Industrial Psychology - Relationship of Leadership, Morale, and Productivity

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How Leadership Styles Affect Productivity By E. Brown There are 4 primary leadership styles, many of which you can find within most businesses or organizations around the world. These styles are: Dictatorial, Authoritative, Consultative, and Participative. Each of the leadership styles have impact on reforming and/or creating company culture. There are short and long-term affects of each style. For instance, the authoritative style may produce great results in a short amount of time. However, excessive use of authority will decrease productivity in the long-term. People either get fed up and leave or fall into a malaise of hum-drum repetitive tasks without creativity and innovation. All the while, a participative style will be unproductive…show more content…
You dont have any control over outside influences. You are going to face the implementation of an unpopular change in the norm. Somebody is going to dictate a new policy or procedure. While you cant control the outside influence you can control your units interpretation of it. Minor changes are fairly simply. Introduce the new policy or procedure, provide your employees with as much background on why the change is necessary, train them and then follow-up with praise or sanction. Larger or dramatic changes are more difficult. As with smaller changes to the norm, you must first seek clarity. Find out as much as you can why the change is necessary. Make sure you know as much as possible. I am always honest with my people. When I dont like something or think a change is going to be difficult I admit it. As a follower, I have sat through too many gratuitous roll calls where the sergeant or lieutenant is giving us happy talk. I recommend you say something like, I dont like this anymore than you do. But, this is how we are going to do it. This admission is actually an emphasis of the norm of obedience to orders and the value of you place on it. After you have made this admission, adopt the new norm and place the appropriate value on it. Dont undermine yourself or your organization by rolling your eyes or somehow expressing that you dont believe the new change should be implemented. As with the minor change,
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