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How to Apply Motivational Theories in the Workplace

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Motivational theories attempt to explain what motivates people to behave the way they do. Motivational theories can be applied to workplace settings to shed light into why some employees work harder or are more committed than others, which can lead managers to understand how to motivate each employee to perform at ...

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Factors that affect which leadership style you use

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Factors that affect which leadership style you use

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No two leaders perform in exactly the same way, as each leader tends to develop her own individual style. A number of factors may influence the style a leader uses. Some of the factors may develop naturally, while others are a product of the leader's environment. Some leaders may even need to adjust their leadership style to adapt to a changing culture.

Personality Traits

A leadership style may become an extension of a leader's personality. If an individual is outgoing and assertive, he may prefer to communicate directly with subordinates through face-to-face interaction or confrontation, either on a group or individual basis. If he is more reserved, he might choose to lead by example or rely on written communication. Rather than addressing a group as a whole, the reserved leader is probably more comfortable meeting with subordinates on a one-on-one basis to provide individual direction.

Level of Control

The level to which a leader wishes to maintain control also influences leadership style. Some leaders want to be involved in all aspects of day-to-day operations and decision-making processes, which requires the need for micromanaging. Others may be more trusting of their subordinates or may not want the heavy burden of making all decisions, so they tend to take a more hands-off approach by delegating responsibility. Leaders who choose to delegate may need to create an additional layer of management.

Organizational Structure

An organization's structure and operating methods may dictate the type of leadership style that managers must adopt. Some organizations place heavy emphasis on encouraging contributions or ideas from their members, requiring an open style of leadership where members have a large say in determining their own roles and functions. Other organizations operate with more of a "my way or the highway" mentality, where leaders dictate direction and deviation or innovation is frowned upon.

Experience

A leader's level of experience, both as a leader and with a particular organization can have an impact on his style. Someone who is new to a leadership role may be more inclined to lead "by the book" to avoid potential mistakes, while a more experienced leader will often feel more confident in following his own interpretation of rules and regulations. A leader who has been part of an organization for many years will likely have a better understanding of the organization's nuances than a new member, so she may be more comfortable when making decisions.

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No two leaders perform in exactly the same way, as each leader tends to develop her own individual style. A number of factors may influence the style a leader uses. Some of the factors may develop naturally, while others are a product of the leader's environment.

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Leadership styles are essentially about:

The way that the functions of leadership are carried out

The way that a leader behaves

There has been substantial research into the types and effectiveness of various leadership styles, with the four most common generally accepted to be:

The key features of each of these leadership styles can be summarised as follows:
Authoritarian

Autocratic leaders hold onto as much power and decision-making as possible

Focus of power is with the manager

Communication is top-down & one-way

Formal systems of command & control

Minimal consultation

Use of rewards & penalties

Very little delegation

McGregor Theory X approach

Most likely to be used when subordinates are unskilled, not trusted and their ideas are not valued

Paternalistic

Leader decides what is best for employees

Links with Mayo - addressing employee needs

Akin to a parent/child relationship - where the leader is seen as a "father-figure"

Still little delegation

A softer form of authoritarian leadership, which often results in better employee motivation and lower staff turnover

Typical paternalistic leader explains the specific reason as to why he has taken certain actions

Democratic

Focus of power is more with the group as a whole

Leadership functions are shared within the group

Employees have greater involvement in decision-making - but potentially this slows-down decision-making

Emphasis on delegation and consultation - but the leader still has the final say

Perhaps the most popular leadership style because of the positive emotional connotations of acting democratically

A potential trade-off between speed of decision-making and better motivation and morale?

Likely to be most effective when used with skilled, free-thinking and experienced subordinates

Laissez-faire

Laissez-faire means to "leave alone"

Leader has little input into day-to-day decision-making

Conscious decision to delegate power

Managers / employees have freedom to do what they think is best

Often criticised for resulting in poor role definition for managers

Effective when staff are ready and willing to take on responsibility, they are motivated, and can be trusted to do their jobs

Importantly, laissez-faire is not the same as abdication

As a generalisation, in most business sectors there has been a gradual shift away from autocratic leadership. Possible reasons for this include:

Changes in society's values

Better educated workforce

Focus on need for soft HR skills

Changing workplace organisation

Greater workplace legislation

Pressure for greater employee involvement

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Leadership styles are essentially about: The way that the functions of leadership are carried out The way that a leader behaves There has been substantial research into the types and effectiveness of various leadership styles, with the four most common generally accepted to be: The key features of each of