Likert has also isolated three variables, which are representative of his total concept of system 4. They also vary from one enterprise to another. (iii) Over a period of time subordinates may develop the habit of expecting to be consulted. One of the goals of delegating authorities to an employee or a subordinate is to ensure various tasks are accomplished efficiently and also within the specified time frame. He decentralises authority and allows the subordinates to share his power. Use authoritarian style on a new employee who is just learning the job. He dominates the group and gives orders with an expectation of fulfillment without any queries. Rensis Likert and his associates have studied the patterns and styles of managers for three decades and have developed certain concepts and approaches important to understanding leadership behaviour. Further, leaders are also prepared to take organizational positions. (ii) Provides opportunity to subordinates to develop their talent. (v) Complaints, grievances and industrial unrest is contained. Autocratic or authoritarian leadership, 2. In fact, Blake and Mouton have developed training programmes that attempt to change managers towards 9.9 management styles. If the inputs are seen as used, employees are likely to feel as though they had a positive impact, if the inputs are consistently rejected; employees are likely to feel that their time has been wasted. No suggestions or initiative from subordinates is entertained. This style of leadership creates self-confidence in the subordinates and provides them an opportunity to develop their talents. A leader, keeping in view the organisational goals and environmental forces, may change his style too. As an authority figure, you also need to act like a leader and avoid micromanaging. Such a leader is termed as autocratic leader. Free-rein or laissez faire technique means giving complete freedom to subordinates. Every leader develops a pattern in the way he handles his subordinates or followers in various situations. Successful Delegation: Using the Power of Other People’s Help. Some people perform better under a strong authority structure and they derive satisfaction from this kind of leadership. 2. A leader can be autocratic in one situation or democratic in another. From then onwards, the faculty members are free to decide about the method of teaching, books to be recommended and various teaching aids to be used. A person who is in charge, such as a manager or a team leader, assigns other team members certain tasks that have to be completed in a … Just like when we started to give our children a little bit of responsibility, there are different stages of delegation. High task accomplishment leading to greater motivation for leader. It helps them understand why they get the reaction that they do from their subordinates. emphasizes reward-economic or otherwise the leader uses positive leadership. (iii) Leader wants to dominate decision making. (iii) Employees become loyal to the organisation. The subordinate should not be commanded by more than one subordinate. Such a leader does not exercise his power in giving directions. Questions and answers - MCQ with explanation on Computer Science subjects like System Architecture, Introduction to Management, Math For Computer Science, DBMS, C Programming, System Analysis and Design, Data Structure and Algorithm Analysis, OOP and Java, Client Server Application Development, Data Communication and Computer Networks, OS, MIS, Software Engineering, AI, Web Technology and … How to Not Give up and Stay Motivated. The delegation of authority has three elements: 1. ADVERTISEMENTS: After reading this article you will learn about:- 1. (iv) Subordinates perform jobs in a mechanical way. Delegation does not mean that manager give up his authority, but certainly he shares some authority with the subordinate essential to complete the responsibility entrusted to him. The nature of various types of authority is discussed below: Type # 1. Participative or Democratic Leadership 3. Leadership styles can be studied on the basis of: 1. To make a successful delegation of authority, one should follow the following principles: The duty must be defined with functional clarity. Start studying MNGT 4500 Chapter 8. When a deal is on the horizon, they push themselves and those around them extra hard. According to their attitude and behaviour patterns leaders may be classified as follows: An autocratic, also known as authoritarian style of leadership implies yielding absolute power. Thoughtful attention to the needs of people leads to a friendly and com­fortable organization atmosphere and work tempo. Leaders approach people to motivate them in many ways. This style involves a balance; therefore, both the goals cannot be fully met. Here, the leadership may be negative because the followers are uniformed, insecure, and afraid of the leaders’ authority. iii. Democratic or Participative Leadership. A leader practising this style is known as free-rein leader. They work out themselves the problems involved in the accomplishment of assigned tasks. But there is a limit to the degree of flexibility that should be used. One of the many skills necessary to be a great leader in business is the art of delegation. This style is also called democratic, consultative, or ideographic. He tells them what they should do, where, when and how. Others respond best if they are involved in decision making with their subordinates. (ii) Decisions are taken in a framework of rules and procedures. (iv) Organisational continuity is threatened in