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Hence, it is important for organisations and the Leaders themselves to understand the expectations of the subordinates and then try to accommodate the same in their style of Leadership.
They distinguished democratic leadership from autocratic and laissez-faire styles, arguing that democratic leaders relied upon group decision making, active member involvement, honest praise and criticism, and a degree of comradeship.
By contrast, leaders using the other styles were either domineering or uninvolved. Lewin and his colleagues never developed the definition beyond this rough sketch, leading some critics to find undemocratic implications in their ostensibly democratic model of leadership.
Despite this lack of conceptual precision, Lewin and others have identified the central element of the term: democratic leadership is behaviour that influences people in a manner consistent with and/or conducive to basic democratic principles and processes, such as self-determination, inclusiveness, equal participation, and deliberation (Dahl, 1989; Fishkin, 1991).
Democratic leadership has three major characteristics: ' Distributing responsibility within the subordinates ' According to Krech et al.
Leadership can be explained as the ability of an individual to have power that focuses on how to establish directions by adapting forces (Go et al., 1996).
Solve Algebra Problems Free With Steps - Essay On Autocratic Leadership Style
From an organisational perspective, Schermerhorn (1999) believed that leading is a process used to motivate and to influence others to work hard in order to realize and support organisational goals, while Hersey et al.
Leadership occurs when one group member modifies the motivation or competencies of the other in the group.
Any member of the group can exhibit some amount of leadership (pp. Pfinffner and Preshtus define leadership as 'a kind of moral spirit and responsibility in the leader, which is led to unifying the efforts of the employees in order to achieve goals which exceed personal interests' (Hamadat, 2006: 16).
With respect to the organisational perspective, it is imperative to understand that there is no certain answer to which leadership style will produce the best results in an organisation.
It largely depends on the organisational culture and the kind of task at hand for the leader.