. Studies show that democratic leadership styles are the most effective, leading to increased productivity, increased contributions of group members, and increased group morale.

Benefits of democratic leadership 

Democratic leadership can lead to better ideas and more creative problem-solving, as group members are encouraged to share ideas. Group members feel more involved and committed to the project and become more interested in revenue. 

A survey of leadership styles shows that democratic leadership contributes to increasing the productivity of group members. This type of leadership is also associated with improving group morale.

How to use democratic leadership 

Democratic leadership works best when group members are competent and willing to share knowledge. It is also important to have enough time for people to contribute, plan, and vote for the best course of action. 

With so many people involved, setting a deadline allows you to get everyone’s opinions promptly and act accordingly. It is also helpful to articulate expectations in advance by clarifying when group opinions are sought and when management makes decisions independently.

Conclusion

Leadership is an important management function that helps your organisation’s resources to improve efficiency and achieve goals. Competent leaders clarify the organisation’s mission, motivate employees, and guide them to achieve it. A good manager has a strong personality, courage, a clear vision, and a willingness to succeed. Good leaders encourage the team to always perform at their best and lead to the success of the organisation. True leaders do whatever it takes for a team to hone their skills and reach their full potential. They set an example and build strong and credible relationships to ensure success within the team and organisation.