Autocratic style of leadership there is a lack of team spirit, initiative, creativity, motivation and innovation.

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1 sans 1.) Autocratic style of leadership, which is one of the most recognised forms of directive leadership, is followed here by Ajay. The boss of Amar (Project coordinator), Ajay is very authoritative in nature and he sticks to his opinion without considering other s view point. He rebukes his employee Amar in front of everyone on account of his minor mistakes Scolding hurts more than help. Demotivated employees, rather reprimanded, perform at a lower level than other workers. If there is no excitement for the mission and vision of the company it can be difficult to maintain the momentum needed to complete a project. He makes his employee Amar to work beyond office hours, even though his work is complete. Ajay is very adamant, acts like a dictator and wants everything to be done his own way and in today s time this is often criticised by the employees working in the company. To become a leader with all the qualities he should possess in order to help reach the company to its greatest heights he should change his approach to a optimistic one for the betterment of his company and employees. It is said that excess of everything is bad. According to the case study mentioned in the question Ajay has excessive attitude of possessiveness and has stubborn nature which can often result in actions against the company because of which leadership has various shortcomings. The success of a leader depends largely on his followers whereas according to this case study Ajay does not take the consent of his follower Amar and it can take the IT Company into heavy losses someday thereby tarnishing the organization s reputation. It is the first line workers who get acquainted with the petty nuances of the work, the obstacles in the process, better alternatives, etc. It is very important for a leader to have a open discussion with his subordinates and confer. He should openly invite suggestions and reviews from the workers to make the employees feel good about themselves, like they are an essential part of the company. But here, according to the case study, Ajay does not consult his employees at all and takes all the decisions by himself. Although this works well when the decisions need to be taken promptly, there is a lack of team spirit, initiative, creativity, motivation and innovation. Frustration, low morale and conflicts develop easily in an autocratic style of leadership since the leader does not motivate them adequately rather rebukes them. Autocratic work environments have little room for flexibility. The individual becomes disenchanted while working in such a monotonous environment and tend to leave

2 the job. Also, there is a very thin line between an autocratic leader and a dictator, the moment that line is crossed, it leads to many hurdles and company employees feel suffocated and frustrated as dictator tends to impose his or her opinions and decisions. This in turn increases the employee turnover. The company has to search for new employees which require investing more time and money. In the long run, it also affects reputation of the company. This is in stark contrast to the democratic style of leadership, wherein leaders have more satisfied followers. Feedback, ideas and suggestions are taken from the employees on a regular basis which make them feel wanted and they tend to stay longer, implying a reduced employee turnover rate. An autocratic leader has full responsibility of his team s performance and decisions, He literally spoon feeds his workers due to which he tends to remain occupied for the most of the time, which in the long run leads to stress and other health issues including headache, dizziness, etc. Other styles of leadership include delegation of work to subordinates and participation of workers in the decision making process. which can be of great help to the leader. But in case of autocratic leadership, the leader does not involve anyone else in the decision making process, thus no one can really help him in the processing or inspection part. Thus, Ajay is over-burdened with work and responsibilities. Autocratic Leadership can really be bad for some highly skilled and experienced people. An organization has few extremely qualified workers with several years of experience. Since, they have been doing work individually since long, they do not like particularly if someone interferes in their work and constantly controls them. It can lead to serious ego clashes between the highly qualified workers and the leaders. Further, if it worsens, some qualified workers can even consider leaving the job and the company can lose some of its great assets which can pose a hindrance in its growth. The shortcoming or pitfall of leadership here in the case study is Ajay being a dictator rather than being concerted. They keep their personal objectives on top of those of their followers. In the short run may be such leadership prove beneficial for the IT Company, but in the long run it will lead to negative consequences arising out

