Analysis of Paternalistic and Participative Leadership Styles
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This essay analyzes the different styles of leadership, specifically paternalistic and participative, in the context of a CEO in a multinational firm and a supervisor on a construction site. It discusses the advantages and disadvantages of each style and their impact on employee morale and productivity.
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Running head: MANAGEMENT Management Name of the Student Name of the University Author note
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1 MANAGEMENT Introduction The essay helps in the overall analysis of the various styles of leadership which is followed in the different fields of the work life. The two different leaders who have been selected in the respective essay areThe CEO of the Multinational Firm and Supervisor in the Construction Site.The respective essay will be describing the different kinds of the role which provides an appropriate position in managing the subordinates in the different areas of the work which is performed by them. The two types of leadership which have been adopted in the essay includes the paternalistic and participative leadership styles that play a significant role in the two distinct areas of work. CEO of the Multinational Firm In the respective aspect, the paternalistic kind of leadership is the most appropriate styleandapproachwhichcanbefollowedbythedifferentCEOsinthedifferent multinational companies. As commented byAycan, (2015), the paternalistic leadership approach is the managerial approach which is inclusive of the dominant authority figure who acts as the matriarch or patriarch and the employees in the organizations are treated as the subordinates. Moreover, the leaders expect loyalty and trust from the different employees along with obedience which will be beneficial in improving the morale of the employees in an effective manner (Cheng & Wang, 2015). For instance-Henry Ford is one such example who followed the paternalistic approach of leadership while he was serving as the leader in the organization. Due to the application of the paternalistic style of leadership, there was a high level of loyalty among the employees, and the employees felt they were being heard and their needs were met as well.
2 MANAGEMENT From the respective example, it was being seen and analyzed that the different CEOs who adopted the paternalistic approach of leadership, the food behaviour is rewarded by the person by the person at the top often with food and goods. Besides, due to the inclusion of the paternalistic approach, the absenteeism rates along with the turnover among the staffs can be reduced to a great extent (Eva et al., 2019). To become a CEO of the organization, different employees are working under them, and it is the core responsibility of the CEOs and managers of the organization to take care of the diverse needs of the employees and improve their morale which will lead to the overall positive kind of productivity. As commented byHiller et al. (2018), the paternalistic approach is one type of dictatorial attitude of leadership; however there is no such inclusion of autocratic leadership approach. In the respective kind of leadership, the CEOs of the firms try to welcome the different feedback from the employees which improves the morale along with the decisions which are taken by the employees are considered as they play a significant role in developing the overall efficiency of the organisation and it increases the morale of the employees. Besides, as commented byHou et al. (2019), the different employees are rewarded with the variousfinancialandnon-financialincentiveswhentheyachievethegoals,andthe productivity of the organization is increased as well. As opined byJackson (2015), the CEOs of the different organizations are treated as the role model of the various employees, and it increases the trust related factor among employees. In the paternalistic kind of leadership, the main focus is on the meeting the different social needs which improve their morale in performing the various activities, and it helps the organizations in performing well. Furthermore, as opined byHumphreys et al. (2019), the managers are involved in the personal space of the employees working in the organizations as it makes the employees feel more connected towards the work, and they achieve the goals appropriately.
3 MANAGEMENT The primary motive of the chief executive officer of the company is that they want all the employees to succeed in the different tasks which are performed by them, and there is existence of the open line of communication between the various managers and employees that assists in keeping the employees feel more satisfied and essential in performing the different activities (Lam, Huang & Chan, 2015). These are the various aspects which keep the employeesmotivatedandsatisfiedwhichisshowcasedintheproductivityofthe organization.The two-way conversation is welcomed, and it ensures that the various employees and organizational needs are met and it increased the overall loyalty among employees. Lastly, the paternalistic approach of leadership considers the real people and these kinds of CEOs do not encourage robot workers which proves to be one of the most successful strategies of making the employees feel that they are the assets (Li, Liu & Luo, 2018). Supervisor on Construction Site As the supervisor on the construction site, the leadership style which can be adopted is a participative leadership style which helps in managing the subordinates who are working under the supervisor. As commented byRawat and Lyndon, (2016), the participative leadership style is the managerial style which helps in inviting the different inputs from the different subordinates or the engineers working in the construction site on the various decisions which are taken for the overall success of the tasks. Furthermore, as commented byTian and Sanchez (2017), the different staffs are ready to accept the different policies along with decisions which were reached by the consensus. It helps in cutting down the resistance among the different employees as they feel their choices are being valued and they are involved in the process of proper creation and approving the
