MANAGEMENT STYLES,

LEADERSHIP & MOTIVATION

Engr. Yosha Jawad

 The art of getting
employees together on a
common platform and
extracting the best out of
them.
EFFECTIVE
MANAGEMENT Management plays an
important role in
strengthening the bond
amongst the employees
and making them work
together as a single unit.
 It is the management’s
responsibility to ensure that
employees are satisfied with
their job responsibilities and
eventually deliver their level
EFFECTIVE best.
MANAGEMENT The management must
understand its employees
well and strive hard to fulfil
their expectations for a stress
free ambience at the
workplace.
WHAT IS MANAGEMENT STYLE

Every leader has a unique style of handling the employees (Juniors/Team).

The various ways of dealing with the subordinates at the workplace is called as
management style.
The superiors must decide on the future
The nature of employees and their mindsets
course of action as per the existing culture
also affect the management style of working.
and conditions at the workplace.
DIFFERENT MANAGEMENT STYLES
 • Characteristics
• Superiors do not take into consideration the
ideas and suggestions of the subordinates.
• The managers, leaders and superiors have
the sole responsibility of taking decisions
without bothering much about the
subordinates.
AUTOCRATIC / • The subordinates in such a style of working
AUTHORITARIAN simply adhere to the guidelines and policies
formulated by their bosses. They do not have
a say in management’s decisions.
• Whatever the superiors feel is right for the
organization eventually becomes the
company’s policies.
• Employees lack motivation in autocratic style
of working.
 • Appropriate when
• Quick decisions are
necessary
AUTOCRATIC / • Emergency situations
AUTHORITARIAN • Leader is most
knowledgeable
• When the subordinate group
is lethargic and not getting
anything done.
 • Drawbacks
AUTOCRATIC /
AUTHORITARIAN • Less enjoyable for members
• May not hear dissenting views
 • When using this style
make sure to
• Demonstrate respect to
subordinates
• Acknowledge other’s inputs and
expertise
• Recognize team accomplishments of
AUTOCRATIC / subordinates as a team member and
AUTHORITARIAN as an individual
• Be Consistent in how you apply your
decisions, your interactions with
others, be reliable and trustworthy
• Provide
• Clear to your expectations (Explain
reasons behind those expectations)
• All necessary resources to team to do
their job
 AUTOCRATIC / AUTHORITARIAN

Be pleasant while being firm, unless there is a

good reason not to soften the message.
DEMOCRATIC/ PARTICIPATIVE/ PARTICIPATORY

• Characteristics
• Rather than giving directions, the leader participates in the group.
• Encourages others to give their ideas and opinions even though
the leader may have the final says over decisions.
• Rather than telling, the leader guides or facilitates
• Decisions are based on the majority rules rather than by the leader.
DEMOCRATIC/ PARTICIPATIVE/ PARTICIPATORY

• Appropriate when
• Lots of creative ideas are needed
• More effective decisions are needed to be made
• Important to make the group’s people feel good or committed.
 DEMOCRATIC/ PARTICIPATIVE/ PARTICIPATORY

• Drawbacks
• Decisions take more time to be made especially if the leader is not
skilled.
• Won’t work if the team’s members are not skilled or motivated.
 • When using this style
• Encourage group
communication
• Monitor the group that all
DEMOCRATIC/ participates and no one dominates
the discussion
PARTICIPATIVE/
• Treat all ideas with respect even if
PARTICIPATORY you don’t agree with them.
• Focus on the discussion that it
doesn’t wanders off.
• Be aware of your verbal and
non verbal communication
 DEMOCRATIC/ PARTICIPATIVE/
PARTICIPATORY

Encourage participation while staying on track.

