Management experts always refer to leadership as a fluid practice, which changes and improves how people influence growth in various institutions (Anderson & Sun, 2017). However, different leaders demonstrate diverse styles in managing their subordinates. Some of the most common management styles include but not limited to democratic, autocratic, laissez-fair, and paternalistic forms.
Democratic Style
Derived from the word ‘democracy,’ this management style gives all the members within an institution equal opportunity of expressing their thoughts. Whereas leaders in such style have the final say in the decision-making, they consider the input of every employee within the institution (Kenmore, 2008).
Autocratic/Authoritarian Style
Unlike in democratic leadership, authoritarian leaders make their final decisions without consulting or considering the inputs of their subordinates (Kenmore, 2008). All the followers are expected to work within the rules set by their leaders without question. Of all the leadership styles, the autocratic form is the one perceived as the harshest in any institution.
Laissez-fair Style
Sometimes rated equally effective, laissez-fair is another form of leadership that gives employees opportunities of taking up their roles in a way they feel is best. In other words, it provides every worker the authority to lead in their individual capacities (Kenmore, 2008). Besides, this leadership style holds every employee responsible for every mistake they make.
Paternalistic Style
Also deemed close to democratic leadership, this style is a managerial approach, which contains a dominant personality acting as a patriarch or a matriarch. The leader, in this case, treats his or her subordinates as one big family, consequently, expecting them to pay back with loyalty, obedience, and trust (Kenmore, 2008). Paternalistic style embraces teamwork, and the leader plays the central role of making end decisions for the team.
Personal Reflection
Based on the leadership styles described above, the most effective form that I would prefer in my company is the democratic style. This style does not only resemble how decisions could be made in a company but also allows the employees at all levels to exercise the authority they would need to apply in their future ranks (Anderson & Sun, 2017).
References
Anderson, M. H., & Sun, P. Y. (2017). Reviewing leadership styles: Overlaps and the need for a new ‘full‐range’theory. International Journal of Management Reviews, 19(1), 76-96.
Kenmore, P. (2008). Exploring leadership styles: Phil Kenmore discusses the results of a study of ward managers' leadership styles, and how these styles can affect staff performance and patient care. Gale Virtual Reference Library 15(1), 24-27.
