Self Efficacy and Effectiveness of Leadership Styles

Question: Discuss about the Self Efficacy and Effectiveness of Leadership Styles. Answer: Introduction: The present research report highlights three different management styles used by the managers. It also includes suggestions to improve their effectiveness in the organization. John believes himself as the best sales person in the industry and he wants the employees to follow him. He has little time to understand the problems and concerns of the workers. John has been following PACESETTING style of management. The main objective of this management style is to complete tasks with high standards of excellence (6 Management Styles, 2014). Managers takes many tasks and responsibility oh himself and expects others to follow him. It can motivate the employees as the manger sets high standards and allow the employees to become self dependent. It is an effective style of management when the employees are also experts in their fields. They require less support or direction from the manager. But John has to make sure that he does not implement this strategy where the employees need assistance and coaching. He has been successful as a sales person but as a branch manager his role is different. Michelle works as a team and she allow the employees to take part in the decision making of the company. She has been following PARTICIPATIVE style of management. Her main objective is to build consensus among the employees. This style is very effective when there is steady and friendly working environment (Hussain and Hassan, 2016.). It is also important for the staff member to work together and it requires experience staff members. Michelle has to set certain boundaries and she should not decentralized all the tasks. She has been able to develop coordination among the employees but still she has to witness hostile reactions from couple of staff members. Employees fell empowered but they also get anxious due to slow progress as compared with other groups. Michelle has to make sure that there is close supervision and the employees takes responsibilities (Girma, 2016). She can give rewards to the employees for their team effort and understanding. Maria provides clear directions to the employees and she expects them to follow the instructions. She has been using the DIRECTIVE style of management in the organization. The main objective of this style of management is to maintain control over the employees (Safi and Kolahi, 2016). Staff members are expected to work extra without any additional pay. It has increased absenteeism and dissatisfaction among the employees. Directive style can give rise to frustration and disengagement. The team loses confidence in the leader which affects the performance of the company. Maria should change her management style as it has created many problems in the organization. There is little scope of learning and the staff remains underdeveloped. Directive style is effective when there is any crisis situation. It will be better for Maria to use COACHING style of management. She can demonstrate and teach the employees which will help them to grow. The above case study depicts three managers and their management styles. It is essential for all of them to understand the consequences and effects on the workforce and change their leadership style accordingly. References Safi, M.H. and Kolahi, A.A., 2016. The Relationship between Job Satisfaction with Burnout and Conflict Management Styles in Employees. Community Health. 2(4). pp.266-274. Girma, S., 2016. The relationship between leadership style, job satisfaction and culture of the organization. IJAR. 2(4). pp.35-45. Hussain, M. and Hassan, H., 2016. Leaders Self-Efficacy and Effectiveness of Leadership Styles. Abasyn University Journal of Social Sciences. 9(1). 6 Management Styles. 2014. [Online]. Available through: https://www.huffingtonpost.com/rosalind-cardinal/6-management-styles-and-when-to-use-them_b_6446960.html? [Accessed on 15th March 2017]