Action A: Number of situations-1(Delegating score)
Action B: Number of situations-5(Participating score)
Action C: Number of situations-1(Selling score)
Action D: Number of siltuations-0(Telling score)
1: The most predominant leadership of mine is autocratic participating leadership style in which I allow my team members to participate in the decision making processes. The team members express their ideas and suggestion but the final decisions in majority of the cases are taken by me. Sometimes I allow my team members to take the decisions among themselves without imposing my authority on them. This style of mine corresponds to democratic participative leadership style which forms a lesser part of my leadership style. Hence the most dominant leadership style of mine is autocratic leadership style where the team participates in the decision making but the power to take the decision is owned by me (Buengeler, Homan & Voelpel, 2016).
I have predicted in advance that the team will participate in every crucial decision making process but the final decision taking power would in my hands. Hence, the style is in consisting with my plan regarding leading teams.
2: According to the situational leadership theory, participative leadership is applicable when the subordinates are highly trained and efficient. They are capable of fulfilling their duties effectively without much interference of the leader. The team members are capable of giving their own innovative ideas to find solution to a challenge or a problem. The leadership has to choose the best idea among the given ideas which is then regarding as a strategy. The followers and the leaders share a high level of understanding and compatible competencies (Ghaffari et al;, 2017). Participative leadership is best suited to the situations when the followers need less direction, are self dependent and need to build stronger relationship with their leader. Hence, participative leadership is best applicable under conditions when the leadership activity needs relationship (between the leader and the followers) and very less directions (Meyer et al., 2016).
I did face situations when I used participative leadership style combining it with autocratic style. One incidence among them when I used autocratic participative leadership style was when I joined as a team leader my present employer two back. My team consisted of eleven staff members who were led by an autocratic team leader. The previous team leader did not allow the members to express their own ideas and suggestion. The team members were only instructed and expected to follow those instructions. They lacked decision making power and consequently lacked motivation. The then leader did not encourage feedback or mentoring them. They were over burdened with targets and missed deadlines. After I joined I conducted several training sessions with them to improve their communication skills and technological knowledge. I changed the style of leadership in and asked them to participate. They having improved their competencies and motivation level, participated proactively in the decision making. The team members participated in the brainstorming and expressed their innovative ideas. I used to choose the appropriate ideas from among all the ideas and assimilate them to form the final strategy. Sometimes I do not interfere and let them take their own decisions. They were motivated to perform and started to improve their performances. They started achieving executing targets ahead of the deadlines and even over achieved their targets. Their enhanced performance gave them job satisfaction and self esteem (Girma, 2016). Considering the improvement in performance by introducing participative leadership style, I can say that I did perform quite well as a participative leader.
3: I think it would be possible for me to change the leadership style if the situation demands. I follow a participative leadership style where I allow my team members to express their ideas and choose the appropriate ideas and suggestion. The decision making power is vested in me, so I think I will be able to change the leadership if the situations in future demand. There is a great professional relationship by my team members and me. They proactively cooperate while taking decisions by expressing their ideas, suggestions and feedbacks. Hence, I am confident that I would be able to change the style of leadership in the future if required.
I follow a participative leadership style and share a great professional relationship with my team members. I am confident that my team would cooperate with me if I change the leadership style. However, the following challenges may arise if I try to alter my leadership style:
The first challenge which I might face from my team is the resistance due to lack of understanding of the purpose. For example, if I try to change my leadership style from participative to transformative, there may be doubts regarding my intentions. I will first make them realise that the change in leadership will help them to adapt the situations which may prevail demand the change in leadership style. I will make them understand that the aim of mine is to bring about improvement within the team. The change in leadership style may create stress and insecurity among the new members. I will mentor the new members to ensure them that the change will bring about improvement in the team performance (Forbes.com, 2017).
One of the biggest challenges which I may face while changing my leadership style is regarding the positive results of the change. The management, the senior managers and the human resource department my challenge my decision to change the leaders asking me to show me the future benefit the organisation may derive from it. I will make a estimated budget to show how the change in leadership will help in improving the team performances to convince them (Cameron & Green, 2015).
The next challenge which I may face is driving the change. The benefits from the change in leadership and their impacts on the organisation are unknown to me. I have to make plans regarding introducing the changes in leadership mine keeping in view the objectives I want to achieve using the new leadership style. I have confront the consequences if the change in leadership fails to achieve the aimed results (Beck & Cowan, 2014).
The change in leadership requires allocation of resources by the company. For example, if I want to change my leadership style from participative to transformative leadership style, it may require transformation in the method of operations of the team. It may require installing new systems to make the operations more automatic and faster. The transformation may require an extension in the size of the team which will necessitate the human resource departments to allocate manpower. The challenge here lies in convincing the management and the human resource department about the purpose and outcome of the change in future. They should provide with resources like human resources and finance to bring about the change in leadership(DeMatthews, & Mawhinney, 2014).
I will face the challenges from the stakeholders if I try to change the style of my leadership. The internal stakeholders who may challenge my decisions are the management, the employees, the human resource departments and the team members. The external stakeholders who may challenge my decision to change the leadership style of mine are the customers with whom I deal along with my team members. I will convince them about the future benefits to gain their support for the change in my leadership style (Doh & Quigley, 2014).
Conclusion:
The study reveals that the leaders today need participation of their teams to ensure accurate decision making. The leaders should encourage their team members to express ideas which contribute towards strategy formation but restrict the power to take decisions unto themselves. I would suggest the leaders must encourage participative leadership style to nurture healthy relationship with their team members. This can be helpful when the leader needs to bring about change in leadership styles. There can several challenges obstructing change in leadership style. However, I think leadership is situational and has to change according to situations in spite of all barriers.
References:
Beck, D. E., & Cowan, C. (2014). Spiral dynamics: Mastering values, leadership and change. John Wiley & Sons.
Buengeler, C., Homan, A. C., & Voelpel, S. C. (2016). The challenge of being a young manager: The effects of contingent reward and participative leadership on team?level turnover depend on leader age. Journal of Organizational Behavior, 37(8), 1224-1245.
Cameron, E., & Green, M. (2015). Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
DeMatthews, D., & Mawhinney, H. (2014). Social Justice Leadership and Inclusion Exploring Challenges in an Urban District Struggling to Address Inequities. Educational Administration Quarterly, 0013161X13514440.
Doh, J. P., & Quigley, N. R. (2014). Responsible leadership and stakeholder management: Influence pathways and organizational outcomes. The Academy of Management Perspectives, 28(3), 255-274.
Forbes.com. (2017). Forbes Welcome. [online] Available at: https://www.forbes.com/sites/jeffboss/2016/02/02/the-top-leadership-challenges-for-2016/#761da8e419e0 [Accessed 23 Jun. 2017].
Ghaffari, S., Shah, I. M., Burgoyne, J., Nazri, M., & Aziz, J. S. S. (2017). The Influence of Respect for Employees on the Relationship between Participative Leadership and Job Satisfaction: A Case Study at Universiti Teknologi Malays. Australian Journal of Basic and Applied Sciences, 11(4), 17-28.
Girma, S. (2016). The relationship between leadership style, job satisfaction and culture of the organization. IJAR, 2(4), 35-45.
Meyer, B., Burtscher, M. J., Jonas, K., Feese, S., Arnrich, B., Tröster, G., & Schermuly, C. C. (2016). What good leaders actually do: micro-level leadership behaviour, leader evaluations, and team decision quality. European Journal of Work and Organizational Psychology, 25(6), 773-789.
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