Different Types of Leaders and the Type of Leader That Would Best Suit an Organization with Narrow Span

of Control

ADAMSON INSTITUTE OF BUSINESS ADMINISTRATION & TECHNOLOGY

Affiliatated with Karachi University

FORMAL REPORT
Submitted To:
Department Of Business Administration (University Of Karachi)

Submitted By: ASRAR AFZAL BS. IV Enrolment # BAC/AIBA/3487/2007 Seat # A10731010

Table of Contents
TOPIC NAME PAGE #

Introduction5 Types of leaders7 Autocratic Leader8 Bureaucratic Leader10 Democratic Leader12 Laissez-faire Leader 15 Which type would best suit an organization................................. ....................17 Conclusion ...19

ACKNOWLEDGMENTS
First and foremost I would like to thanks ALMIGHTY ALLAH who has blessed me with necessary skills, abilities, knowledge and thoughts which aided me in the formulation and compilation of this report from the beginning till the end. I would also thank to my teacher without of his guidance the preparation of this report havent be possible.

LETTER OF TRANSMITTAL
Department of Business Administration, University of Karachi, Karachi,

To whom it may concern

Dear Madam/Sir,
Presented here is the report on Different types of Leaders and the type of Leader that would Best Suit an Organization with Narrow Span of Control as a part of the requirements of the course Business Communication-II in the program of BS 4. This report follows the guidelines given in the course outline provided by Karachi University. It has been reviewed and duly approved by our course instructor. It is hoped that this work will fulfilled your expectations and requirements sufficiently,

With reiterated thanks Yours obediently Asrar Afzal

INTRODUCTION
What is a Leader? A leader is a person who guides others toward a common goal, showing the way by example, and creating an environment in which other team members feel actively involved in the entire process. A leader is not the boss of the team but, instead, the person that is committed to carrying out the mission of the Venture. A leader is a person who has a vision, a drive and a commitment to achieve that vision, and the skills to make it happen. The Leader's Vision A leader has a vision. Leaders see a problem that needs to be fixed or a goal that needs to be achieved. It may be something that no one else sees or simply something that no one else wants to tackle. Whatever it is, it is the focus of the leaders attention and they attack it with a singleminded determination Drive To See It Through It is not enough to just have a vision. Lots of people see things that should be done, things that should be fixed, great step forward that could be taken. What makes

leaders different is that they act. They take the steps to achieve their vision. Traits Of A Leader There are as many traits of a leader as there are lists of what makes a leader. Here are the fundamental traits of a leader from my perspective: Has integrity. People have to believe that you are pursuing your dream because it's the right thing to do, not just because you are ego driven. Is a people person. Understands the differences that make people unique and is able to use those individual skills to achieve the goal. Is positive. A leader encourages and rewards people and makes you want to do it and do it right. A leader is not a negative person and doesn't waste time and effort telling everyone what they're doing wrong.

Skills of a Leader Beyond the personal traits of a leader, there are specific skills someone must master if they want to be a leader. Effective communication - it's more than just being able to speak and write. A leader's communication must move people to work toward the goal the leader has chosen. Motivation - a leader has to be able to motivate everyone to contribute. Each of us has different "buttons". A leader knows how to push

the right buttons on everyone to make them really want to do their best to achieve the leader's goal. Planning - the leader has a plan to achieve the goal. He/she doesn't get too bogged down in the details, that are what managers are for, but rather uses a high level plan to keep everyone moving together toward the goal.

Types of Leaders
Four of the most basic leaders types are:

Autocratic Bureaucratic Laissez-faire Democratic

Autocratic Leader
This is often considered the classical approach. It is one in which the leader retains as much power and decisionmaking authority as possible. The manager does not consult employees, nor are they allowed to give any input. Employees are expected to obey orders without receiving any explanations. The motivation environment

is produced by creating a structured set of rewards and punishments. This leadership style has been greatly criticized during the past 30 years. Some studies say that organizations with many autocratic leaders have higher turnover and absenteeism than other organizations. Certainly Gen X employees have proven to be highly resistant to this leadership style. These studies say that autocratic leaders: Rely on threats and punishment to influence employees

Do not trust employees Do not allow for employee input

Yet, autocratic leadership is not all bad. Sometimes it is the most effective style to use. These situations can include: New, untrained employees who do not know which tasks to perform or which procedures to follow

Effective supervision can be provided only through detailed orders and instructions

Employees do not respond to any other leadership style

There are high-volume production needs on a daily basis

There is limited time in which to make a decision

A leaders power is challenged by an employee The area was poorly managed

Work needs to be coordinated with another department or organization

The autocratic leadership style should not be used when: Employees become tense, fearful, or resentful

Employees expect to have their opinions heard

Employees begin depending on their leader to make all their decisions

There is low employee morale, high turnover and absenteeism and work stoppage

Bureaucratic Leader
Bureaucratic leadership is where the leader manages by the book everything must be done according to procedure or policy. If it isnt covered by the book, the leader refers to the next level above him or her. This leader is really more of a police officer than a leader. He or she enforces the rules. This style can be effective when: Employees are performing routine tasks over and over.

