Head. Types of leaders and types of subordinates

2024 Author: Howard Calhoun | [email protected]. Last modified: 2023-12-17 10:16

Any enterprise has a leader. The types of leaders are determined by various criteria. The most detailed classification was given by scientists from England Mouton and Blake. Knowing what types of leader exist, you can, once in a team, choose the most effective tactics of behavior for yourself. Mouton and Blake identified 5 main and 3 additional categories. Let's consider further the main types of leaders.

Care for production combined with indifference to employees

As a rule, types of leaders and subordinates are in mutual connection with each other. A director who takes care of his enterprise, while treating employees with indifference, knows in advance how to achieve his goal. He solves problems using any means, directing all the efforts and activity of employees to achieve the result. Such a person is always afraid of losing his leadership. Types of leaders who are afraid of losing influence and authority tend to concentrate all possible powers in their hands. They demand blind obedience from employees, in no case do they recognize the opinions of others. By all means they try to impose their will on employees, rejecting their advice. These are far from all the features that such a leader possesses. Authoritarian leadership types always make decisions on their own, never reviewing them.

Nature of employment relationship

Types of managers who require unconditional execution of orders and orders are distinguished by their desire to constantly interfere in the activities of their employees. Such people are always on the lookout for mistakes and violations in the work of personnel, they strive to identify and punish the perpetrators. Thus, a relationship develops between a leader and a subordinate, similar to those between a warden and a prisoner. Such directors ignore lower-level bosses, as well as ordinary performers. If they meet equals on their entrepreneurial path, they will certainly try to show their superiority. Is such a leader necessary? Types of leaders, characterized by complete independence, most effectively manifest themselves in critical situations. In this case, their ability to make decisions quickly comes in handy. In the short term, this behavior will undoubtedly have the desired effect. However, in the long run, such behavior can lead the company to a crisis. This is due to the attitude that such a leader shows towards his employees. Types of managers who are characterized by repressive methods cause passivity in staff,protest. The actions of such directors significantly worsen the moral and psychological state of people. But it is worth noting that such phenomena cannot be called frequent. Employees may feel sympathy for such a person, do not consider it appropriate to resist, seek to absolve themselves of responsibility, or belong to the same type of people. In these cases, the director will get exactly what he wants. As a rule, the promotion of such bosses is characterized by an average pace, but is somewhat more successful than that of many others.

Maximum concern for staff combined with almost complete indifference to production

For many employees, this is a very good leader. Types of leaders who are distinguished by their desire to create a favorable climate in the team are respected and loved by employees. Such directors select their employees based on personal sympathy. He helps and supports subordinates, encourages, tries to establish friendly relations, softens pressure and smoothes corners in relationships. These types of leaders do not like changes that break the usual way. In this regard, they perceive only positive aspects in situations. All this creates a favorable attitude of employees. In their activities, such directors try to find out the expectations and desires of the people around them, their way of thinking. To obtain the necessary information, they actively consult with everyone, conduct lengthy discussions, and listen to opinions. Based on the information receivedthese types of leaders of the organization make a decision that, if possible, satisfies everyone. However, they rarely control its execution.

Personal characteristic

Such a director does not seek to challenge others. On the contrary, he tries to agree with the positions presented by other people, even if he has his own opinion. The leader does not take active actions, is in no hurry to take the initiative. However, he reacts quite quickly to the actions of others and fulfills their requests with great enthusiasm. As a result of such behavior, not so strict rules and norms are established in the team. At the same time, employees begin to work less efficiently, strive for comfort, try to avoid innovations, despite the fact that everyone has the opportunity to express their opinion and implement ideas. As a result, the moral satisfaction and productivity of the team remain at an average level, and career growth is possible with reduced management requirements.

