![]() ![]() ![]() While this management style may not work well with experienced or strong-willed employees, it can actually work well when the leader is guiding entry-level workers who are not prepared to make decisions and need more guidance to do their work. Autocratic managers can often frustrate workers who feel they are not being listened to and may come across as unlikable and too bossy. He will want to make all major decisions without input from employees, will often tell his subordinates how to do their jobs and may set strict rules about the workplace environment. Employees working for democratic managers tend to have improved job performance, a greater ability to solve complex problems and less absenteeism, and they tend to stay at their jobs longer.Īn autocratic leader is essentially the opposite of a democratic leader. On the downside, some employees may feel ignored if their ideas are never chosen. Democratic leaders encourage creativity and outside-the-box thinking like laissez-faire leaders, but because they ultimately call the shots, employees feel more direction and are generally more productive. While a laissez-faire leader generally lets the employees take the reins completely, the democratic leader will still guide the team from the sidelines, often acting like a moderator to direct the ideas brought forth by the team members. Each management style has benefits and drawbacks, which is why a great manager will institute a well-balanced technique that merges all four, and he will often change leadership styles according to each situation he encounters.Ī democratic leader is similar to a laissez-faire one in that she will decentralize authority and let her subordinates make decisions. ![]() The three other leadership styles are democratic (or participative), autocratic (or authoritarian) and paternal. As a result, researchers have found that this form of leadership results in the lowest productivity levels of the four types of leadership.Īside from laissez-faire leadership, there are three other main leadership styles, though in practice most managers utilize a blend of all four types. While these employees often like their bosses as friends, they often do not respect their managers and will frequently not follow directions on the rare occurrence that they are provided. Generally speaking, employees working under these conditions feel they have no guidance and are left stranded with no direction. While laissez-faire leaders hope this approach will inspire employees to become their own managers and step up to any challenges with which they are presented, it often backfires. Laissez-faire leadership (also known as delegative leadership) involves letting subordinates make their own decisions with the boss subtly trying to guide them in a hands-off manner. When applied to management, laissez-faire means letting employees work on their own and allowing them to set their own goals, processes and deadlines. ![]()
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