3 of each and every state of affairs. This obstinate nature shown by Ajay will demonstrate the definition of leadership mistaken.there will be no effective planning, inspiration, building of employee morale and encouragement of original and creative ideas. Another point of shortcoming shown by Ajay is Role Confusion which means in his zeal to complete a task, Ajay often pays no attention to the other persons associated with him i.e..amar his employee and deals him with contempt by reprimanding him in front of his team and when he makes him work overtime even when his work his complete, this is due to his personal choice and behaviour towards his subordinates which may be lead to dissatisfaction amongst them and they will work without thinking of achieving the organization s objective. Ans 2) In this case study, Sameer is a leader of a multi- national company.whenever in any circumstance his team performs better than his expectations or goes out of the way to serve his clientele, he rewards them by providing incentives.non-monetary or fringe benefits like gift voucher, and appreciation mail etc. are given to the employees which motivates them to a whole new level. Along with providing motivation, he also uses elements of reinforcement to strengthen a certain type of behaviour among his employees; namely Positive and Negative Reinforcement. Because of these practices, his team can be tagged as the best performing team in the office. Sameer adequately motivates his workers from time to time, for this he uses Non financial incentives. Non-financial rewards can have an even more substantial impact on employee satisfaction and motivation than monetary rewards. The types of non financial incentives that he uses are:- Employee Recognition Programmes : It is the informal or formal acknowledgement of a person s or team s behaviour, effort or business result. Every employee wishes to be considered as a vital part of the organisation. He wishes to be given credit for the work he does and be adequately praised. The advantages of such employee recognition programmes ( like the Appreciation mails).the advantages of employee recognition programmes are as follows:-

4 It increases the individual productivity and this reinforced behaviour supports the organization s mission. There is increased job satisfaction and the employees enjoy their work. There is an enhanced team-work between the employees. It leads to lower employee turnover and the retention of quality employees increases. Direct performance feedback for individuals and groups is provided. Gift Vouchers:- Sameer appreciates his team members by giving him gift vouchers. These non monetary benefits arise out as rewards for performance. These vouchers or cards are usually redeemable for purchases at relevant retail location.it can t be cashed out and sometimes the card has a expiry date and the holder may be liable to pay fees. They are disposed when the value on the card is exhausted. Thus, motivated to work towards achieving organization s targets and objectives. The advantages of giving Gift vouchers to employees are as follows:- It attracts new customers. It increases brand awareness as it works as an effective marketing tool. It improves sales as he/she will enter the store and end up purchasing that product. It also reduces fraud on the part of employees as it eliminates the option of cash-back. These Non-monetary measures given by Sameer to his team will help enhance their individual performance. This is used by Sameer in his Multinational Company in order to motivate and retain workers. Also he uses reinforcement to build up a certain pattern of behaviour in an individual. This theory was developed by B.F. Skinner. This theory explains behaviour without relying on unobservable internal factors such as needs and thoughts and occurs only when there are observable factors strengthening a

5 particular type of behaviour. Therefore, it is very important for an organization to administer reinforcement effectively. There are certain benefits of reinforcement which helps Sameer to encourage and motivate the employees to perform better and increase both efficiency as well as effectiveness. Its advantages are as follows:- It helps in stress management by using negative reinforcement and removing undesirable behaviour or situations. It leads to increased motivation of the team members who achieve accomplishments through positive reinforcement. It encourages good behaviour among the employees. The elements of reinforcement used by Sameer are as follows:- Positive Reinforcement:- It is the positive support and the encouragement given to the workers, employees on exhibiting required behaviour or delivering desired results.it is helpful in following ways :- By implementing an effective reinforcement program and policy, it maximizes productivity and satisfaction. It improves worker s performance when they are adequately rewarded and motivated. It builds confidence among the employees and they experience increased pleasure at work, take expert training and accept more responsibilities. It can end up leaving a long lasting, positive change in the workplace. It both shapes the behaviour of workers and builds one s image in the organization. The employees tend to become more co-operative and open to change. It was used by Sameer every now and then in his company. Firstly by rewarding them with non-monetary incentives by writing appreciation mails or giving them gift vouchers. Then by encouraging their good behaviour also motivated them to an increased level. Positive

6 Reinforcement helped Sameer make his employees feel satisfied and thereby increase efficiency. Negative Reinforcement:- It involves encouraging good or desired behaviour among employees by removing the stimulus that may lead to undesirable behaviour or action. It is beneficial in following ways:- It helps in strengthening of a particular type of behaviour. The employee s strive to work better with increased productivity and performance. There is an enhanced quality of work performance. Sameer also used negative reinforcement in his organization to handle any situation that may lead to undesirable behaviour or outcome. He also avoided giving punishments to his workers and every time motivating, encouraging and rewarding them. Now, concluding the answer both positive and negative reinforcement helped Sameer, build healthy employer-employee relationships, foster growth of the company, build self confidence and trust among the employees, lead to increased efficiency and effectiveness and helped achieve organization s mission and objectives. It also helped maintaining a congenial atmosphere in the premises and results in reduced conflicts leading to harmony in the company. Ans 3) Renita Parker is a trainer in a multinational company dealing in FMCG s. According to the case study, she felt comfortable working with shop floor employees and wanted to give those employees English classes for their individual development.as a result, their productivity and knowledge increased. a) According to the Need Hierarchy theory, given by Abraham Maslow an individual has various needs starting from the lower level needs namely physiological needs like hunger, thirst and shelter. Then an individual moves on to satisfy his/her Safety needs like protection from emotional and physical harm. Then moves on satisfying his /her social needs like belongingness, affection and friendship. Now moving onto higher level needs like esteem needs e.g. status, recognition and achievement. Lastly, an individual fulfils his/her self actualisation needs like self growth and self fulfilment.