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4 MANAGEMENT respective policies which help the company to adjust to the different changes in the policy in a rapid manner. As the supervisor,Tuan (2018),has commented that the primary job role and responsibility is to access the different hazards, determination of the various risks, conducting the general and regular inspections along with maintaining safety programme. The supervisor who has been posted in the site will work typically with site foreman and is responsible for the organizing of the construction works on site and report the same to the project manager. In conducting the different activities in the construction site by the supervisor, it is essential for them to analyse the various activities which will help improve the morale of the employeesand there willbe an increasein theoverall productivityof the company appropriately. Moreover,Li, Liu and Luo (2018), haveopined that planning, organizing along with controlling the different activities related to the project will be done by the supervisor who will be beneficial in gaining competitive advantage in the market. During the work in the construction sites, it is the essential duty of the supervisor to analyse the different opinions of the employees or the subordinates who are working under them which will be helpful in the entire process of decision-making. Besides, as to improve the growth of the organization, it is the role of the supervisor to analyse and adopt the different opinions of the engineers as the opinions will be diverse, and it will be making the overall aspect more competitive. As opined byTian and Sanchez (2017), the proper and appropriate kind of leadership is the essential aspect which should be followed to gain a competitive advantage. The proper understanding regarding the different tasks which are performed by the supervisor should be considered necessary as it is one of the essential contextual factors that play a significant role in managing the entire process.Rawat and Lyndon(2016), have commented that with the
5 MANAGEMENT inclusion of the participative leadership style, the quality of the work which is being performed will be improved as feedbacks and inputs are being generated from the diverse backgrounds of people who are the critical process in the lowest or execution level. Furthermore, as commented byAycan (2015), the quality control began and ensured at the lowest level as even the minute details are being taken care of and there is no such loophole which goes unreported. Moreover, with the adoption of the participative leadership style, there is the reduction in the cost as there will be no such requirement of supervision and more emphasis is being provided on widening the skills and the costs are controlled efficiently. Lastly, the participative style of leadership has been able to improve the process of decision-making capabilities of the employees which will be providing employees with a sense of purpose, meaning and belonging. Conclusion Therefore, it can be concluded that both participative and paternalistic leadership styles are essential approaches of leadership which play a vital role in improving the different businessoperations.BothsupervisorsoftheconstructionsiteandtheCEOofthe multinational company are having different roles, and the approach of leadership should be different as it will be beneficial inappropriately commencing the different tasks. Both the approaches of leadership are essential, and they have various advantages in managing the two different types of functions in different fields. On the other hand, the two methods of leadership have various loopholes or disadvantages which includes that in the participative leadership style, there is slow down in the process of decision making aspects along with the security issues are involved in it. Lastly, in the paternalistic approach, the managers or CEOs behave like parents, and there is the inclusion of discipline in the traditional manner.
6 MANAGEMENT References Aycan, Z. (2015). Paternalistic leadership.Wiley Encyclopedia of Management, 1-2. Cheng, M. Y., & Wang, L. (2015). The mediating effect of ethical climate on the relationship between paternalistic leadership and team identification: A team-level analysis in the Chinese context.Journal of business ethics,129(3), 639-654. Eva, N., Newman, A., Miao, Q., Cooper, B., & Herbert, K. (2019). Chief executive officer participative leadership and the performance of new venture teams.International Small Business Journal,37(1), 69-88. Hiller, N. J., Sin, H. P., Ponnapalli, A. R., & Ozgen, S. (2018). Benevolence and authority as WEIRDly unfamiliar: A multi-language meta-analysis of paternalistic leadership behaviours from 152 studies.The Leadership Quarterly. Hou, B., Hong, J., Zhu, K., & Zhou, Y. (2019). Paternalistic leadership and innovation: the moderatingeffectofenvironmentaldynamism.EuropeanJournalofInnovation Management. Humphreys, J. H., Randolph-Seng, B., Pane Haden, S. S., & Novicevic, M. M. (2015). Integrating libertarian paternalism into paternalistic leadership: the choice architecture of HJ Heinz.Journal of Leadership & Organizational Studies,22(2), 187-201. Jackson, T. (2015). Is Paternalistic Leadership Bad? A View from the Other Side of the Fence.Cross-cultural Management Studies. Lam, C. K., Huang, X., & Chan, S. C. (2015). The threshold effect of participative leadership and the role of leader information sharing.Academy of Management Journal,58(3), 836-855.
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7 MANAGEMENT Li, G., Liu, H., & Luo, Y. (2018). Directive versus participative leadership: Dispositional antecedents and team consequences.Journal of Occupational and Organizational Psychology,91(3), 645-664. Rawat, P. S., & Lyndon, S. (2016). Effect of paternalistic leadership style on subordinate’s trust: an Indian study.Journal of Indian Business Research,8(4), 264-277. Tian,Q.,&Sanchez,J.I.(2017).Doespaternalisticleadershippromoteinnovative behaviour? The interaction between authoritarianism and benevolence.Journal of Applied Social Psychology,47(5), 235-246. Tuan, L. T. (2018). Driving employees to serve customers beyond their roles in the Vietnamesehospitalityindustry:Thepositionsofpaternalisticleadershipand discretionary HR practices.Tourism Management,69, 132-144.