Autocratic or Authoritarian Leadership
The main advantage of this management type is that strict supervision and clear-cut direction allow making quick decisions and initiate prompt actions of the employees. When the group’s leader is the most experienced team member, the authoritarian style helps to make timely and efficient decisions (Cherry, What Is Autocratic Leadership?).
A strong leader employing the autocratic style may be demanding, but he/she knows how to achieve the best results and how to organize the team’s work so that everyone knows his/her duties (Chand). In stressful situations, such type is beneficial as the employees do not need to worry about making the decisions. Another strength of the authoritarian style is that the team members may concentrate on concrete assignments without having to worry about complex resolutions (Cherry, What Is Autocratic Leadership?). One more advantage is that under autocratic leadership, team members obtain effective skills in performing concrete tasks, which is beneficial for the team.
While exercising authority has some benefits, it may also present difficulties. The major weakness of this style is that too much power expressed by the leader may cause arguments and strikes in the team. If the employees consider their leader too bossy and arrogant, they will not have any respect for his/her methods and will treat the boss with antagonism. Another problem is that people may feel dissatisfied when they are unable to participate in the decision-making process (Cherry, What Is Autocratic Leadership?). Autocratic leaders sometimes do not take into account the experience of team members who may feel offended because their knowledge is not appreciated.
Democratic or Participative Leadership
The democratic style of management allows each team member to take part in the process of decision-making (Cherry, What Is Democratic Leadership?). Thus, its greatest strength is in empowering every employee to share the ideas, which eventually leads to finding more productive ways of solving the difficulties. When the employees feel involved and important, they are more likely to be dedicated to the company’s projects and their results. Another asset of this management style is that it stimulates a higher productivity of the employees (Cherry, What Is Democratic Leadership?).
On the downside, democracy may present some problems. When a task demands a quick solution and the roles are not strictly divided, the project may fail. Also, the democratic style may provoke misunderstandings and communication problems within the team (Cherry, What Is Democratic Leadership?). Another weakness is that while a leader allows everyone to take part in decision-making, not all employees may have the required qualifications or experience to make important decisions. Thus, such conduct may lead to problems in the team’s productivity (Cherry, What Is Democratic Leadership?). The best conditions for participative leadership are when team members are experienced and have positive intentions in regard to gaining good profits and creating a successful image for their company.
Laissez-Faire or Free-Rein Leadership
Laissez-faire style is based on trust and the free decision-making of each team member. Hence, its benefits and limitations are mostly concerned with these issues. The core strength of free-rein leadership is in its ability to institute constructive change in the company’s activity (Gill). If people are highly-skilled and competent in what they are doing, laissez-faire style is extremely beneficial for their progress. It makes them capable of setting their own time frames and goals. Free-rein leadership makes the employees feel more self-sufficient and, as a result, satisfied with their job (Gill). This management style is a great way of stimulating people’s progress.
However, laissez-faire may also present some challenges. The biggest one is concerned with the inability of some people to set their own deadlines and perform self-control of the work process. Also, the team members’ roles in the conditions of free-rein leadership frequently are ambiguous and unclear (Gill). As there is hardly any control, the employees may have difficulty deciding on their functional duties. Another weakness of this style is that a leader may be considered detached from the group’s activity, and the team may lose respect towards him/her. Such an environment is not beneficial for the organization as it may cause the leader’s avoidance of duties and the project’s failure (Gill). Thus, this leadership type is only suitable when all team members are self-assured, reliable, and highly competent.
Paternalistic or Coaching Leadership
In this management type, a leader functions as a patriarch or matriarch for his employees. The manager sees his/her role as guiding and protective. The main strength of this management style is that the leader takes into consideration the employees’ welfare (Chand). He/she comes up with a plan which is suitable not only for the company or current project but also for each team member (Martin). Another advantage of this style is that it enhances people’s motivation and dedication to what they are doing. When people feel that their leader is not indifferent, they are more willing to dedicate efforts to the company. Additionally, paternalistic management pays a lot of attention to the employees’ education and development.
The major weakness of this style is that not all people like to be supervised and treated like children (Martin). Mature self-sufficient employees may feel rather opposed to such management, which will lead to conflicts within the team. Thus, if a leader does not consider the experience and age of his/her subordinates, such a management style may be rather unproductive.
Alternative Style: Situational Management Leadership
Situational leadership was introduced by Paul Hersey and Ken Blanchard and consists of four styles: coaching, directing, delegating, and supporting (Joseph). Strengths of situational management are introduced by a leader’s assistance, motivation, and taking over a complicated situation in directing and coaching (Joseph). Another strength is that directing allows saving the situation by setting concrete objectives and stimulating the staff to reach them. Also, a delegating type is a good way of management as it empowers the employees to make choices by themselves. In supporting style, a positive feature is that a manager motivates his/her team.
Weaknesses of situational management are concerned with the impossibility to predict the difficulties. When a manager does not know the situation and only comes to help when the situation is dangerous, it may be too late to save the company.
Recommendations
The best type of leadership under consideration is democratic. I would recommend it because it empowers all team members to pay their best efforts and bring success to the organization. A democratic leader is not bossy or arrogant, and he/she cultivates positive features in the team. Even though this style may have some weaknesses, it still seems the most beneficial and appropriate in the way of attaining the best results of leadership. Participative management makes every employee feel important and empowered, which is the best way of producing positive outcomes of the company’s activity.
Works Cited
Chand, Smriti. “Four Different Types of Leadership Styles.” YourArticleLibrary, 2016.
Cherry, Kendra. “What Is Autocratic Leadership?” VeryWell, 2016. Web.
—. “What Is Democratic Leadership?” VeryWell, 2016. Web.
Gill, Eric. “What is Laissez-Faire Leadership? How Autonomy Can Drive Success.” St. Thomas University, 2016. Web.
Joseph, Chris. “Four Basic Leadership Styles Used by Situational Managers.” Chron, 2017. Web.
Martin. “Paternalistic Leadership Guide: Definition, Qualities, Pros & Cons, Examples.” Cleverism, 2016. Web.