Week 3 Leading with Institutions
Jennifer Keck Leadership Approach and its Pros and Cons
There are several ways that decision making can take place in an organization, one way is through directive leadership and another is through participative leadership. With directive leadership, the leader makes the decision and ensures the decision is carried out (Bass, 2008, p.875). Participative leadership has many more steps and requires more input from more sources or individuals which would lead one to believe participative leadership gives organizations a better opportunity to take the best ideas from more people and put into action a plan that has the support of the stakeholders from its development.
Pros of Participative Leadership
“Participative leaders express their doubts, concerns, and uncertainties; verbalize their problem-solving processes, ask questions of followers and listen to the answers; reflect feelings; and paraphrase and summarize, acknowledge, and use follower’s ideas” (Bass, 2008, p. 876). This allows the members of the groups to see the vulnerability of their leader, to be part of the collective in working together to solve a problem and to add multiple solutions, bounce ideas off one another and then decide based on all the collected and available information to make the most informed decision possible using trust. This creates a safe work environment where individuals know they are respected as partners, their ideas have value and that there are no hidden agendas. This allows multiple perspectives to be heard so that the solution is not just created from the vantage point of one person but from the views of many people (Bass, 2008, p. 882). Individuals can be heard and know where their ideas may have fallen short or may have contributed to the path of the solution. Differences in ideas and thought processes can be worked out and settled during participative leadership work (Bass, 2008, p. 882). Managers appear to prefer a participative approach as do followers (Bass, 2008, p. 883 and p. 884) and followers appreciate the flexibility of the leaders in being open to varying ideas. Projects that require the expertise of many individuals benefit from the consultative nature of the
Leadership and authority have been two debated ideas. Leadership is management by persuasion and inspiration, rather than direct or implied coercion. Leadership is an influence process, where a leader influences people toward shared goals, mutual respect, and mobilize others in a positive way (Schafer, 2005, p.231). A leader is an individual who takes the initiative, risk, or assist the group or individual towards goals or a more beneficial place. Within taking the initiative, a leader must have a vision, communication skills, trust, and respect. Over time, studies have shown that is less important who makes the decisions, but how they are made, what they are, and how they are put into place (Walker, 1993, p.230). This paper examines a leader’s role in conflict, decision-making, and problem and providing a rationale through strategies for roles taken by leaders.
Leadership is an influential factor in the success and failure. If an organization is failing, look at the leader, not the economy; not the market; look at the leader. The movements and influence of a leader determines the fate of those under her or him. The importance of leadership cannot be underestimated. The importance of leadership has constantly been debated and a part argumentative discussion. There is no one approach to leadership, however leadership theories try to make sense of various approaches to leadership. James G. Clawson is considered an authority in leadership theories. His Level III leadership theory is about managing energy, first in leader, and then in those around the leader.
Compare and contrast two theories of leadership. Do these theories offer practical guidance for managers?
It directs our attention to the importance of communication in leadership (Northouse, 2015). With leadership making approach, leaders should establish an interactive relationship with followers through keeping a high-quality communication in a positive and effective manner. In the group project, Andrea is more likely the one managing the team. During the stranger phase, no one would like to be more actively share information. After few days, in the acquaintance phase, Andrea and other members begin to have some social exchange. The team has not experienced the phase of mature partnership where the leader and followers have high-quality exchanges though having
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
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)
Participative Leadership is one of the recent unconventional leadership styles and is wonderful of promoting professional and personal growth for the employee and leader. However, I recommend placing time constraints (deadlines) on the process of decision making, in order to avoid prolonged or delayed action on deliverables. These time constraints with develop individuals cognizance to time-sensitivity, focus on increase productivity through problem-solving and developing the blueprint for future goals and plans for the organization.
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.
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 regard myself a participative leader. In the words of DuBrin (2008, p.348), "a participative leader is the one who shares decision making with group members." In the past, I have held various leadership positions. During those brief stints as a leader, I have found it prudent to consult widely before making decisions. In my opinion, it is by consulting widely that we make the most viable decisions. It is also by consulting widely that we motivate others to achieve set goals (Pride, Hughes, and Kapoor, 2011).
Chapter sixteen discusses various leadership theories which can implemented by leaders to achieve success. The choice of leadership theory differs from leader to leader as they possess different vision and way of managing. A theory isn 't always perfect in itself, it is the endless effort of the leaders which makes the theory a perfect one. Two approaches of leadership that I prefer are Situational Leadership Theory and Servant Leadership Theory. Among many theories I prefer these two because I tend to practice those principles most of the time and I assume these are theories that I truly tend to continue in a long run.
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
In today’s world, leaders are not defined by age, race or gender. They can be a high school basketball coach, the shift supervisor at the local coffee shop, or even the President of the United States of America. In as many ways that leaders can vary by appearance and responsibility, there is also a variance in the ways that they lead. This case study aims to compare three of the more popular theories of leadership. These leadership theories are situational leadership, trait theory and transformational leadership.
A large amount of credit is given to Bass 's transformational leadership theory identifies four aspects of
Strategies and techniques t hat I would use in my leadership style of Participative Management would be as followed.