Leadership or management styles are key determinants of success or failure of organizations. However, there is a wide difference between the two concepts, even though the two overlap. While management tends to be directed towards activities like organizing, planning, controlling, or staffing, leadership focuses on influencing people or a group to attain common goals. While there is no single management or leadership approach that can fit all organizations, the impacts are significantly felt on people. When implementing individual styles, it is paramount to note the effects it has on individuals or teamwork. The purpose of this paper is to analyze the impact of management leadership styles on individuals and teams.
Leadership and management style affects every person within an organization, from seniors to subordinates. The impact is felt through the creation of a corporate culture that, in turn, influences organizations and performance. Leadership and management approach impact organization first, by changing morale at work, production or performance metrics, and decision-making process. Successful leaders analyze situations, assess what skills are required at various levels of subordinates, and considers alternatives. By selecting the most effective leadership styles for a particular event, a leader or a manager provider a lasting impact.
When using an authoritative leadership, leaders set clear distinctions between employees and their supervisors. An autocratic leadership style is an example of such, where leaders make decisions without input from workers. With that kind of leadership, employees’ morale is reduced and can discourage absenteeism or decreased workers’ retention. In most cases, employees want to perform in organizations where their presence is acknowledged. Welcoming ideas from workers have proved to effective in inducing morale. While the use of leadership style like autocratic can be applicable in situations like disasters or emergencies, it is ineffective in poor long-term results. A coaching style is preferable instead.
A coaching style of leadership or management is often seen to be more favorable compared to other approaches, such as autocratic. A manager or leader makes the development of employees a primary goal. Subordinate feels safer and encouraged to focus on self-development when coaching style is implemented. Consequently, an organization’s long-term goals to uplift productivity, morale, retention, as well as satisfaction is attained.
When managers or leaders use democratic leadership, they invite input from people or teams; they work with to make informed decisions. Such leaders encourage feedback or suggestions at all company levels, and even though the process takes time, there is an impact on employee empowerment. The disadvantage is that decision making can take time. Similarly, when using a leadership style like laissez-faire, they delegate roles to be subordinate such that team members make their own decisions. But id there are no kills or appropriate knowledge to make better decisions, chaos may ensue.
In conclusion, effective leaders and managers are those who set clear directions, communicate goals, and make sure that staff aligns their objectives with the overall strategic plan. In that way, there would be long-term growth and profitability. To facilitate a high rate of satisfaction to individuals, a successful would encourage his or her employees to avoid a process that is not beneficial. Resultantly, that can help entre organization to gather requirements from stakeholders in an effort to prioritize work and impact. Otherwise, without clear direction from managers and leaders, individuals focus on different metrics, causing conflicts within departments and dysfunctional organizations.