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Published by Muktak Goyal

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Published by: Muktak Goyal on Dec 17, 2012
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ASSIGNMENT I have different type of leadership styles prevalent in my organization with examples. I have also mentioned the style of my choice which i will practice as a leader.The leader is the most important person in the organization, and subordinates monitor, magnify, and even mimic his every move. He needs to stay in tune with this relentless attention and use it to his advantage. The success and influence asa leader depends on correctly reading those with whom you interact most frequently and intensely. Because the leadership style reverberates throughout the organization, ultimately it will bolster or undermine company performance and culture. Leaders matter because they set the tone for their followers and organizations.They also matter because more than 95 % of all people in the workforce have leaders, are leaders or both. Currently I am working with Standard Chartered Bankin the sales domain; I have clubbed my experiences in my current organization aswell as previous organization to define various leadership styles. I have alsotaken the help of Blake and Mouton's model to define some of these styles. I have also taken help from a articles published in Mc Kinsey quarterly entitled " Why good bosses tune into their people" by Robert Suton.• Autoctratic StyleIt is the classical approach. The features are as follows: I.The manager retainsas much power and decession making authority as possible. II.He does not consults staff nor allowed to give any inputs. III.Staff is expected to obey orders without giving any explanations. IV.Structured set of rewards and punishments. V.Such type of leaders are greatly criticized. This leadership style can be effective under following circumstances : VI.When the staff is new and untrained. VII.When the staff does not respond to any other leadership style. VIII.A leader's power challenged by staff. Example:During my stint in the previous organization the work was done in a similiar fashion. The national head of my vertical did almost all the talkings in the meetings, interrupted everyone and silenced the dissenting underlings. His direct reportees who were the Regional heads complained about him behind his back but when he left the room the most powerful of the regional head started behaving the very same way. When the regional heads left the meeting the next boss in hierarchy began imitating him in turn. The ripple effectof national head's autocratic style reverbrated throughout the organization.• Bureucratic Style
Such leaders do everything by the book. They work in accordance to rules or policies. They believe in enforcing the rules.Such type of leadership is most effective where operational risk is involved like handling of cash in a bank. Example:In my organization this is the style followed by people who are teller manager (who oversee collection and payment of cash/instruements) and people from the domain of auditing.• Laissez Faire StyleThis is also known as hands off style. The manager provides little or no direction and gives staff as much freedom as possible. All authority and power are given to staff and they determine goals,make decessions and resolve problems on their own. It is a effective tool when staff is highly skilled, experienced, trustworthy and educated. Staff take pride to do their work and are self motivated. Itis highly ineffective when the leader does not understand his or her responsibilities and hopes that staff will cover for him or her. Example: This was the style which was practised by my first boss. He hardly took any weekly or monthly meetings. There was a mixed reaction from the followers some appreciated it while some were always in a maze regarding what to do and what not to.• Impoverished ManagerThese type of leaders make minimum effort to get the work done. He has a lazy approach that avoids as much work as possible. He has low concern for task and lowconcern for people. They care about protecting themselves, keeping their job and collecting paychecks. Their tactics are to act as messengers, simply passing on information from higher management to the employees. As merely messengers, they can say “don
blame me, this is what they want done”. When conflicts arise, they donot get involved and let others work things out. These managers do not expect very much out of the employees and in turn, give little of themselves. Example: The boss of one of my colleague behaves in a similair fashion. His involvement with his reportees is low. As a result his followers are low on motivation and have unresolved grievances.• Country Club managerThis type of leader pays thoughtful attention to needs of people for satisfyingrelationship.It creates a comfortable and friendly atmosphere in the team whichleads to work tempo. Example: My previous manager used to follow this style. Hehad a habit to throw out parties at regular intervals. Successes were celebratedand failures
never discussed in these parties. This attitude rejuvenated the team and inspired each member to give their best shot.• Team ManagerThe team manager relentlessly thanks others for making him look good and gives credit to his team and downplays his own contribution. He routinely gives creditto his followers probably even more than they deserve.He only manages the team,sexternal boundary. He knows how to fuel the illusion (and reality) that he is in charge.He accepts responsiblities for the errors and does not blames his followers. Such leaders are praised for their clarity compassion and control. He is not a boss but part of the team. Example: My present manager follows this style.Infact he prefer not to be addressed as a boss but as a facilitator.• Paternalistic ManagerPaternalistic managers give more attention to the social needs and views of their workers. Managers are interested in how happy workers feel and in many ways they act as a father figure (pater means father in Latin). They consult employeesover issues and listen to their feedback or opinions. The manager will however make the actual decisions (in the best interests of the workers) as they believethe staff still need direction and in this way it is still somewhat of an autocratic approach. I am unable to find a real time example of this style in my organization.• Situational leaderIt was proposed by Hersey and Blanchard. It argues that successful leadership isachieved by selecting the right leadership style which is contingent on level of follower's readiness. The most effective leaders devote enormous effort enormous effort to understand that how their moods, quirks, skills and actions affecttheir followers performance and humanity. They constanly make adjustments to bea bit more helpful and constructive tomorrow that they were yesterday. Example:Such is the style of one of my colleague's manager. He does not show any of thedistinctive style to manage his people. He has different style for new joinees and different for people who are already the part of system.• Opportunistic ManagerAn opportunistic manager does not give credit to his people. His stlyle aims tomaximise self benefit. He believes in getting the credit of all good work done.He uses subtle tactics to get credit such as collabrating with people who

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