the absence of the leader because subordinates get no opportunity for development. Learn vocabulary, terms, and more with flashcards, games, and other study tools. Some leaders I work with get this wrong because they jump too quickly to an advanced phase when trust has not been established by the person doing the work. The needs and aspirations of employees are used as tools for achieving organisational objectives. Features of Delegation 3. The leader can be effective in getting efficiency in many situations. Good leaders may also change their style when dealing with individual team members on the basis of their characteristics. A benevolent autocrat is effective in getting higher productivity in many situations and developing effective human relationships. to motivate employees while negative leaders emphasize on penalties. This style of functioning may not be workable for long. (iii)There is too much of paper work and always a desire to play safe. Leadership style is the manner and approach of providing direction, implementing plans and motivating people. iii. (ii) It provides strong motivation and satisfaction to the leader who dictates terms. Assigning Responsibility. Poor leaders change their style arbitrarily so that their team members are confused and do not know what to expect next. The same leader, at one time, may act as an autocratic leader, but at the other time, may act as a democratic leader. To get the work done, they hold over their personnel such penalties as loss of job, reprimand in the presence of others and a few days off without a pay. Such a leader makes the subordinates feel that they are participative in decision making, but he takes all the decisions himself. (ii) Applicable only when subordinates are competent. Their concern for phrase has been used to convey how managers are concerned about people or production, rather than how much production is getting out of the group. 29. The leaders in this category treat employees as the means to an end. Entre­preneurs drive themselves and others relentlessly, yet their personalities inspire others. He does not lay down guidelines with in which his followers have towards. Participative leader also called as democratic leader invites inputs from the subordinates on company issues before taking any decision. (iii) Subordinates may move in different directions and may work at cross purposes which may degenerate into chaos. Delegation of authority is the process of assigning work to another person along with the appropriate level of authority to complete the work. Which of the following three factors affects an employee’s motivation? Such leadership can be employed with success where subordinates are competent, sincere and self-disciplined. Behavior style refers to a leadership style in which leaders possess different attitudes. There are many styles of leadership and no one style is necessarily better than the other in any situation. ADVERTISEMENTS: Present day organisations make considerable use of line, staff and functional authorities. In brief, he believes that it is he who can do the job better than his subordinates. Participation of all team members to take decisions is a time-consuming process and may result in delays in decision-making. In some cases, it might be obvious — for example, if a given project is within … Role of leader – Directs all activities. There is no participation by subordinates in decision-making process. The most successful managers are those who combine relatively high consideration and structure, giving somewhat more emphasis to consideration. (ii) Professionally managed Indian organisations and foreign owned organisations. It will be duly monitored by the leader anyway based on the requirements necessary to finish the job. 2. The best way to earn this kind of trust, is to create a pattern of success in lower level phases of delegation. These are the organisations which are managed by members of a family. In several types of environment such as truck manufacturing, railroad construction and insurance offices, the strongly considerate leader was shown to have achieved somewhat higher job satisfaction and productivity. This is not the authoritarian style rather it is an abusive unprofessional style called bossing people around which has no place in a leader’s profile. Leadership style means the pattern of behaviour a leader follows or adopts for influencing the followers or the subordinates working in the enterprise. There are further three categories of autocratic leaders as follows: He relies on negative influences and gives orders which the subordinate must accept. Importance 8. (ii) It may not yield positive results when subordinates prefer minimum interaction with the leader. Only someone else can do. Delegation of authority is a process in which the authority and powers are divided and shared amongst the subordinates. They display authority in the false belief that it frightens everyone into productivity. Similarly, in the college, the principal does not interfere in the faculty teaching methods, but only assigns the courses to be taught. All decisions, major or small, are taken by the leader and subordinates are forced to obey them without questioning. It is a wrong policy to differentiate too much between the ways in which individuals are treated or to be inconsistent in one’s approach. 