This link has been bookmarked by 53 people . It was first bookmarked on 03 Aug 2006, by Martin Hall.
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23 Oct 16
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26 Mar 15
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Paternalism is defined as (Webster Dictionary):
A system under which an authority undertakes to supply needs or regulate conduct of those under its control in matters affecting them as individuals as well as in their relationships to authority and to each other.
Thus, paternalism supplies needs for those under its protection or control, while leadership gets things done. The first is directed inwards, while the latter is directed outwards.
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04 Mar 15
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As seen by the employees, it includes the total pattern of explicit and implicit actions performed by their leader (Newstrom, Davis, 1993).
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1939 by Kurt Lewin
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Some of the appropriate conditions to use this style is when you have all the information to solve the problem, you are short on time, and/or your employees are well motivated.
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The authoritarian style should normally only be used on rare occasions. If you have the time and want to gain more commitment and motivation from your employees, then you should use the participative style.
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A leader is not expected to know everything—this is why you employ knowledgeable and skilled people.
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As Katherine Phillips wrote,
So as you think about diversity and its effects in organizations during this tough economic time, recognize that the most robust practical value of diversity is that it challenges everyone in an organization. We are more thoughtful, and we recognize and utilize more of the information that we have at our disposal, when diversity is present. That is diversity’s true value.
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Using an authoritarian style on a new employee who is just learning the job
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Using a participative style with a team of workers who know their jobs.
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Using a delegative style with a worker who knows more about the job than you
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22 Feb 15
rob_rosadoLeadership style is the manner and approach of providing direction, implementing plans, and motivating people. As seen by the employees, it includes the total pattern of explicit and implicit actions of the leader.
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11 Dec 14
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03 Mar 14
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27 Oct 13
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09 Oct 13
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15 Jul 13
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Leadership style is the manner and approach of providing direction, implementing plans, and motivating people. Kurt Lewin (1939
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Thus paternalism supplies needs for those under its protection or control, while leadership gets things done. The first is directed inwards, while the latter is directed outwards.
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Power Difference—the extent to which the less powerful members of an organization expect and accept that power is distributed unequally
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Keeping the above in mind, it seems that some picture paternalistic behavior as almost a barbaric way of getting things accomplished.
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17 Jun 13
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10 Jan 13
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12 Nov 12
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08 Nov 12
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12 Sep 12
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14 Jun 12
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Leadership style is the manner and approach of providing direction, implementing plans, and motivating people
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appropriate conditions to use it is when you have all the information to solve the problem, you are short on time, and your employees are well motivated
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only be used on rare occasion
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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.
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normally used when you have part of the information, and your employees have other parts.
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, the leader allows the employees to make the decisions. However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. You cannot do everything! You must set priorities and delegate certain tasks.
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- Using an authoritarian style on a new employee who is just learning the job. The leader is competent and a good coach. The employee is motivated to learn a new skill. The situation is a new environment for the employee.
- Using a participative style with a team of workers who know their job. The leader knows the problem, but does not have all the information. The employees know their jobs and want to become part of the team.
- Using a delegative style with a worker who knows more about the job than you. You cannot do everything and the employee needs to take ownership of her job! In addition, this allows you to be at other places, doing other things.
- Using all three: Telling your employees that a procedure is not working correctly and a new one must be established (authoritarian). Asking for their ideas and input on creating a new procedure (participative). Delegating tasks in order to implement the new procedure (delegative).
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Positive leaders use rewards, such as education, independence, etc. to motivate employees. While negative employers emphasize penalties. While the negative approach has a place in a leader's repertoire of tools, it must be used carefully due to its high cost on the human spirit.
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Negative leaders act domineering and superior with people.
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believe their authority is increased by frightening everyone into higher levels of productivity. Yet what always happens when this approach is used wrongly is that morale falls; which of course leads to lower productivity.
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People who continuously work out of the negative are bosses while those who primarily work out of the positive are considered real leaders.
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Consideration (employee orientation) — leaders are concerned about the human needs of their employees. They build teamwork, help employees with their problems, and provide psychological support.
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Structure (task orientation) — leaders believe that they get results by consistently keeping people busy and urging them to produce
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Leadership is influencing people — by providing purpose, direction, and motivation — while operating to accomplish the mission and improving the organization
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“influence” as:
a means of getting people to do what you want them to do. It is the means or method to achieve two ends: operating and improving
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Through your words and example, you must communicate purpose, direction, and motivation.
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paternalism supplies needs for those under its protection or control, while leadership gets things done. The first is directed inwards, while the latter is directed outwards.
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05 Feb 12
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07 Dec 11
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27 Oct 11
shontrece lathersbookmark of leadership styles
from Shontrece Lathers
St. John Cohort-
The three major styles of leadership are
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- Authoritarian or autocratic
- Participative or democratic
- Delegative or Free Reign
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11 Oct 11
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Leadership Styles
Leadership style is the manner and approach of providing direction, implementing plans, and motivating people. Kurt Lewin (1939) led a group of researchers to identify different styles of leadership. This early study has been very influential and established three major leadership styles. The three major styles of leadership are (U.S. Army Handbook, 1973):
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22 Oct 10
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You two take care of the problem while I go. . .
In this style, the leader allows the employees to make the decisions. However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. You cannot do everything! You must set priorities and delegate certain tasks.
This is not a style to use so that you can blame others when things go wrong, rather this is a style to be used when you fully trust and confidence in the people below you. Do not be afraid to use it, however, use it wisely!
NOTE: This is also known as laissez faire (or lais·ser faire), which is the noninterference in the affairs of others. [French : laissez, second person pl. imperative of laisser, to let, allow + faire, to do.]
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29 Sep 09
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- Leadership style is the manner and approach of providing direction, implementing plans, and motivating people. Kurt Lewin (1939) led a group of researchers to identify different styles of leadership. This early study has been very influential and established three major leadership styles. The three major styles of leadership are (U.S. Army Handbook, 1973):
- Authoritarian or autocratic
- Participative or democratic
- Delegative or Free Reign
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This style is used when leaders tell their employees what they want done and how they want it accompished, without getting the advice of their followers
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This 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.
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In this style, the leader allows the employees to make the decisions. However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. You cannot do everything!
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- Forces that influence the style to be used included:
- How much time is available.
- Are relationships based on respect and trust or on disrespect?
- Who has the information - you, your employees, or both?
- How well your employees are trained and how well you know the task.
- Internal conflicts.
- Stress levels.
- Type of task. Is it structured, unstructured, complicated, or simple?
- Laws or established procedures such as OSHA or training plans.
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Consideration (employee orientation) - Leaders are concerned about the human needs of their employees. They build teamwork, help employees with their problems, and provide psychological support.
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There is evidence that leaders who are considerate in their leadership style are higher performers and are more satisfied with their job (Schriesheim, 1982).
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01 Jul 09
ggeoaposLeadership style is the manner and approach of providing direction, implementing plans, and motivating people. Kurt Lewin (1939) led a group of researchers to identify different styles of leadership. This early study has been very influential and establis
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30 Jun 07
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