Tom mutunga Only

Laissez-Faire leadership is meant to ensure that the employees have the freedom that they require in order to attain the organizational goals using the set out strategic plan of the organization. Through this leadership approach, the management and leadership of the organizations are less involved with the day to day activities of an organization. The best way to improve on the leadership style would be through the setting of targets which will challenge the employees to come up with ways in order to achieve the targets. The target should be inspirational and logical. Through this the employees themselves will become leaders or even one of the employees will become their leader showing them the way and leading them.

This can also be accomplished by showing the constituents respect and confidence in their work which will help the employees with achieving what they are challenged to do.

Autocratic leadership entails the leader being present in the organization and dictating the workflow. Through this, the leadership is more hands on and the about of employees doesn’t have an impact as the leaders only enforces his policies and structural’s methods. In order to make this style of leadership more successful and bear fruits. Autocratic leaders have to come up with decisions that will challenge the employees and their constituents to do more in order to accomplish and be more successful. (Bolden, Gosling, Marturano, & Dennison 2003)

Autocratic leadership also need o specify the functions of every department and employee in order to enable them to be more successful and meet the specific goals set out for them.

Through participative leadership, employees and staff are asked to contribute towards the goals and the management decision of the organization. Through this way, the employees get involved in the management and designing the strategic plan to meet set out organizational goals. (Engleberg, Wynn 2007) To ensure that this approach of leadership it is important to educate the employees on what it is required of them. This is through accountability and challenging them to come together and deliver a handful of strategies plans or contributions that will be effective in for the organization.

Situational management on the other hand utilizes the opportunity at hand in order to utilize a specific leadership system. They use this opportunity to also ensure that they maximize the output of their employees and they influence the employees to achieve more. Situational leadership theory can encompass all the above three theories by ensuring that they are used when they are warranted and demanded.

Laissez-Faire leadership can be sued when the organization is growing and trying to find a leadership system that works. This helps the employees to feel as if they are part of the organization as they are in charge of the work places and they are working collectively but independently towards the same goal making them a functional dynamic group. This also brings about the feeling of belonging which will motivate each employee not to let the other one down. (Bolden, Gosling, Marturano, & Dennison 2003)

The autocratic leadership style is best suited when the organization is facing a failure to meet a specific goal or when it is threatened by an acquisition. This is because the leaders do not want to be acquired and they want to speed up the generation of revenue or they want to ensure that the organization can be able to increase its price and value through structural change. This will ensure that the employees are motivated to meet the organizational goals which will increase the value of the organization. (Engleberg, Wynn 2007)

The participative approach is best utilized as the organization or department is coming up with a strategic plan. When the employees are contributing to the strategic plan, it keeps them motivated and also ensures that they are inspired to achieve the goals of the strategic plan as it is partially theirs.

Through this approaches the management of an organization is able to utilize situational leadership theory in order to challenge and enable the employees to meet specific and general goals.

References

3 Main Different Types of Leadership Styles Explained. (2016). Smallbusinesspro.co.uk. Retrieved 3 May 2016, from http://www.smallbusinesspro.co.uk/marketing/leadership- styles.html

Bolden, R., Gosling, J., Marturano, A., & Dennison, P. (2003). A Review of Leadership Theory and Competency Frameworks. United Kingdom: Centre for Leadership Studies. Retrieved from http://www2.fcsh.unl.pt/docentes/luisrodrigues/textos/Lideran%C3%A7a.pdf

Engleberg, I. N., & Wynn, D. (2007). Working in groups. Boston, MA: Houghton Mifflin.