Employees need to understand certain standards or procedures.

Employees are working with dangerous or delicate equipment that requires a definite set of procedures to operate.

Safety or security training is being conducted.

Employees are performing tasks that require handling cash.

This style is ineffective when: Work habits form that is hard to break, especially if they are no longer useful.

Employees lose their interest in their jobs and in their fellow workers.

Employees do only what is expected of them and no more.

Democratic Leader
The democratic leadership style is also called the participative style as it encourages employees to be a part of the decision making. The democratic leader keeps his

or her employees informed about everything that affects their work and shares decision making and problem solving responsibilities. This style requires the leader to be a coach who has the final say, but gathers information from staff members before making a decision. Democratic leadership can produce high quality and high quantity work for long periods of time. Many employees like the trust they receive and respond with cooperation, team spirit, and high morale. Typically the democratic leader: Develops plans to help employees evaluate their own performance

Allows employees to establish goals Encourages employees to grow on the job and be promoted

Recognizes and encourages achievement.

Like the other styles, the democratic style is not always appropriate. It is most successful when used with highly skilled or experienced employees or when implementing operational changes or resolving individual or group problems. The democratic leadership style is most effective when:

The leader wants to keep employees informed about matters that affect them.

The leader wants employees to share in decision-making and problem-solving duties.

The leader wants to provide opportunities for employees to develop a high sense of personal growth and job satisfaction.

There is a large or complex problem that requires lots of input to solve. Changes must be made or problems solved that affect employees or groups of employees.

You want to encourage team building and participation.

Democratic leadership should not be used when: There is not enough time to get everyones input.

Its easier and more cost-effective for the manager to make the decision.

The business cant afford mistakes.

The manager feels threatened by this type of leadership.

Employee safety is a critical concern.

Laissez-Faire Leader
The laissez-faire leadership style is also known as the hands-off style. It is one in which the leader provides little or no direction and gives employees as much freedom as possible. All authority or power is given to the employees and they must determine goals, make decisions, and resolve problems on their own. This is an effective style to use when: Employees are highly skilled, experienced, and educated.

Employees have pride in their work and the drive to do it successfully on their own.

Outside experts, such as staff specialists or consultants are being used

Employees are trustworthy and experienced.

This style should not be used when: It makes employees feel insecure at the unavailability of a leader.

The leader cannot provide regular feedback to let employees know how well they are doing.

Leaders are unable to thank employees for their good work.

The leader doesnt understand his or her responsibilities and is hoping the employees can cover for him or her.

Which Type of Leader would Best Suit an Organization with Narrow Span of

Control?
Important factors to determine that which type would best Suit Commitment - are people ready, motivated and willing to accomplish goals?
1.

Competence and clarity of direction: do people know what to do and how to do it?
2.

Cooperation and cohesiveness: can team effectively work together, make decisions and avoid conflicts?
3.

Resources and support: does team have necessary tools, money, people, etc? Do they face serious barriers and require support?
4.

External coordination: does team need to collaborate with

5.

Other groups? Leader - last, but not least: does leader have necessary authority, knowledge and experience?
6.

Some of the advantages of narrow span of control: A narrow span of control allows a leader to communicate quickly with the employees under them and control them more easily

Feedback of ideas from the workers will be more effective

It requires a higher level of leadership skill to control a greater number of employees, so there is less leadership skill required

While the proper leadership style depends on the situation, there are three other factors that also influence which leadership style to use. The Leaders personal background. What personality, knowledge, values, ethics, and experiences does the Leader have? What does he or she think will work?
1.

The employees being supervised. Employees are individuals with different personalities and backgrounds. The leadership style leader use will vary depending upon the individual employee and what he or she will respond best to.
2.

The company. The traditions, values, philosophy, and concerns of the company will influence how a leader acts.
3.

CONCLUSION
The RIGHT Leadership Style...? Many experts believe there is no one right leadership type or style. While this is partly true, if there is one default style of leadership that is most effective in todays organizational environment it is probably something resembling "participative." The visionary style, especially when it includes democratic and participative elements, is also nearly always effective. In the early years of an organizations development the leader may need to be somewhat more authoritative and directive, providing a fair and just source of answers and boundaries. This leadership type at this juncture helps provide stability and lays the foundation for growth. As the organization matures, followers can increasingly participate in setting goals and solving problems. A laissez-faire style, or delegating style, is more appropriate as the organization matures and followers learn and grow. Your leadership style does not have to be based merely on your personality you can choose a style. You can

and should further develop your ability to use various leadership styles. Create an inclusive style, a style that you can vary. Try new behaviors and techniques, depending on what the situation calls for and what fits with your personality and your values.