Participative Leadership For Every Member

Furthermore, Kaufman (2013) argued that the efficiency of the decision also gets affected in certain cases. A decision taken by an individual can be more efficient as compared to the decision taken by a group (Kaufman, 2013). As per the viewpoint of Gavan (2014), maintaining cultural diversity is considered as one of the benefits of collective leadership, but it can also turn into a disadvantage if not implemented properly. It is believed that people of different cultures and religions participate in a discussion so if employees do not have knowledge of cultural diversity, they did not understand each other, their opinions; then it can turn into conflict. Therefore, before implementing collective leadership, the leaders must provide training

As a leader, I feel that working in a group or team is a must to see progress within the company. In order to see progress within the company, working together as a team is very important. When the employees see the leader working with as a team, they feel more motivated to work. They feel equally as important as the leader. By enhancing this equality, a team will create a concept that suits the diverse needs of the

In participative leadership, the leader of a group usually makes the final decisions, but only after consulting other team members for their input. Team members are inspired and motivated by this type of leadership which helps the leader’s decisions to be more widely accepted and adopted by the members (Reilly, 2011). In 1978, James Burns wrote a book about leadership styles in which he described the participative leader style as a type of

Leadership has many definitions, is multifaceted, and involves numerous aspects, such as identifying goals, providing support, inspiring and motivating people to act, and promoting the values of a group or organization (Giltinane, 2013). Some of the characteristics an effective leader possesses are honesty, creativity, emotional stability, energy, flexibility, conceptual skills, perseverance, and knowledge (Huber, 2014). Based on the Leadership Style Survey, my leadership style is determined to be participative, also referred to as democratic. This approach places emphasis on people, relationships, and teamwork. The leader shares responsibility by involving workers in group discussions and decision making, is able to recognize strengths and encourage workers

A Participative Style involves the leader including one or more employees in the decision making process (determining what to do and how to do it). However, the leader maintains the final decision making authority. Using this style is not a sign of weakness; rather it is a sign of strength that your employees will respect. In my environment from my military service to my post military endeavors, there is a quote that highlights the way my relationship with my fellow associates, co-workers and generally anyone that I meet:

Implementation of the Participatory leadership can be done in three ways. Engaging all staff and empowering and collecting knowledge and innovation from all staff. Strengthen relationships with stakeholders. Training and nurturing personal leadership, collective learning and self-organization for staff to step in and take charge of the challenges facing them (Nielsen, 2016)

When you think of a leadership participation method, most people often think of or refer to the Path-Goal Theory method; where the leader does what he or she can do to clear a path and identify areas for employees to act or to perform their assigned duties. Using the annual Performance Appraisal (DeCA 50-3) as one document, it clearly states the objective of what needs to be done, and it helps to remove any and/or all any obstacles in place in an effort to accomplish the goal, and rewarding those who perform well with either a monetary or Time Off award, of course depending on current budget constraints. The levels in intensity a leader may do these things will vary according to the circumstances. Dependent upon the employee or follower in this sense, they may be more motivated or capable, or the work to be done could be easy or difficult. Leadership styles in this method can vary from being dictatorial to the leader being a participant. Experts in the field say that these styles include support, directive, participative, and achievement-orientation. “A leader facilitates the group by appealing to a group member 's self-esteem and making the task enjoyable or at least more palatable”. (House, 1971, revised in 1996). A leader simply may direct the employee to do the task, give simple instructions of how to achieve the goal or at some points, a leader may engage in a participative leadership style, where he or she takes suggestions from the employees within a particular

Participated leadership can be misleading in a positive or negative point of view unintentionally. Leadership skills can lead to assumptions depending how the tone, information or body language came across. The lead in control can increase moral among the team members and help them succeed in their skills from goals, accomplishments, and make better choices. Leaders have an impact on the followers, because some employees may feel like if they can trust a leader this leader can impact their outlook in a positive ways. People have different set of values, beliefs and even assumptions, so this is why these examples are important because perceived ideas that can become negative. Perception can cause people to see things differently and explaining

The Participative Leadership style is quite similar to the interactive leadership style discussed earlier in this paper. The Participative Leadership style seeks the diversity in others idea to create the a multilevel perspective dynamic community amongst the team. As a leaders I drive for the unity and boundless efforts of communication, interpretations and goal setting among my team members. A transparent leadership style, such as Participative Leadership promotes an unwavering organizational culture.

There could also be conflicts with outside organizations such as unions of any represented employ-ees that may be working for the state agency. Many states are seeing cuts in its workforce and this also potentially could reduce the number of represented employees that can be members of a union. This type of cuts will also gain the attention of the media and many workers may feel compelled to share their stories which could make the governor look bad in public.

During the predominant leadership roles research, I have determined that I have a participative leadership personality. I have always had a sharing or open to suggestions attitude but working in this type of environment, enhanced the participative personality. A participative leadership style is an organization’s consensus aspect to meet goals (Salahuddin, 2010, p. 2). Participative leadership is a type of management that allows staff members to provide recommendations and input on decision making. It is important to me that management is aware of the strengths and weakness of the employees that they manage. The input provided by staff should be educated and not just random thinking. When using the participative leadership style, management and staff will develop a trusting rapport. I liked being able to share my ideas and the ideas of my team with upper management. Brody and Nair highlights that “participative leaders emphasize relationships and that

I sometime find it hard to approach teammates because every teammate is not the same and I have to use the right choice of words to explain situations. It is important for teammates to understand that I’m here to help them grow and develop to the next position. Secondly, I feel like I give teammates to many answers to questions rather than letting them figure it out for themselves. For me it is easy to answer questions or do things base off my experience, but it hinders teammates from learning. Thirdly, I over work myself to the point I am overwhelmed and become burnout. Sometimes I need to slow down and observe situations and my surroundings. Because it can become very stressful. Participative leadership works when you have other teammates involve and working together, but this leadership style has area for opportunity too. A deliberate process is usually a slow process and you may run into a situation where you needed a quick decision within that moment. This can be a problem is participative style is normally slow. Diluted expertise can play a major role in weakness of participative leader if you have someone that has less experience then someone that has more experience. It can bring down the quality of the company. Conflict potential runs into play when you have too many opinions from teammates it creates a problem within in decision making (III, Small Business Powered by StudioD,

The key strengths of participative leadership style are increased productivity and job satisfaction. When employees are afforded an opportunity to be involved in the organization’s decision making process, they are likely to develop a strong sense of commitment to the organization as well as increase their performance. Job satisfaction is another key strength of this leadership style. Most employees display high levels of job satisfaction when they notice their suggestions and/or recommendations are taken seriously and in some instances implemented within the organization. Additionally, this

There are always chances and possibilities to become a good leader regardless the odds against you, gender, age, race, education, previous experience, etc. This paper defines what leadership is and it explains the relationship between leadership and influence. It also highlights the importance of finding opportunities to develop skills and creating strong to become a good leader. It is also emphasized the power of influence that comes from motivating your team, to improve performance and satisfaction and that setting a clear goal is mandatory for good leadership. The conclusion summarizes all the topics under discussion.

Schultz (2011) writes favorable outcomes result from shared collective leadership as a result of mutual inspiration between leaders and followers. This change in mindset from a focus on an individual leader to an emphasis on leadership affords organizations an atmosphere of shared accountability and distributed workload (Schultz, 2011). Other benefits of shared leadership include a team environment, intrinsically motivated staff, decreased job related stress and resultant absenteeism, and retention of knowledgeable members (Hlupic, 2016). Ironically, by giving away control in a shared leadership situation, a leader actually garners greater power and enjoys the profits of increased worker productivity (Hlupic, 2016).