Participatory leadership focuses on increasing employee productivity and happiness.

A participative
leadership style empowers workers by including them in decision-making processes that directly affect
them. As such, it tries to build a multilayered viewpoint dynamic community within the team. As a leader,
you promote teamwork, communication, interpretation, and goal setting. Participative Leadership, for
example, creates a stable company culture. In general, employees are far more involved in organizational
operations than they would be under other leadership styles, with more efforts made to keep them
informed and a higher premium put on their development.

Advantage and disadvantage

Following what we've learned thus far, participatory leadership is concerned with including subordinates
in the decision-making process, as well as providing them with the skills and knowledge they need to
make the contributions that are necessary to reach those conclusions. As such, Participatory leadership
fosters a collaborative environment. The failure to acknowledge or respond to employees' efforts to
contribute based on their thoughts or experience might make them feel restricted or unheard in certain
organizations. Through participatory leadership, there is a platform in which these ideas may be heard and
discussed openly. Furthermore, participative leadership has been shown to increase morale. People are
more willing to participate if they believe their voice will be heard and if they believe their contribution
will be appreciated if they believe their voice will be heard. This is a crucial need for a contented and
motivated work force. On the other hand, there are also drawbacks to participatory leadership for leaders,
group members, and the company as a whole, including the following: Implementing the participatory
leadership style may be a time-consuming process. A long procedure might be involved in putting
together a big group, soliciting ideas and opinions, considering potential courses of action, and finally
expressing the choice. Moreover, members of lower-level groups may experience social pressure in order
to comply to the preferences of the group's majority or the wishes of their superiors. It might be difficult
to come at a really democratic conclusion in certain situations.

POWER THEORY OF LEADERSHIP

Power is the practice of leadership, and being a leader is defined only by one's possession of power.
When a leader seeks to influence conduct in one scenario or among followers, he or she is said to be in a
position of power. However, power does not imply the ability to affect the behavior of others. This is
often one of the abilities shared by big firms with a large number of workers, since everyone enjoys
hearing about their own accomplishments and being praised for them. Clearly, power has more benefits
than downsides, but one of the most significant difficulties is that even when you have power, you cannot
be an effective leader. When in a position of power, leaders often assume that they can say anything to
persuade others that they are correct. The majority of the time, individuals are blinded by the ability to be
deceived about what is really good and wrong. They believe that persons in positions of authority are
incapable of making errors. Even though the vast majority of those in authority are dishonest individuals,
they are always fair and honest. It demonstrates that just having authority does not imply that you are a
successful leader; rather, it only indicates that you are a boss. In general, Power and leadership are two
notions that are intertwined with one another. Power may be defined as the capacity to exert influence on
other people. Power is utilized by leaders to achieve group objectives, and understanding the functioning
of power in an organization improves your ability to be a successful leader in your organization.
Advantage and disadvantage
This hypothesis seems to be highly successful since leaders in positions of tremendous authority appear to
be very efficient and capable of getting things done rapidly. The majority of workers, on the other hand,
do not appreciate leadership. They prefer that leaders collaborate with them and support them rather than
imposing their will on them. As a result, the most serious critique leveled against this theory is that it fails
to fulfill its ultimate purpose of motivating and encouraging workers, instead creating a sense of control
amongst them. Organizations where promotion and hierarchy are important factors in achieving success
may also be considered as examples of power theory. Workers in a power-theoretic firm feel that the only
way to affect change or influence the company is for them to achieve personal power of their own. A
demoralizing atmosphere, a political environment, and an office faction climate might result as a result.

Relationship theory
The notion of leadership relationships is largely concerned with leaders who are interested in
communicating with their subordinates. They often provide guidance to staff, plan time to speak with
them, and strive to satisfy their requirements. These sorts of leaders are concerned with ensuring that as
many employees as possible are satisfied with their jobs and with creating a pleasant workplace
environment. According to research, this sort of leadership conduct is the most beneficial for a wide range
of workers. Managers that place a strong emphasis on building relationships with their staff frequently get
greater outcomes.

Advantage and disadvantage

There are several benefits to taking on this kind of leadership. Employees have faith in their boss and
desire to follow him or her wherever they go. They are also motivated to serve as positive role models for
others. Mentorship gives excellent possibilities for workers to grow and develop their careers, as well as
an incentive for them to remain with the company for a longer amount of time. Relationship driven
leadership, on the other hand, has its detractors, who argue that it may lead to workers who are hesitant to
see issues for what they are, that it can cause relationships to get in the way of work, and that it can be
steered to prioritize people above production. At the end of the day, however, the majority of experts
believe that relationship-oriented CEOs are really more successful. Finally, an illustration of connection
theory is when a manager takes on a new employee and mentors him or her through the process. She
assists workers in understanding their roles and responsibilities within the business, encourages them to
be honest about questions and concerns, and helps them develop healthy working relationships. Following
that, her employee is urged to work hard, to identify and report issues, and to assist the organization in
resolving them. To sum it up, All of the benefits of relationship theory are immediately obvious.
Employees have faith in their supervisor, who they appreciate and who they seek solace in when things
go tough. This often serves to motivate individuals to become effective leaders in their own right. While
the disadvantage is that Sometimes emotionally involved leaders allow their personal ties to get in the
way of their professional obligations, prioritizing the people they care about above their own productivity.
Relationships with a leader that are regressive may be very harmful, not just to the individual, but also to
society as a whole. Many people consider leadership relationships to be akin to falling in love. Despite the
fact that this seems to be an uncommon occurrence, it does occur. Relationships that follow this road are
more likely to fail to see one another's flaws and failures because of a blanket of romanticization that
obscures their reasoning. Of course, this might lead to erroneous judgments while making critical choices
as a leader.