Sample Solution

Leadership styles can have a significant impact on the performance of an organization. Different leadership styles can be used to ensure that the goals and objectives of an organization are met, and that its people are motivated and inspired to reach their full potential (Bass, 1985). The most effective leaders will understand how to adapt their style depending on the situation and environment in which they find themselves.

The autocratic style is one of the most commonly recognized forms of leadership. This approach involves leaders making unilateral decisions without consulting team members (Robbins et al., 2019). While this might be suitable for certain situations where a swift response is required, it does not always result in higher levels of engagement or employee satisfaction, potentially leading to lower productivity than other approaches (Luthans & Avolio 2003).

In contrast, democratic or participative leadership enables team members to take part in decision-making processes (Northouse 2007). This can help foster trust between employees and management and create feelings of ownership among staff when decisions made by them are implemented successfully. Such a style has been linked with improved communication between all levels within an organization as well as increased motivation among workers due to feeling valued by their leader (Keller 2006).

When combined with transactional roles such as setting measurable goals for teams or individuals, transformational leadership has been found to be associated with higher organizational commitment levels amongst those being managed (Judge & Piccolo 2004). Transformational leaders focus on developing relationships with followers which allows them to identify areas where they need support or direction while helping them recognize success when targets are achieved (Bass & Bass 2008). Such encouragement leads employees towards becoming more self-reliant rather than relying solely on instructions from managers.

Overall, different leadership styles must be applied depending on individual circumstances but it is clear that adopting flexible approaches that combine elements from both directive/autocratic methods alongside more collaborative/transformational strategies have proved beneficial for many organizations looking for higher performance outcomes.