7 Now according to the case study, assuming the lower level needs are satisfied, Renita aims to fulfil esteem needs like self respect, autonomy, status and achievement of objectives. Finally she fulfils her self actualisation needs like her growth and realising one s potential i.e. she gives English classes to shop floor employees so that she can work with those people she feels comfortable with and also she wanted them to achieve higher positions in the company for her personal growth and objectives. According to the Herzberg Two Factor theory given by Frederick Herzberg states that there are internal factors or motivators in the organization that causes satisfaction and external factors that cause a feeling of dissatisfaction. Internal factors that motivated her to achieve her targets are as follows:- Recognition for one s achievement. Responsibility. Involvement in decision making. Sense of Importance to the organization. These are the factors arising from within the job and help motivating them.also there are some external or hygiene factors that do not give satisfaction or lead to increased motivation but there absence leads to dissatisfaction. These factors are external to the work itself like company s policies, supervisory practices and wages / salary etc. Now according to the question, Renita was motivated through the challenging work environment as she was working with the top level executives. She was given responsibility of working with both top level executives and shop floor employees. She had opportunity to do something meaningful and important. But the external factors which made her feel disappointed, are the working conditions made her feel unhappy because of the fact that she didn t want to work with top level executives, her status which deteoriated because of giving English classes to shop floor employees so that they can achieve those positions of top level executives and can work with them effectively for her personal growth. In the absence of such an environment in which she was comfortable to work she felt dissatisfied and discontented.

8 According to ERG theory, given by Alderfer. He gave three levels of needs namely Existence, Relatedness and Growth. Existence Physiological and Safety needs Relatedness-Social and external esteem needs like attention, status Growth-Self actualisation and internal esteem needs like self respect, autonomy. According to the case study firstly we assume that lower level needs are fulfilled. She had a friendly nature.she worked with top level executives so we can say that she had a status in the organization. Lastly in order to achieve her personal growth she gave classes to them for their improvement in English writing as a whole. b) Renita was a trainer who trained top level executives and shop floor level workers.because these workers had English communication problem and lack of knowledge about the subject; she wanted to give those employees English Classes for achievement of her personal goals.then her personality as a teacher emerged. I personally think that this is an appropriate profession for her. Because of this profession, she also accepted a reduction in her income.this means she was not selfish towards money; she had a respect for the profession as a teacher. She recognized that in this situation the need aroused of a teacher rather than a trainer. This was a benefit given to them so that they can replace top level executives and apply for those positions as well. She liked to work with shop floor employees, because of that she also wanted them to improve as a person and achieve higher positions. As Effective communication is an important pillar of the organization, Renita s step to give those classes was perfect in that particular situation.this will definitely work in the betterment of those workers and the company. These workers then themselves talk to the top level managers and gain experience regarding their working style and their personality. In this question she listens her inner voice and gives classes to them because they only knew how to write their names and in order to achieve the position of top level they had to work very hard. Renita also accepted / agreed to work even on lower salary and this is the point in the question which is giving us a clue that she is very

9 dedicated towards the profession. Renita was not only a good teacher for them but also a mentor, for those workers. As she wanted those workers to apply for top level supervisory positions, she lectured them taking into consideration her own comfortable level and her personal goals. It will help the company increase its productivity, efficiency and thereby increase profit in the long run. If Renita wouldn t have given classes, I think that there will be loss to the company in terms of the following:- Highly Skilled Manpower Knowledge and Expertise Excellent Command on English Communication as well as Writing Skills Higher Income I conclude by saying that Renita took the Company to a completely new turn, which lead to the overall development of those workers, increased their knowledge, experience and skills. She fulfilled her need of self actualisation and realized her capabilities and potential. I would end up my answer by a Quote, Practice is the hardest part of learning, and training is the essence of transformation. and the trainer Renita transformed the employees to a great extent beneficial for the company.

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