Absence of any landmarks

There are leaders who tend to take a neutral stance without getting involved in any serious business. They also avoid conflict situations, are inert, indifferent. Such directors, as a rule, do not make decisions on their own - they hope that everything will be resolved by itself, without their participation, or that the necessary instructions will come from above, which they will pass on to the performers. Such behavior is characteristic of a person who is disappointed in his work and "holds out for retirement." Heseeks to survive and retains its place for personal gain. In this regard, he performs the minimum that is required by his job description, without attracting special attention to himself. Usually such a leader acts as a ballast for the organization. His promotion is very slow.

Intermediate type

Such bosses solve emerging problems by reaching a compromise, strive for stabilization and balance, avoid extremes. They try to make a good impression on others, without standing out from the crowd. In this regard, such bosses are trying to preserve the existing situation, observe established traditions and order, and avoid open clashes. They demand the same behavior from subordinates. As a result, this leads to bureaucratization. Employees who are selected on the basis of the principle of conformity to the team are not commanded by such directors. They only direct their activities by instructing, informing about the performance of tasks, delegating authority, persuading. Leaders of this type also try to make decisions that will please everyone as much as possible. They do not defend a single point of view, they sacrifice their convictions for the cause. In the course of monitoring the activities of employees, they do not look for errors and shortcomings.

Benefits

Such leaders support ideas that are aimed at improving the performance of the enterprise. At the same time, they prefer personal contacts and informal discussions,thus ensuring their awareness of the affairs within the team. This behavior allows you to achieve moderate success in your career. But in the absence of an official opinion, such a director will feel somewhat constrained.

Synthesis of priorities

The fifth category directors combine different types of leadership styles. Such bosses attract employees who are characterized by strategic thinking, a desire to contribute to the achievement of goals. Directors involve such employees in solving problems, taking into account their personal interest, and contribute to the disclosure of their potential through a wide exchange of opinions and information. All this ensures the high efficiency of the enterprise, the disclosure of the creative abilities of performers, increases job satisfaction. Leaders of this type are sincere, energetic, direct, self-confident, resolute. They focus on the problems of the moment, are in constant search, try to establish agreement and contribute to the formation of mutual understanding in the team.

Types of leadership power

Besides the five above, there are three additional categories: façadeist, opportunist, and paternalist. The latter combines features of the first and second types. Such a director is a benevolent dictator, indulgent but suppressing enthusiasm. He requires employees to do as he wants, to behave in the same way ashe. To implement this position, a variety of methods are used. They are applied until the moment when it becomes clear to the performers what exactly is required of them and they learn to be in submission, supporting the position of the director. For this they will later be rewarded. The leader, in turn, does not miss the opportunity to read morality to employees, to promote his own beliefs, to instruct, promote obedient workers. Authorities are delegated to them only for the sake of appearance. All decisions are made by him alone. At the same time, such a director does not tolerate criticism in his direction. By attracting loyal employees, he builds a fairly stable team, which, in turn, provides a moderate to high level of performance, but within the expected range.

Opportunist

He is a narcissistic director, striving to achieve superiority, which will allow him to subsequently do whatever he wants. Such a leader lacks firm values and beliefs. In this regard, most of his actions are unpredictable and aimed at pleasing superiors, standing out among his equals. He treats the latter with caution, and demands obedience from employees. The manifestation of initiative is in the nature of calculation. He does what his leadership needs, suggesting solutions that will bring benefits, first of all, to him personally. In the short term, he can make a career very quickly. However, in the future, he is hindered by his egoism, which does not allow him to properly linger on onelocation.

Facadelist

This leader is closed, does not reveal the thoughts that he has. But at the same time, he forms an idea of \u200b\u200bhim as a frank person. In fact, such a director skillfully manipulates people and hides the desire for control and power over the first person. He always outwardly supports the latter, without, however, expressing his opinion firmly and directly. Manipulation is realized by him through advice, intrigue, lies, inciting people, compromises, withholding information. If it is necessary to punish someone, he uses "foreign hands". Ideas, conflicts, opinions of other people he uses in his own interests. He notices existing problems, but ignores them, while leaving loopholes in order to change course if necessary.