This paper examines leadership styles and theories in the context of a company undergoing expansion and restructuring. The author identifies participative leadership as the preferred management approach, detailing its core principles, advantages, and disadvantages. The paper then surveys four major leadership theories — trait, situational, participative, and contingency — and evaluates their relevance to organizational change. Based on this analysis, situational and participative theories are recommended as the most practical frameworks for guiding a growing company. The paper draws on key organizational behavior scholarship to support its arguments and concludes that empowering employees in decision-making processes contributes to higher productivity, improved morale, and stronger employee retention.
Many organizations today are undergoing revolutionary and unprecedented change (Robbins & Judge, 2007). With this in mind, it is always advisable for leaders within a company to adapt their leadership style accordingly (Mintzberg, Lampel, Quinn, & Ghoshal, 2003). This is because an older style may not be flexible enough to suit the company's current form.
According to Yukl (2006), leadership refers to the process of influencing others in order to build understanding and agreement about what needs to be done and how to do it. It also involves facilitating individual and collective efforts to accomplish shared objectives. Leadership as a process influences followers either positively or negatively depending on the leader (Yukl, 2006). A leader must have the ability to influence subordinates, peers, or superiors within an organizational context (Robbins & Judge, 2007).
Various types of leadership styles exist across different organizations (Mintzberg et al., 2003). These include laissez-faire, autocratic, participative, transactional, and transformational styles, among others. Each style carries its own advantages and disadvantages (Yukl, 2006). The goals and culture of an organization determine which leadership style best suits it. Some organizations employ several leadership styles depending on departmental needs.
As my company expands, the position I intend to take is that of company manager. My chosen leadership style is participative. A participative leader typically values the input of team members and peers (Yukl, 2006). However, the responsibility for making final decisions remains with the leader. A participative leader consistently boosts employee morale because employees contribute to the decision-making process. When the organization needs to implement changes, a participative leader helps employees adapt, as they play a fundamental role in shaping those changes.
There are several advantages of a participative leadership style. First, it helps the leader identify potential future leaders from within the team (Yukl, 2006). By allowing team members to participate in decision-making, the leader can assess their capabilities and identify those suited for future leadership roles, thereby sustaining a strong chain of leadership. Second, participative leadership expands the spectrum of success within an organization. When most employees take part in decision-making, their collective opinions and decisions are more likely to align with and achieve the organization's objectives. Third, participative leadership helps retain employees. Allowing employees to contribute to organizational matters encourages them to remain with the organization in order to see their ideas come to fruition. This improves employee retention rates while also reducing turnover costs.
Despite its numerous advantages, participative leadership also has several disadvantages. First, it is time intensive. Reaching a decision takes considerably longer because of the many differing opinions involved in the process (Yukl, 2006). Second, this style is less effective with unskilled workers. If the majority of workers lack relevant skills, they may impede sound business decisions and make it difficult to reach a workable conclusion. Third, information sharing poses a risk. Confidential information may be disclosed regardless of its sensitivity, which can lead to conflict among workers and, in some cases, leaks to third parties.
"Reviews trait, situational, participative, and contingency theories"
"Recommends situational and participative theories for organizations"
In conclusion, leadership is fundamentally the ability to influence others. There are various leadership styles as well as theories associated with those styles. A participative leadership style is recommended because it gives workers the opportunity to take part in organizational decision-making. By combining this leadership approach with the insights offered by situational and participative theories, a company can position itself for sustained growth and success. Empowering employees through inclusive leadership practices remains one of the most effective strategies for driving an organization forward.
Mintzberg, H., Lampel, J., Quinn, J., & Ghoshal, S. (2003). The strategy process: Concepts, contexts, cases. Harlow: Financial Times Prentice Hall.
Robbins, S. P., & Judge, T. (2007). Organizational behavior (14th ed.). Upper Saddle River, NJ: Prentice Hall.
Yukl, G. (2006). Leadership in organizations (7th ed.). Upper Saddle River, NJ: Prentice Hall.
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