4. There are many subordinates in an organization who prefer to work under a centralized authority structure and strict discipline. He centralizes decision-making power in himself. The entire decision-making responsibility is passed on to the subordinates with least intervention of leader. Line managers may be defined as the authority of […] iii. A functional leader is one who is an expert in a particular field of activity. (iii) Participative or Democratic Leaders: A democratic leader is one who gives order after consulting the group. For example, a leader who becomes more considerate does not necessarily mean that he or she has become less structured and vice versa. a) Max Weber. Some people in the organization want minimum interaction with their superiors or associates. When the work of a manager gets beyond his capacity, there should be some system of sharing the work. This style of leadership is affective only if subordinates are highly committed and capable enough to take wise decisions solely. Free-rein style may be appropriate when the subordinates are well-trained, highly knowledgeable, self-motivated and ready to assume responsibility. iv. Authoritative — mobilises people (to be used when new vision and direction are needed). This type of leader acts as a fatherly figure and assumes that only he is in the knowledge of things and is the right person to take decisions. He does not let his followers offer any suggestion. Managers have some tasks that they need to do, but their primary job is to make sure that others are doing what they have been assigned to accomplish the mission and goals of the organization. Autocratic leadership style may be appropriate when subordinates are uneducated, unskilled and submissive. (i) Democratic style is time-consuming and may result in delays in decision-­making. The various factors affecting the degree to which a style is appropriate are flexible enough to alter the style of an organisation, the nature of the task to be performed, the characteristics of the individuals in the leader’s team (the followers) and of the group as a whole and, importantly, the personality of the leader. The bureaucratic styles in public sector organisations have generally hindered the growth of these organisations. Concern for production includes the leaders who are very task oriented, whereas concern for people includes the leaders who are very people oriented. Autocratic or Authoritarian Leadership 2. Mutual trust and confidence is also created resulting in job satisfaction and improved morale of workers. Some of the appropriate conditions when this style is used are when leader has all the information to solve the problem, he is short on time, and his employees are well motivated. The Delegation of Authority is a process through which manager assigns responsibility among the subordinate with a certain level of authority, i.e. (iii) When subordinates accept goal of the organisation. The managerial grid identifies four leadership styles based on these two factors found in organizations. Example – Narayan Murthy who has taken the command of Infosys for the second time encourages communication freely with each other and gives suggestions. iii. No deviation of set principles is allowed under all situations. These leaders may then choose to use or ignore the information and advice received, however. He sees to it that policy is one who gives order after consulting the group. v. Pacesetting — sets high standards (to be used to get fast results from a motivated team). Autocratic style has also proved successful in cases when there is a need of quick decisions. Better employee education, greater demand for independence and other factors have made satisfactory employee motivation more dependent on positive leadership. He is dogmatic and positive. d. Less competent subordinates also have the scope to work in the organiza­tion as they do negligible planning, organization, and decision-making. The complex nature of an organization requires a thorough understanding of its problems, which lower level employees may not be able to do. Leadership style means the pattern of behaviour a leader follows or adopts for influencing the followers or the subordinates working in the enterprise. Their flurry of activity rubs off on group members and those around them. An institutional leader may not be an expert in his field of activity. Under this leadership style, the manager or leader initially decides the policy, formulates the programmes, and prescribes the limitations for action. Delegation of authority – Centralised authority, no delegation. Role of leader – Provides support and resources. (iv) The style may yield positive results when great speed is required. He states that leadership and the other processes of an organization must be such as to ensure the maximum probability that in all interactions and in all relationships with the organization, each member in the light of his background, values, desires, and expectations, will view the experience as supportive and one which builds and maintains his sense of personal worth and importance. iii. The leadership style in particular is determined by the leader’s personality, experience and value system, nature of followers and nature of environment. (ii) Maximum possible scope for development of subordinates. An institutional leader is one who has become a leader by virtue of his official position in the organisational hierarchy. Laissez-Fare or Free-Rain Style Leader. g. Type of task-structured, unstructured, complicated, or simple? Therefore, the manager must carefully balance the delegation of more work with the delegation of work requiring more responsibility, authority, and challenge. This is a quick quiz to help you test your understanding of basic delegation skills. i. 2. He may, therefore, become