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Leadership styles - Leadership broken down into different styles

EQF LEVEL (INTERNAL REFERENCE): 2

 

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Introduction: 

Expected Learning outcomes:

By the end of this learning unit, you will know and understand different leadership styles and you will more likely be able to choose a suitable style for different situations. 

Content: 

Leadership is always based on a relationship between the leader and the team members, which can be structured differently. How employees are led by their leaders can be described in terms of leadership styles. Leadership style has a significant impact on the attitudes, behaviour, and performance of employees.

DEFINITION
Leadership style:
This refers to the behaviour of the manager toward the employees. The leadership style also indicates the basic attitude of the manager. This is because the behaviour towards the team is then based on this.

There are many different leadership styles that have developed over time. Among other things, a distinction can be made as to whether the leadership style tends to pursue the achievement of corporate goals or is oriented toward the employees. 

 

EXAMPLE:
Goal orientation:
setting clear targets, giving concrete instructions, addressing unacceptable behaviour immediately and reprimanding employees.

Employee-orientation: building a good relationship with employees, helping them with problems, encouraging the further development of employees, giving praise.

However, there is no general answer to the question of which leadership style is the right one, because this question depends on many factors. For example, one's own personality, the team, the desired result, the situation, or other general conditions play a decisive role. As a leader, you should be familiar with the different approaches to leadership styles and regularly question your own behaviour or adapt it if necessary. The most common leadership styles include:

Authoritarian leadership style

The leader sees himself as the "sole ruler" and, accordingly, decisions are made by him alone. There is a strict hierarchy and the orders given must be followed. The opinions or criticisms of the employees have only little meaning or are even unwanted. The clear focus is on achieving goals and successes. 

Democratic management style

The cooperation between the leader and the employees is in the foreground. The leader makes the decisions, but the team is involved in the decision-making process. In case of disagreement, an attempt is made to find a common solution. Essential functions of the leader also include passing on tasks and responsibilities and motivating employees.

Delegative leadership style

This style is also known as "laissez-faire leadership", which can also be understood as "non-leadership". The manager delegates tasks and responsibilities, leaving employees full freedom to act. The leader hardly intervenes, neither in case of problems nor in case of misconduct.

Transactional leadership style

The leader uses "transactions" to get the team to follow and get work done. These transactions are understood as rewards or punishments set to achieve desired behaviour. The relationship between the leader and the team is viewed as a "give and take."

 

Transformational leadership style

The leader inspires the team with a vision and serves as a role model of that vision himself/herself. Employees are encouraged and empowered to achieve that vision.

HINT: There are other leadership styles, some of which are derived from or very similar to those described here. These include, for example, the charismatic, bureaucratic, or even patriarchal leadership style.

You have now become acquainted with various leadership styles and have seen that some of them differ greatly from each other. Perhaps you also find one or the other leadership style unsuitable. As a leader, however, it is not a matter of finding the one right leadership style, but rather of developing a feeling for when which approach is most effective.

BIBLIOGRAPHY:

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