leadership models and leadership styles

blake and moulton grid

• overall, can be used to help managers reflect on own practice and identify strategies to improve management/leadership skills.

• grid identifies number of appropriate approaches to leadership based on extent of manager is focused on concern for production and ppl

• low ppl + low production= impoverished - focused on self x leading organisation, disorganisation and dissatisfaction, ineffective manager.

• low ppl + high production= produce or perish - authoritarian, driven by targets and getting the task done, cares little for well-being or feelings of employees.

• high ppl + low production = country club - relaxed working environment, manager is concerned w rs and motivation of employees, task may not get done.

• high ppl + high production = team leader - high focus on both, in theory should be highly successful as employees needs should be aligned to those of the organisation, employees feel involved and have a stake in success of the business.

tannenbaum-schmidt continuum

• continuum can be used to make choices abt what approach to adopt, no advice is given on how approach should be chosen based on the circumstances.

• tells, sells, suggests, consults, join, delegates, abdicates,

• ← autocratic boss-centred leadership empowered subordinate-centred leadership →

advantages of autocratic

• focused on getting the task done

• high levels of control suitable for unskilled workforce

• speeds up decision-making process- important in times of crisis

• suitable for implementing a clear vision by the leader.

disadvantages of autocratic

• can lead to low levels of motivation if employees dont feel respected or valued

• no opportunity for employees to be involved in decision making

• no opportunity to collect ideas and opinions of the workforce that might be valuable

• employee might not feel as though they have a stake in the business

advantages of democratic

• develops team spirit- more opportunity for employees to ‘buy in” to the task if they feel they have a say

• allows manager to collect ideas and opinions from whole workforce

disadvantage of democratic

• decision making can take long time when done by committee

• employees may not see the “bigger picture” and vote for decisions that benefit them

advantages of laissez-faire

• allows employees autonomy to make own decisions, often leading to higher levels of creativity and motivation amongst workers

Disadvantages of laissez-faire

• lack of control over the workforce- deadlines and targets might be missed

• tasks may not be coordinated very well

choosing management/leadership style

• number of factors to take into account when trying to identify the best approach to management/leadership

• these are- labour force, nature of task, timescale, personality and tradition.