demanding and thereby incur the displeasure of his subordinates. The implications of this model are – status differentials, class distinctions and impersonal relationships which work against participative style. This style of leadership should be used wisely. (iii) Less competent subordinates are needed at lower levels. Subordinates are encouraged to make suggestions and take inititative. Increases commitment and cooperation of employees towards organisational goals as they were party to its setting. On the other hand, the negative approach to leadership rests on the provisions of penalties or punishments. On the basis of how leaders use their power, leadership styles can be classified into three broad categories: An autocratic leader exercises complete control over the subordinates. However, the contribution of the manager is almost nil. This style is suitable to certain situations where the manager can leave a choice to his group. 6. The leadership style, on the basis of motivation, is put into two categories – (i) Positive approach to leadership, and (ii) Negative approach to leadership. Democratic — forges consensus (to be used to build agreement and get positive contributions). Use of Authority 2. Participative leader also called as democratic leader invites inputs from the subordinates on company issues before taking any decision. A paternalistic leader is like a father figure to the subordinates. ii. iv. His decisions are not unilateral because they arise from consultation and participation by the followers. Such a leader believes in maintaining a formal authority relationships, strictly following one-way communication and has least trust and confidence in his subordinates. There are three major elements of delegation of authority. Management by delegation helps use the power of delegation as a tool for achieving better results and helping people improve their skillset. 4. Produce-perish Leadership Style – It refers to the style of the leader who uses control and domination on his/her subordinates. Delegating tasks in order to implement the new procedure (delegative). He generally praises subordinates for their good work. Likert’s four systems of management in terms of leadership styles may be referred to as exploitative autocratic (system 1), benevolent autocratic (system 2), and participative (system 3). Role of leader – Team spirit maintained. Communication – Two way communication. 3. (iv) It develops positive attitudes and reduces resistance to change. ii. Least intervention of leader increases morale and job satisfaction of employees. Preference for Deeding with External Customers: One of the reasons why entrepreneurs and intrapreneurs have difficulty with bureaucracy is that they focus their energies on products, services, and customers, rather than on employees. ii. i. Autocratic, Consultive and Participative Leaders: Consultive leaders approach one or more employees and ask them for inputs prior to make a decision. Multinational corporations not only bring technology with them but also bring work culture which is conducive for application of modern approach of management. When a leader prefers to be dominant in decision-making and there is little room for error in final accomplishment, autocratic leadership may enhance morale and improve productivity. It is a type of leadership where everything is influenced by rules, regulations and procedures. c. Who has the information – leader, employees, or both? 2. This style is normally used when leader has part of the information, and employees have other parts. (i) Autocratic style leads to frustration, low morale and conflict among subordinates. Process 5. It provides necessary motivation to the workers by ensuring their participation and acceptance of work methods. How to Start Delegating Tasks Effectively (Step-by-Step Guide), The Ultimate Guide to Prioritizing Your Work And Life, 50 Ways to Increase Productivity and Achieve More in Less Time, Giving up Is Not an Option! There are Indian organisations and foreign owned organisations which are professionally managed. He sees to it that policy is worked out in group discussions and with the acceptance of the group. Unlike an autocratic manager who controls through the official authority, a participative manager exercises control mostly by using forces within the group. The employees are not encouraged to take initiatives. Autocratic or Authoritarian Leadership: 2. All the articles you read in this site are contributed by users like you, with a single vision to liberate knowledge. Scope of working independently and hence growing with maturity in process. In addition, such leaders remain indifferent towards the employees and organization. vi. The following sections briefly explain the different styles of leadership: Authority style refers to a leadership style in which leaders use authority to get the tasks done from their subordinates. c. There is more dependence and less individuality in the organization. (ii) It cultivates the decision-making ability of subordinates. Adequate performance through the balance of work requirements and the maintenance of satisfactory morale. Team Leadership Style – It refers to the style in which leaders focus on both the needs of subordinates and production. For when you’re short on time but the task at hand is highly important, intervention is the way to go. There is a free flow of communication, rather more often an upward communication is observed. The common methods adopted are democratic functioning, supervision, production, committees, suggestion programmes, and