LEADERSHIP AND ITS STYLES:

The successful organization has one major common attribute

that sets them apart from unsuccessful organization: Dynamic
and effective leadership. Leadership is a learned behavior.
Rarely is one born with the ability to lead. Even charisma is
learned. Though many may dream of a leadership role, it is
often dismissed as "impossible." We often think of leaders as a
single personality type, "born to lead." But in reality all that
leaders have in common are the initiative and the desire. There
is no one leadership personality. Leaders are forged from all
types. Leadership is the ability to get people to follow.
Leadership is more than getting people to do what is asked. A
good leader motivates people to want to do what is asked. A
leader must provide a clear vision, a direction. They must
know where they are going and why. They must communicate
that vision clearly and with a passion. The passion and logic of
the vision must motivate the followers to make the vision their
own. The significance of leadership also stems from the nature
of human membership in the organizational settings. Keith
Davis defines leadership as “ability to persuade others to seek
defined objectives enthusiastically. It is the human factor that
binds people together and motives them towards goals.”
Leadership is one form of dominance, in which the followers
more or less willingly accept direction and control by another
person. Leadership is practiced by leadership style. Which is
the total pattern of leaders’ it represents their philosophy,
skills, and attitude. Leadership style is the manner and
approach of providing direction, implementing plans, and
motivating people.
There are three different styles of leadership:

1. Authoritarian (autocratic),
2. Participative (democratic),
 3. Delegative (free reign) Although most leaders use all
three styles, one of them becomes the dominate one.
Authoritarian (autocratic)

This type is used when the leader tells her employees what she
wants done and how she wants it done, without getting the
advice of her people. Some of the appropriate conditions to use
it,when you have all the information to solve the problem, you
are short on time, and your employees are well motivated.
Some people think that this style includes yelling, using
demeaning language, and leading by threats and abuse of
power. This is not the authoritarian style...it is an abusive,
unprofessional style of leadership. However, if you have the
time and you want to gain more commitment and motivation
from your employee, then you should use the participative
style. Participative (democratic)
This type of style involves the leader including one or more
employees in on the decision making process (determining
what to do and how to do it). However, the leader maintains
the final decision making authority. Using this style is not a
sign of weakness; it is a sign of strength that your employees
will respect. This is normally used when you have some of the
information, and your employees have some of the
information. This allows them to become part of the team and
allows you to make a better decision. Delegative (free reign)
In this style, the leader allows the employees to make the
decision. However, the leader is still responsible for the
decisions that are made. This is used when employees are able
to analyze the situation and determine what needs to be done
and how to do it. You cannot do everything! You must set
priorities and delegate certain tasks
(e)PATH GOAL THEORY OF LEADERSHIP:
The Path-Goal Theory of Leadership was developed to
describe the way that leaders encourage and support their
followers in achieving the goals they have been set by making
the path that they should take clear and easy. The Path-Goal
Theory has a contingency perspective. But it is different from
Fiedler's Contingent Theory in its focus. The Path-Goal
Theory focuses on the situation and leader behavior rather
than leader personality traits. The Path-Goal Theory also
depends on situational factors. Believes that a leader can
change a subordinate's expectancy by clarifying the paths
between the subordinate's action and the outcome, which is the
goal the employee wants to achieve. Whether leader behavior
can do so effectively. In particular, leaders:

• Clarify the path so subordinates know which way to go.

• Remove roadblocks that are stopping them going there.
• Increasing the rewards along the route.

Leaders can take a strong or limited approach in these. In

clarifying the path, they may be directive or give vague hints.
In removing roadblocks, they may scour the path or help the
follower move the bigger blocks. In increasing rewards, they
may give occasional encouragement or pave the way with gold.
This variation in approach will depend on the situation,
including the follower's capability and motivation, as well as
the difficulty of the job and other contextual factors. House
and Mitchell (1974) describe four styles of leadership:
Supportive leadership
Considering the needs of the follower, showing concern for
their welfare and creating a friendly working environment.
This includes increasing the follower's self-esteem and making
the job more interesting. This approach is best when the work
is stressful, boring or hazardous. Directive leadership Telling
followers what needs to be done and giving appropriate
guidance along the way? This includes giving them schedules
of specific work to be done at specific times. Rewards may also
be increased as needed and role ambiguity decreased (by
telling them what they should be doing). This may be used
when the task is unstructured and complex and the follower is
inexperienced. This increases the follower's sense of security
and control and hence is appropriate to the situation.
Participative Leadership: Consulting with followers and taking
their ideas into account when making decisions and taking
particular actions. This approach is best when the followers
are expert and their advice is both needed and they expect to
be able to give it. Achievement-oriented leadership
Setting challenging goals, both in work and in self-
improvement (and often together). High standards are
demonstrated and expected. The leader shows faith in the
capabilities of the follower to succeed. This approach is best
when the task is complex Supportive behavior increases
satisfaction by the group, especially in stressful situations,
while directive behavior is suited to uncertain and ambiguous
situations. It is also proposed that leaders who have influence
upon their superiors can increase group satisfaction and
performance.