Introduction
Leaders require wide range of skills, behaviors, and traits in order to effectively manage their followers (Iqbal et al., 2012). The combination and execution of these qualities encompass leadership style. A leadership style based is usually chosen based on his or her ideas, values, beliefs, and norms. Different approaches by various leaders may lead to different leadership styles (Iqbal et al., 2012). This paper will analyze delegative leadership style.
Delegative leadership style
There is no a single leadership style that may be considered to be the best in the management of people. Nonetheless, a leadership style is chosen based the efficiency of the style and the effectiveness of the approaches adopted (Iqbal et al., 2012). Delegative leadership style is one of the best forms of leadership that most organizations may prefer using (Demand Media, 2011). Situations where people are directly involved in decision making in any organization are common.
Therefore, delegated leadership has demonstrated that it is possible to enhance the efficiency in the management of organizations. This approach towards leadership allows the subordinate staff to make decisions affecting them. However, the leader is still indirectly responsible for all the decisions made by the employees in an organization (Demand Media, 2011).
Strengths of delegative leadership style
This approach is one of the best leadership models because it rejuvenates employees bearing in mind that they are empowered by the management of the organization since they are made to have a sense of belonging within the organization (Demand Media, 2011).
Moreover, the levels of job satisfactions are generally high because employees feel their worth in the organization’s survival. This leadership style also encourages deeper understanding of the strengths and weaknesses of the employees due to increased levels of interaction between the management and the rest of the employees (Demand Media, 2011).
Furthermore, this type of leadership allows effective decision making in any organization since all the members of staff are used in generating ideas needed in decision making. This leadership style is therefore very effective because a lot of work is done in a very short period. Besides, employees are allowed to make decisions on what needs to be done.
Moreover, minimum monitoring of skilled workers has the highest probability of enhancing the overall output of employees (Iqbal et al, 2012). Workers in such an organization often feel that they are trusted by the top leadership and as such, they perform their duties without fear.
Weaknesses of delegative leadership style
Delegative leadership may portray some limitations especially if employees are poorly motivated or under qualified (Facts on File, 2009). Cases whereby the members of staff have great responsibility with minimal guidance from the top leadership may hamper the decision-making process resulting into stagnated of the organization.
As a matter of fact, this leadership style may lead into complicated job descriptions, unproductive decisions, and eventual job frustrations (Facts on File, 2009). Consequently, these negative effects may lead to reduced performance, customer disappointment and y declined profitability. In most cases, delegated leadership may be worsened by poorly defined roles of the employees and pitiable motivation to the employees who feel that their work is very important to the organization (Facts on File, 2009).
In some instances, employees may resort to sabotaging the functions of an organization. Additionally, the different decisions reached by various employees, may in most cases, increase the costs of running an organization since the employees can develop decisions that are favorable to their working conditions at the expense of the company (Facts on File, 2009).
Conclusion
Therefore, delegative leadership can only be effective in specific situations where employees are well trained and can be trusted with certain sensitive roles (Iqbal et al, 2012). This leadership style can be very effective and fruitful if well used. An example of an organization that has effectively used this type of leadership is the Village Earth international organization (Village Earth, 2013). The affiliates of this company are empowered to carry out their mandates without interference from the headquarters of the organization.
References
Demand Media (2011). Styles of Leadership. Web.
Facts On File (2009). Leadership Skills (3rd Edn). New York, NY: Infobase Publishing.
Iqbal, J., Inayat, S., Ijaz, M. & Zahid, A. (2012). Leadership Styles: Identifying Approaches and Dimensions of Leaders. Interdisciplinary Journal of Contemporary Research in Business, 4(3), 641-659.
Village Earth (2013). Philosophy and Guiding Principles. Web.