 • Characteristics
• Leader uses a hands-off
style
• Letting the group
members to make
LAISSEZ-FAIRE decisions without the
(ALLOW TO DO) involvement/ guidance of
leader
• Can be viewed as
• Delegating approach
• To know that how the
passive role of leader
motivates the group
 • Appropriate when
• Teams are highly skilled and
highly motivated (when given
appropriate direction and
LAISSEZ-FAIRE sources at the beginning, the
team can complete the project
(ALLOW TO DO)
with minimal involvement of
the leader)
• Good when leader wants to
value the independence of an
individual.
 • Drawbacks
• Won’t work if the team is not
LAISSEZ-FAIRE motivated and skilled.
(ALLOW TO DO) • Nothing can be done
• Group members may get
dissatisfaction
LAISSEZ-FAIRE (ALLOW • When using this
TO DO) style
• Provide necessary
resources (background,
information, tools) in the
beginning.
• Make sure all know the
deadlines
• Monitor the group’s
progress from a distance
so that you can step in if
necessary
• Be flexible and to change
the leadership style. Make
sure the Laissez-Faire
 LAISSEZ-FAIRE (ALLOW TO DO)

Make sure the Laissez-Faire style is warranted and

be willing to change.
WALKING AROUND

Managers treat themselves as an essential part of the team and are

efficient listeners.

The superiors interact with the employees more often to find out their
concerns and suggestions.

In such a style of working, the leader is more of a mentor to its

employees and guides them whenever needed.

The managers don’t lock themselves in cabins; instead walk around

to find out what is happening around them.
LEADERSHIP & MOTIVATION
LEADERSHIP & MOTIVATION

Motivation is a goal-oriented characteristic that helps a person achieve his

objectives.

Motivation pushes an individual to work hard at achieving his or her goals.

An executive must have the right leadership traits to influence motivation.

However, there is no specific blueprint for motivation.

As a leader, one should keep an open perspective on human nature. Knowing

different needs of subordinates will certainly make the decision-making process
easier.
 LEADERSHIP & MOTIVATION

An effective leader must

Both an employee as
have a thorough
well as manager must
knowledge of
possess leadership and
motivational factors for
motivational traits.
others.

He must understand the

Leadership is used as a
basic needs of
means of motivating
employees, peers and
others.
his superiors.
COMBINE WORK GOALS WITH EMPLOYEE GOALS

As a manager, you can motivate your employees by making sure your

work goals align with their work goals.

This requires strategic planning and communication because you must

let your employees know exactly what you expect from them.

If they do not have standards and goals to meet, you will feel frustrated
by their lack of efficiency and they will feel frustrated by their failed
efforts to please you.

Misunderstanding of goals leads to disappointment and failure--the

opposite of the motivating forces you are striving to create.
UNDERSTAND WHAT MOTIVATES EACH EMPLOYEE

Managers must understand exactly what motivates each

employee in their company.
Some are motivated by money and benefits; some are
motivated by praise; and others are motivated by work-life
balance.
As a manager, you must assess each employee's work
responsibilities and underlying motivations.
An employee analysis requires you to meet with each
employee individually to discuss their work-related
desires.
Most employees appreciate a manager's sincere interest in
their lives.
LEAD BY EXAMPLE

If you are lazy, prone to If you want to motivate

One of the best things
procrastination or allow your employees to
you can do as a
your temper to flare, you pursue excellence in
manager to motivate
will likely get the same their job responsibilities,
your employees is to
behaviour from your behave how you would
lead by example.
employees. like them to behave.

Speak kindly, show

respect and give praise
where it is due.
 CREATE A FAIR SYSTEM

FAIRNESS IS AN YOU MUST CREATE A AS AN EMPLOYER, YOU INCORPORATE FAIR YOU MUST ESTABLISH
IMPORTANT FAIR SYSTEM OF CAN NEVER SHOW COMPENSATION AN EQUITABLE AND
MOTIVATING FACTOR IN INCENTIVES, REWARDS FAVORITISM. PROGRAMS, EMPLOYEE CONSISTENT WORK
THE WORKPLACE. AND BENEFITS THAT PERFORMANCE ENVIRONMENT.
ENCOURAGES YOUR EVALUATIONS AND
EMPLOYEES TO WORK CONSISTENT POLICIES
HARD. INTO YOUR
WORKPLACE.
THANKS!