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However, the participative leadership style is not considered effective when time is of the essence i.e. when a leader is short on time. Given its very nature, this leadership style invites subordinates to make key decisions alongside the leader. However, there are those scenarios where consultations could end up being counter productive i.e. when any sort of delay in decision making could trigger substantial losses. Secondly, this style of leadership is not effective in those scenarios where a significant level of distrust exists between a leader and subordinates. Such distrust could end up getting in the way of consultations. Further, the quality of suggestions offered in this case remains largely questionable. Also, in those instances where the leader and subordinates do not share common objectives, this leadership style may not be effective.
In the light of the discussion above, it can be noted that the participative leadership style only suits specific circumstances. That is, while...
Apart from the participative style of leadership, the other main styles of leadership include the authoritarian leadership style and the delegative style of leadership.
Conclusion
In conclusion, it can be noted that the relevance of participative leadership cannot be overstated especially when it comes to the creation as well as maintenance of good working relations between managers and their employees or subordinates. In the final analysis, a leader who utilizes this leadership style plays a critical role in shaping the abilities of subordinates and hence making their performance better.
References
Gitman, L.J. & McDaniel, C. (2007). The Future of Business: The Essentials (3rd ed.). Mason, OH: Cengage Learning.
Northouse, P.G. (2009). Leadership: Theory and Practice (5th ed.). California: SAGE.
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The consequence of participative leadership can also be successful decisions suggested by specialists in the particular field. In this type of business management, the supervisor does not only engage team members, but can also take leadership from his peers (Rampur, 2010). One of the most appropriate participative leadership examples can be when a supervisor segregates project work in his team associates including himself converses the project necessities and prospects with
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Leadership Style on Employee Performance Management? This paper looks into the effects of various leadership styles on the productivity of employees. The conceptual, theoretical and historical background of the study are elaborated along with a problem statement, objective of this study, research question, hypothesis, and the significance of conducting a research on the effects of leadership styles. More and more stakeholders are looking into various leadership styles to better manage employees
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