BA 421 Week 2 Assignment Five Leader Decision Styles

Five Leader Decision Styles






Five Leader Decision Styles

Decision styles are a manner in which leaders use to sort outtheir leadership views and select their preferred leadership style. Leaders usually make a decision on the leadership style they want to use mostly based on how they feel about themselves, their patience, obsession with power and control, their trust in the people they are leading and the skills or the group or people. However, the leadership style the leader uses usually influences the performance of the group members or the people they are leading. The leadership style is usually acquired through the behavioural patterns of the leader in the group depending on success or failure.

According to (Williams, 2013), a leadership style is usually not defined by the leader or what the leader perceives to be using but defined by the group of members or people they are leading. Leadership styles also are chosen depending on a certain situation. An instance is where there is an emergency; the leader will have to make a decision on what the group or people he or she is leading should use. The group of members or followers also give a reaction to the leadership style they are using.

A leader of a certain group usually makes a decision on which style they would use depending on the expectations of the people in the group. The leader will be able to narrow down on the goals, expectations and perceptions of the group before deciding on which style he or she can use. In such a situation, a leader will have a hard time changing the views or expectations of the people without involving them and compromising so that their views and those of the leader can be met. However, the leader has to be patient when they want to incorporate their ideas because the group or people they are leading are used to doing things their own way and might never want to change.(Hackman & Johnson, 2013)

Another way leaders should choose their leadership style is based on the expectations, needs and goals of an organization. A leader has to always put the organization’s goals first before choosing a leadership style. This is because the leadership style and the organization’s goals has to be aligned. A leader can also use several styles in order to lead or cater for other needs in the organization. These other leadership styles should however not drift away from the actual needs of the organization.

There are five leadership styles. One of them is autocratic leadership. This consists of a leader who has all the power, and authority when it comes to making decisions. This kind of a leader does not seek help from his or her staff neither does he or she allows the staff to participate in giving inputs on leadership. As shared by (Williams,2013), the staffis required to respect and follow what the leaders expect of them without questioning their authority. The staff however is rewarded with either punishment or reward. When the staff does a good job the are rewarded but when they fail they receive punishments.

Despite the fact that this style puts pressure on their staff by using threats and punishments, it is not a bad leadership style. It is usually effective when an organization has employed new staff who are new in the job and do not know of what they are expected to do. Work is usually supervised with orders and instructions thus effective results. The staff also does not subject to any other leadership style. This leadership style is also effective when there is a very limited time in making decisions, when a staff tries to challenge the authority of a leader and when work has to be matched with other departments in an organization.

According to (Hackman & Johnson, 2013), autocratic style should not be used when the staff have become nervous, fearful or resentful. In this scenario, the staff usually have expectations thus they need to be heard. It should also not be used when the staff are always waiting for the leader to make decisions. When the staff has low morale in doing their work or when most of them have quit or resigned, then it shouldn’t be used. When the staff are absent or there are high turnover then it also shouldn’t be used.

Bureaucratic leadership is however about following up authority laid down in the book. This is usually about following up on policy or procedures set out to lead and people to follow. If the policy or procedures are not followed then they are referee to the next high level in command.(Daft, 2014) shares that this leadership style is usually used when the staff is performing tasks that area routine and on constant basis. It is also used when the staff are required to understand and follow up on certain procedure or protocols.Bureaucratic leadership style is also useful when safety and security training is on transit or the staff are working on tasks that deal with handling money.

Democracy is another leadership style which is also called the participative style. This kind of leadership style supports that the staff take part when it comes to making decision. It is a kind of leadership that involves the staff in everything they do that would have an impact in their work so that they can be able to participate in solving problems or making decisions. The leader however has the responsibility to make the final choice after gathering information from his or her staff before making decisions. He or she allows the staff to participate in establishing goals as well as giving them support for the to grow and get promotions. The leader also acknowledges achievement.

This leadership style is considered to be less appropriate by leaders. It usually requires a staff with experience and are skilled when it comes to making important decisions. However it is used when the staff has to stay informed on matters that affect them or when their opinions are required when it comes to making decision. Democratic style is also used when there are opportunities meant for the staff to empower them work wise or their personal growth. As shared by (Hackman & Johnson, 2013), it is not effective when it threatens the leader or when the safety of the staff is compromised.

Laissez-Faire is another leadership style where the leader has no much authority because he or she allocates freedom to his or her staff. The staff are thus responsible for determining goals, resolving issues and making decisions. It is used when the staff has experience, skilled and are learned. The staff should also prove to be trusted, proud of the work they do and have the frisson to do it successfully. It is also used when an outside staff of experts can be used in the group or organization.Laissez-Faire leadership style should not be used when insecurities are felt by the staff membersin the absence of the leader or when the leader cannot appreciate the work of the staff members.

The fifth leadership style is the transformation leadership. This is a leadership style that develops a context that supports the functionality and strength of the organization. It eases the level of transformation and aligns them with the important values and purpose. It is meant to make changes happen in oneself, groups, organizations or others. It is used when the organization requires changes to be done.(Hackman & Johnson, 2013)


Williams, C. (2013). Principles of management. South-Western Cengage Learning.

Hackman, M. Z., & Johnson, C. E. (2013). Leadership: A communication perspective.

Waveland Press.

Daft, R. L. (2014). The leadership experience. Cengage Learning.

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