multiple-management. He expects compliance. Asking for their ideas and input on creating a new procedure (participative). Line Authority: Every organisation exists to achieve specific goals. May give adverse results if subordinates are not fully committed and capable. Which of the following men’s writings are associated with bureaucracy?. Managerial styles are determined by a number of factors such as- superiors, subordinates and situations, so it may be unrealistic to expect a uniform leadership style. Participation is defined as the mental and emotional involvement of a person in a group situation that encourages him to contribute to and share responsibility in group goals. He keeps the followers informed about matters affecting them. A consultative or democratic leader takes decisions in consultation and participation with the subordinates. Specifically, they have the ability to identify a problem and arrive at a solution. The leader provides help only when required by his subordinates otherwise he does not interfere in their work. He makes all-out efforts to provide better working conditions to his subordinates and remains cautious about the subordinates’ problems and tries to solve the problems, if any, on the job itself. What should be Delegated 4. Communication – One way communication, downward only. Rewards include both monetary and non-monetary incentives. ii. (i) Level of motivation of employees is high. a. (iv) Willing acceptance of rules, regulations, and procedures by employees. This style is used when the leader tells his employees what he wants and how he wants it done, without getting the advice of his followers. ii. Consideration (employee orientation) – Leaders are concerned about human needs of their employees. This is how delegation of authority becomes an important tool in organization function. If leaders have the time and want to gain commitment and motivation from the employees, they should use the participative style. 6. There is a difference in ways leaders approach their employees. Before publishing your Article on this site, please read the following pages: 1. This style is used when employees are able to analyze the situation and determine what needs to be done and how to do it. Only you can do. As a result, development of future leaders in the organization is hindered. 2. (iii) Full potential of subordinates and their creative ideas are not utilised. Delegation of authority is an important managerial practice of getting things done through others by sharing authority with them. PreserveArticles.com is a free service that lets you to preserve your original articles for eternity. In this style of leadership, leader allows the employees to make decisions. Informal delegation does not arise due to position but according to circumstances. (ii) When subordinates are not well qualified and are inexperienced. Need a Breakthrough from the Limitations Holding you Back? There are normally three styles of leadership: Good leaders use all the three styles of leadership, though, however, only one of them dominates at a point of time. In particular, subordinates who depend upon the boss and do not want to take any initiative. These days autocratic style is becoming less desirable as employees are becoming more educated and well-organised. There are three types of leaders based on authority, which are as follows: i. Autocratic Leadership Style – It involves the leaders who believe in power. Under this style, the leader induces the people to hard work on the basis of fear, threats, etc. (d) The leadership induces confidence, cooperation and loyalty among the employees. In this type of leadership, ample freedom of opinion is given to subordinates and two-way communication is encouraged. Suitability – This style of leadership is suitable under following situations: (i) When leader wants participation of subordinates in decision making. Most leaders do not strictly use one style or another but are somewhere on a continuum ranging from extremely positive to extremely negative. (ii) Subordinates tend to shirk responsibility and initiative. Each style points out the relative contents of concern for production or people and implies that the most desirable leader behaviour is 9.9 (maximum concern for production and people). Coercive — demands compliance (to be used in crisis or with problem people). 5. This type of delegation is part of the normal functioning of the organization. There are three categories of autocratic leaders: The leader follows autocratic styles in a very strict sense. (ii) Leader helps only when requested for. The method of influencing the subordinate’s behaviour is through negative motivation, that is, by criticizing subordinates, imposing penalty, etc. power to take decisions, in order to accomplish the assignments on the manager’s behalf. In fact, he delegates his authority completely to his subordinates. Allow employee to speak for the others involved. If the approach. Many companies, both small and big, use it to get tasks done. The main advantages of the autocratic technique are as follows: a. Over dependence on rules and procedures brings red tapism in the working. A Laissez fair leader gives full freedom to his followers to act. But he has to secure performance from them. Negative motivation includes imposing penalty, criticizing subordinates and so on. This is also known as laissez faire style of leadership which means non-interference in the affairs of others. These types of leaders believe in sharing ideas with their subordinates.

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