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Transcript of leadership Style
The fundamental factors influencing the effectiveness of an organization are leadership and employee job satisfaction.
Leadership is considered one of the most important determinants of employee job satisfaction.
If managers adopt their subordinates’ preferred style giving employees the respect and fair treatment they deserve, then this is seen to lead to job satisfaction, which in will affect the functioning of the organization .
Satisfied employees are less absent, show less job stress, stay at work longer, and make positive contributions to their organizations. Negative leadership
Steeling employees effort
Lack of appreciation problem Importance This study confirmed that certain combinations of leadership style lead to a more satisfied employee. ( 0.622 correlation )
By adopting the appropriate leadership styles, leaders can affect employee job satisfaction, commitment and productivity.
No one best style - leaders must adjust their leadership style to the situation as well as to the people being led Made By:
Zeinab Mohamed Saleh
Khadiga Osama Mohamed
Dina Osama Mohamed
Ahdab Gamal Anwar
Aya Nasr Ahmed Thank you ! Any question?! Effective leadership Style High Satisfaction High Commitment High job performance and productivity Achieving organizational goal Research Variables and model Independent Variable Dependent Variable The use of power and influence to direct the activities of followers toward goal achievement. Leadership Style Job Satisfaction A pleasurable emotional state that represents how you feel about your job and what you think about your job. Leadership Style Democratic Leadership style democratic style Encourages staff to be a part of the decision making
Keeps staff informed about everything that affects their work and shares decision making and problem solving responsibilities Keeps staff informed
about everything that
affects their work and
shares decision making
and problem solving
responsibilities Most effective Wants to keep staff informed about matters that affect them.
Wants staff to share in decision-making and problem-solving duties.
Wants to provide opportunities for staff to develop a high sense of personal growth and job satisfaction.
A large or complex problem that requires lots of input to solve. should not be used when … Not enough time to get everyone’s input
Easier and more cost-effective for The manager to make the decision Can’t afford mistakes Autocratic Leadership style Manager retains as much power and decision making authority as possible
Does not consult staff, nor allowed to give any input Most effective New, untrained staff do not know which tasks to perform or which procedures to follow
Staff do not respond to any other leadership style
Limited time in which to make a decision
Work needs to be coordinated with another department or organization should not be used when … Staff expect their opinions heard
Staff depend on their manager to make all their decisions
Low staff morale, high turnover and absenteeism and work stoppage
Staff become tense, fearful, or resentful Laissez-Faire (Delegative ) Style The manager provides little or no direction and gives staff as much freedom as possible
All authority or power given to the staff an they determine goals, make decisions, and resolve problems on their own Most effective Staff highly skilled, experienced, and educated
Outside experts, such as staff specialists or consultants are used
Staff trustworthy and experienced should not be used when … The manager does n’t understand his or her responsibilities and hoping the staff cover for him other
Irresponsible staff Bureaucratic Leadership Style Manages “by the book¨
Everything done according to procedure or policy If not covered by the book, referred to the next level above
A police officer not a leader but he enforces the rules Most effective Staff performing routine tasks over and over
Staff performing tasks that require handling cash
Staff need to understand certain standards or procedures. should not be used when … Work habits form that are hard to break
Staff lose their interest in their jobs and in their co-workers
Staff do only what is expected of them and no more Transactional Leadership Style Transactional leadership is really a type of management, not a true leadership style
This leadership style starts with the idea that team members agree to obey their leader when they accept a job
The leader has a right to "punish" team members if their work doesn't meet an appropriate standard.
leaders using the transactional approach are not looking to change the future, they are looking to merely keep things the same. Transformational Leadership Style Creates and sustains a context that maximizes human and organizational capabilities;
This type of leadership is effective in crisis and emergency situations, as well as when projects need to be carried out in a specific fashion.
transformational leaders look after initiatives that add new value. Case A The participative ( Democratic ) transformational leader Case B The autocratic leader Recommendations Understanding your behavioral style as a leader is key to improving your leadership abilities
It is useful for you to identify the pattern of behaviors that you intend to use
It is important to gather feedback about how your style affects others. Q1.My manager makes me feel we can reach our goals without him/her if we have to Q2. My manager deals with all of us on equal basis Q3. In my organization my leader makes me proud to be associated with him/her Q4. In my organization there is a strong support for team work Q5. In my organization each employee can communicate with others at any level easily Q6. In my organization payment depend on performance Q7. In my organization most of the employees are satisfied with their boss Q8. In my organization every employee is promoted according to his/her performance level Q9. The working conditions in my organization is very good Survey's analysis Recommendation organization should have the right person (with ability) to do the right job and give employees suitable training to increase their job performance and ability.
supervisors should take actions to improve their workers such as providing strong leadership and mentoring for staff members, building working conditions that are conducive and provide challenging and stimulating work assignments.