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The types of relationships you are able to forge with your employees plays a substantial role in how they behave. To encourage a productive and positive work environment, you as the leader of the company must pay attention to how your own style affects your day-to-day-operations and make adjustments when necessary.
Readiness Your relationships with your workers can work to either help or hinder their productivity.
To develop the kind of leadership style that promotes a healthy, high-functioning workplace, you need to assess the readiness of your employees. A friendly approach that assumes employees are capable of doing the work you expect might backfire if your team is not prepared for the assigned tasks.
Pulling away and becoming more of a director with an arms-length relationship with your workers may prove more productive because it places you in the role of trainer rather than friend. On the other hand, highly competent employees may balk at a boss who only dictates and might respond better if you are friendlier and more respectful of their input.
Attachment To enhance their security and perceived survival in the workplace, workers often attach themselves to a leader they believe will protect their interests. This is human nature, according to Peter D.
Harms, business professor at the University of Nebraska. When you see this behavior, you can encourage it by giving those employees the attention they crave. To gain your attention as the perceived protector, employees will try to get close to you by adapting characteristics and work habits they think will place them your good graces.
Being extremely productive or becoming the best salesperson on staff for example may garner your attention if you are perceived as placing a high value on those traits.
Negative behavior such as snitching on fellow workers could produce the same protective status in the minds of employees seeking your approval if they perceive you as open to gossip. Flexible Flexible leaders find ways to connect and communicate with employees in the style most likely to achieve the desired results.
Workers who need to have directions explained in detail for example, respond well to exact instructions, while your creative staff members may provide you with more satisfactory results if you share your vision.
By recognizing individual behavioral styles, you can place employees in teams where they will receive the support and encouragement they need or projects designed for detail-oriented employees who prefer to focus and are distracted by their peers.
Supportive While recognizing the various personalities among your workforce can help you design a leadership style to garner the most productive results, you can empower and promote their most productive behaviors by adapting a coaching leadership style.
As a coach or mentor, you develop a relationship based on supporting the efforts of your staff and suggesting solutions to overcome deficits in their work. A supportive leadership style is not harsh and judgmental and does not expect every worker to behave alike.
Instead, you can draw on those positive qualities your staff brings and provide challenges designed to take advantage of those strengths and then go over the results on an individual basis.Mentorship is a relationship in which a more experienced or more knowledgeable person helps to guide a less experienced or less knowledgeable person.
The mentor may be older or younger than the person being mentored, but he or she must have a certain area of expertise. It is a learning and development partnership between someone with vast experience and someone who wants to learn.
LEADE RSH I P STYLES Theory X and Theory Y In a classic study, McGregor discussed two leadership styles, Theory X and Theory Y, which are appropriate.
The difference between managers and leaders, he wrote, lies in the conceptions they hold, deep in their psyches, of chaos and order. managerial leadership unfortunately does not necessarily. Leadership and management are the terms that are often considered synonymous. It is essential to understand that leadership is an essential part of effective management. As a crucial component of management, remarkable leadership behaviour stresses upon building an environment in which each and every employee develops and excels. Readiness. Your relationships with your workers can work to either help or hinder their productivity. To develop the kind of leadership style that promotes a healthy, high-functioning workplace, you need to assess the readiness of your employees.
authoritarian management, and formal structure and appears to have spawned leadership theories where leadership was a product of the emerging effect of leader and follower interaction, differentiated roles, and compliance-induction. May 14, · This study explores the relationship between organizational culture and leadership behavior.
Berson & Linton [ 15 ] discovered that within the research & development (R&D) and administrative environments, leadership behavior of a manager is closely related to work satisfaction of the employees. Readiness. Your relationships with your workers can work to either help or hinder their productivity.
To develop the kind of leadership style that promotes a healthy, high-functioning workplace, you need to assess the readiness of your employees.
Jun 16, · Opinions expressed by Forbes Contributors are their own. I write about leadership development and building strengths. Humans are hard wired to .