Leadership type of leadership impacts organizational performance differently as

Leadership style solely influences the job attitude of
workforce in an organization. Three types of leadership are common in business:
authoritarian, democratic and laissez-faire. Each type of leadership impacts
organizational performance differently as employees perceive the style differently.
First of all, autocratic leadership is commanding and sets clear expectations
for employees in the organization.

 Milgron 11 said autocratic style clearly defines the division between leaders and
workers. Autocratic leaders make decision with little or no involvement from
employees. These types of leaders are more confident, more sure about and
comfortable with the decision making responsibility for the strategy plans and
company operating. Although research indicates that autocratic leaders display
less creativity than more contemporary (new) styles.

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Heneman and Gresham 13 under the autocratic leadership style, all decision making powers are
centralized and remains in the hand of leaders, as with dictators. These
leaders not welcome any suggestion and initiative from the follower’s side. It
has not been successful as it not provides strong motivation to the managers
and employees.

 When organization need creative problem
solving, conducting meetings for organization or department, training people
for leadership roles and performing the day to day organizational tasks, this style
provides confidence to employees who will help them for meeting deadlines, and
departmental goals, to provide efficient team inputs.

Milgron and Ittner 11,14 state that this style is usually considered a benefit for the most
companies. This style focuses the management that provides guidance and help to
its team and departments while accepting and receiving the inputs from
individual team members

Heneman and Gresham 13 under the democratic style promote the sharing of responsibility, the
exercise of delegation and continual consultation. In this style managers suggestions and
recommendations on all major issues and decisions and effectively delegate
tasks to subordinates and give them full control and responsibility for those
tasks, and encourage others to become good leaders and involved in leadership
and employee development. 

 

The process and behavior which allows for the
development of additional leaders who can serve the organization at a later
date or in future. Because advocate of this leadership who favor this style
state that this type of leaders encourage active involvement on the part of
employee on the team, people seldom are able to express their creativity and
express abilities and talents that would not be made apparent otherwise.

Waggoner 17
said this is viewed as effective option. As compared to other typical styles,
delegative leaders rarely make decisions; leave this portion on the employees.
Mostly, these leaders delegate responsibility to their employees and offer
guidance to trusted team members.

Northouse 19
argue that Participative leadership style: the leaders invite and encourage the
team members to play an important role in decision making process, though the
ultimate decision making power rests with the leaders. Leaders tell and guide
the employees what to do? how to do? And at the other hand, employees
communicate to the leader their experience, suggestions and recommendations.

 

Memon, Khalid. (2014). “Effects of Leadership
Styles on Employee Performance” relates to the introduction of leadership
styles and examines the value on employee performance. The profusion of
research in this area infers that leadership style has a consequence on
employees in the workplace. Nonetheless, research has failed to depict an
adequate association between leadership style and work performance, with many
results proving contradictory and inconclusive (Yukl, 1994). The usefulness of
leadership styles is undermined by the lack of an optimal style in all
situations. Nevertheless, it has been suggested that leaders have back-up
strategies if the usual style of accomplishing tasks fail (Blake, R.R &
Mouton, J.S, 1975). As oppose to debating which style is superlative, it may be
sensible to advocate the notion that styles could complement one another
(Sagie, A., 1997). This proposal reinforces the usefulness of leadership style
providing that the appropriate style is employed according to varying
circumstances.

 

William Pirraglia “Effects of leadership style on
organizational performance” explain the effects of three leadership styles on
employee performance. In autocratic leadership style, 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 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. Democratic is used when organization need creative problem
solving, conducting meetings for organization or department, training people
for leadership roles and performing the day to day organizational tasks. This
style provides confidence to employees who will help them for meeting
deadlines, and departmental goals, to provide efficient team inputs.

 

Sougui, Ali & Talib Bin Bon, Abdul &
Mohamed Hagi Hassan, Hussein. (2015). The Impact of Leadership Styles on
Employees’ performance in Telecom Engineering companies concludes that no
single leadership style is always best. All leaders want to change the status
quo, but they use different means. Some take the lead with their ideas, while
others lead with their passion and conviction. Still others lead by
demonstrating courage in the face of risks and the unknown, and some bring
about change by serving others. As a leader you must have the power and
influence over others to make them behave within the organizations standards,
and motivate them to do what is expected and instructed for them to do. When
individuals do not respect their leader, the leader is seen as being powerless.
Because of all the different opinions that individuals have, it  takes a 
strong leader  to be able to
influence  individuals to  see things their  way/organization?s  way. All 
leadership  styles  have 
a  effects  (positive 
or  negative)  on  the  employees’ motivation, satisfaction and
performance.

