Most employees display high levels of job satisfaction when they notice their suggestions and/or recommendations are taken seriously and in some instances implemented within the organization. Additionally, this leadership style can help managers identify employees with the potential to one day assume a leadership in the organization. While participative leadership has its strengths, it also has it weaknesses. One weakness is the slow pace of decision making.
Since there may be several employees involved in the decision making process, the process is likely to slow down since all involved want to get their opinion heard. The key strengths of directive leadership style include role clarity for the employee. Role clarity provides the employee a clear understanding of his role in the organization, assigned tasks including the process and the standard to which tasks are to be accomplished, as well as the employee’s relationship with the manager.
Role clarity helps ensure the employee is successful in accomplishing assigned tasks. Another strength of directive leadership is employee satisfaction. Having clear directions, coupled with role clarity , increases the employee’s satisfaction with the work he does. Though directive leadership style can prove effective for some organization and leaders, it has weaknesses. One key weakness is this leadership style may result in employees may find it frustrating being consistently told how to perform their task.
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Additionally, they may feel as if their creativity and initiative are being suppressed by the manager. Further, since this particular leadership style does not include involve employees in the organization’s decisions making process, they are likely to feel that they are not valued by the organization. The key strengths of the supportive leadership style are that it helps to build and maintain effective interpersonal relationships because managers, using this leadership style, are considerate and friendly toward their employees.
As a result, the manager is likely to gain and maintain the loyalty of the employees. Additionally, supportive managers, tend to build relationships with employees, create relationships build on trust. Further, employees will feel liked, appreciated, and valued. Also, in a group setting, supportive leadership, helps build cohesion and keep the group together. The primary strength of supportive leadership style is that it helps to build and sustain positive, supportive relationships where employees are more likely to also support the leader and his goals.
The strengths of supportive leadership plays a significant in the organization because they help increase employees’ feelings of being valued by organization leaders resulting in increased productivity, reduction in employees’ stress levels, and increasing their self-confidence. Additionally, employees are allowed to explore their creativity and talents while developing their leadership skills where they may one day serve as a leader within the organization.
On the other hand, the organization benefits in that there are lower employee turnover, lateness, and grievance rates. Though supportive leadership style has its strengths, it also has weaknesses. This leadership style may prevent some employees from exploring their creativity and reaching their fully potential when or if they lose the manager’s support. Additionally, the leader may get overly involved in building relationships with the employees and result in him losing his identity as the leader and viewed as a team leader rather than a supervisor or manager.
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