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Types of Leadership

The document outlines various types of leadership, distinguishing between formal and informal leadership, and describes different leadership styles including Authoritarian, Democratic, Laissez-Faire, Transactional, and Transformational leadership. Each style is accompanied by its characteristics, merits, and demerits, highlighting how they impact decision-making, team dynamics, and productivity. The document emphasizes the importance of understanding these styles to effectively lead and motivate teams.

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Chhaya Gupta
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4 views19 pages

Types of Leadership

The document outlines various types of leadership, distinguishing between formal and informal leadership, and describes different leadership styles including Authoritarian, Democratic, Laissez-Faire, Transactional, and Transformational leadership. Each style is accompanied by its characteristics, merits, and demerits, highlighting how they impact decision-making, team dynamics, and productivity. The document emphasizes the importance of understanding these styles to effectively lead and motivate teams.

Uploaded by

Chhaya Gupta
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Types of Leadership

RAJNI NAIR
Types

Formal Informal
Formal Leadership

Often, the leader of a work group

A person who holds a particular position


or title, such as supervisor, manager,
vice president, or lead person.
Informal leadership

A person with no official title or status.

Informal leaders emerge because they


have some characteristics that the
group members value.
Leadership Styles
Transformational
Authoritarian or
Autocratic

Democratic or
Transactional
Participative

Laissez-Faire or Free-
rein
Authoritarian/Autocratic
Authoritarian leaders take decisions without consulting anyone else on
the team
Characteristics:
Close supervision
Lack of input from followers
Complete control
Total authority
Solo decision-making
Merits & Demerits
MERITS DEMERITS

Quick decision-making especially


in critical situations where If overused it can come off as
decisions need to be made quickly domineering and tyrannical
and under a lot of pressure.

Team members may feel


It can also be a good choice when unappreciated, unmotivated, and
the leader is the most uncommitted to the group
knowledgeable and skilled person because their input is never
in the group requested
Democratic Leadership
In Democratic leadership, also known as
Participative leadership or Shared leadership,
members of the group take a more participative
role in the decision-making process
Merits & Demerits
MERITS/CHARACTERISTICS DEMERITS
Delegation of responsibility
Time consuming
Empowered group
members
Leaders can appear
Collaborative decision indecisive
making process

Can become
Creative Environment apologetic
Laissez faire Leadership
•Laissez-faire leadership, also known as Delegative
leadership, is a type of leadership style in which
leaders are hands-off and allow group members to
make the decisions.
•Leads to the lowest productivity among group
members
Merits and Demerits
MERITS DEMERITS

Great Job satisfaction Ignoring the leader

Positive motivation
Lack of guidance
Personal Development
Unsuitable for less
Maximum Utilization of
competent
Employee Potential
Transactional leadership
Transactional leadership, also known as Managerial leadership, is all about
managing others using rewards and punishments.
People with this leadership style tend to prefer a great deal of structure with
clearly defined roles and expectations.
The transactional leadership style is characterized by:
Lots of instruction
Clear expectations
Clear goals
Inflexibility
Efficiency
Focused on following rules
Merits
• Clear rules and expectations
• Clear directions and Code of Conduct
• Focus on things getting completed correctly, on time, and according to
the rules
•Short-term goals are achieved quickly
•Rewards and penalties are clearly defined for employees
•Because it is centered on productivity, efficiency, and safety, this can be
an effective style when used within an organizational structure
Demerits
•It can be stifling in settings where employees feel micro-managed
•Rewards the worker on a practical level only, such as money or perks
•Creativity is limited since the goals and objectives are already set
•Does not reward personal initiative
•Because this style is so focused on extrinsic motivations, with rewards and
bonuses offered for meeting or exceeding goals, followers may not develop
much intrinsic motivation for their work
Transformational leadership
Transformational leadership is characterized by high levels of motivation,
inspiration, and commitment.
People with this leadership style take charge of the group by presenting a
clear vision of the outcome, display a great deal of passion for the work,
and help group members feel inspired and committed to the goals.

People who have this leadership style are often described as:
Energetic
Passionate
Enthusiastic
Trustworthy
Creative
Intelligent
Merits
•Transformational leaders are not only highly creative; they
also inspire creativity in others
•They offer support and guidance in order to help each
member of the team achieve their full potential
•Team members look up to the leader as a role model
•Because of this, followers tend to internalize the ideals of
the leader and strive to emulate these qualities
Merits
•Excellent at communicating new ideas
•Good at balancing short-term vision and long-term
goals
•Experience building strong coalitions and
establishing mutual trust
•They have integrity and high emotional intelligence
(empathy with others)
Demerits
•Ineffective in initial stage or ad-hoc
situations
•Require an existing structure to fix
•Bad fit in bureaucratic structures

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