 

OSABIYA Babatunde, “The Impact of Leadership
Style on Employee’s Performance in an organization” explain that effective leadership
and management are widely heralded as key priority for national and regional
development, yet the process by which they are enhanced by training and
development and how they impact upon performance remain poorly understood.
Leadership exists on many levels; throughout all aspects of the society. The
common purpose that motivates leaders is the overall accomplishment of the
organization or the system. After recognizing leadership as a system, it
becomes clear that an understanding of the relationship between leaders and
their constituents is essential.

Zaeema
Asrar Mohiuddin(2017) , “Influence of Leadership Style on Employees
performance: Evidence from Literatures” leadership style has a crucial
relationship with employees as well as organizational performance. Evidence
from literature shows that transformational leadership approach have more
beneficial outcome on worker execution than transactional condition where
concentrate is on upper hands. The autocratic approach is considered as more
appropriate style when workers are less informed and unaware regarding job
description; if employees continuously interfere or misuse their power, or when
single person are accountable for decision making process. The democratic style
is appropriate when innovative problem solving solutions are demanded by
organization or conducting meeting for departments working improvement and for
achieving tasks and goals.

 

From the study of different articles we can
conclude different leadership styles are used that fit to employees on the
basis of amount of directions, empowerment, and decision making power.

The autocratic style is appropriate

 When new employees are unfamiliar and don’t have sufficient
knowledge about their jobs

If the employee constantly misusing their authority

When company rules are violated by employees

When the sole person responsible for a decision making and
implementing

 

The democratic style is appropriate 

When organization needs creative problem solving

When organization is conducting planning meetings for the
department’s working improvement

When organization is training people for leadership roles

When you need good and efficient performance of the
day-to-day organizational task

 

The participative
leadership style is appropriate

When organization have competent and talented team members

When company or department planning meetings for
improvements

When company conducting evaluation sessions

When you are motivating top-performers in an organization

When you need of innovative and creative work

 

From this perspective, participative
leadership can be seen as a leadership styles that relies heavily on the leader
functioning as a facilitator rather than simply issuing orders or making
assignments. This type of involved leadership style can be utilized in business
settings, volunteer organizations and even in the function of the home.

 It allows for the development of the
additional leaders who can serve the organization at a later date. Because
leaders who favor this style encourage active involvement on the part of
everyone on the team, people often are able to express their creativity and demonstrate abilities and talents that would not be
made apparent otherwise that ultimately improve the performance of employees. The main benefits of this leadership style are that it
leads to satisfied, motivated and more skilled employees. It leads to an optimistic
and open work environment and also encourages creativity. This leadership style
has the only negative aspect is that it is more time-consuming.

 

 

 

 

 

 

 

 

 

 

 

References

Conger,
J. A. & Kanungo, R. N. (1994). Charismatic leadership in organizations: Perceived
behavioral attributes and their measurement. Journal of Organizational
Behavior, 15:439-452.

Sougui,
Ali & Talib Bin Bon, Abdul & Mohamed Hagi Hassan, Hussein. (2015). The
Impact of Leadership Styles on Employees’ performance in Telecom Engineering
companies. .

Memon,
Khalid. (2014). Effects of Leadership Styles on Employee Performance:
Integrating the Mediating Role of Culture, Gender and Moderating Role of
Communication. International Journal of Management Sciences and Business
Research. 3. 63-80.

Zaeema
Asrar Mohiuddin (2017) Influence of Leadership Style on Employees performance:
Evidence from Literatures

Iqbal
N, Anwar S, Haider N (2015) Effect of Leadership Style on Employee Performance.
Arabian J Bus Manag Review 5:146.

Milgron
P, Holmstrom B (1991) Incentive contracts, asset ownership and job design.
Prentice Hall printer, London.

Adair
J (2005) Not bosses but leaders: How to lead the way to success. MPG book
Limited.

Ittner
C, Larcker (2002) Determinants of performance measure choice in work incentive
plans. Sunrise printery, Chicago, USA.

OSABIYA Babatunde, “The Impact of Leadership
Style on Employee’s Performance in an organization”