Disadvantages Minor managers and employees typically lack confidence in taking over complex duties when working in firms using the leader-follower management style because the leader assumes all directorial duties and receives the accolades or criticism for the completed work.
Advantages The leader-follower management style works well in specific workplace situations, including use in projects requiring intensive hands-on management style and in companies focused on rapid turnaround of a product or service. The directing style aligns with the leader-follower management theory in requiring managers to use a top-down technique that asks leaders to share successful personal experiences using the directed style with lower-level managers.
Business scholars and researchers focusing on the study of leadership development look at four major theories, including the adaptive change theory, the leader-member exchange format of leadership and the theories of social identity and adaptive change.
In the field, however, the success of the leader-follower management model is more difficult to prove and manipulate as part of a study. This officer models the leadership traits the organization selects as exemplary and demonstrates habits and actions that workers serving in lower management positions should attempt to replicate.
Researchers studying the theory of this management style in the university setting find the form easy to describe and explain. Management Styles The workplace management style helps define the culture and the methods of doing business, and depends on a number of both independent and dependent factors, including the time the company wants to spend on training managers, funds available at the firm, practical aspects of the type of managers available at the business and the interpersonal skills held by upper and middle managers.
This creates a vacuum for creativity and experimentation because lower-level managers and workers wait for direction from the top before starting assignments. Upper management shares specific work tips with the employees, and expects these to be modeled when doing the work or completing an assignment.
Since the leader-follower management style and workplace organization allows little opportunity for management-worker bonding, it is also easier for the company to replace the leader, so long as the new leader models the same management style as the one replaced.
The possible development of a single formal leadership theory allows business leaders and educators to explore the way firms organize effective leadership, and provide direction to middle management and other administrative workers. The leader-follower style, sometimes called the telling style of leadership, also fails to provide workers with opportunities to explore alternative solutions to complex work problems.
Workplace Leader-follower Theory The leader-follower theory combines the major themes of several other theories.
Reliance on a single management style also provides continuity not always present with other styles of leadership. Group discussion and training employees takes time, and companies looking for rapid management decisions typically use the leader-follower style of managing.– The purpose of this paper is to provide an examination of the mediating effects of empowerment and trust in the leader on the relationship between transformational leadership and two outcomes (i.e.
the in‐role performance of followers as rated by the leader and satisfaction with the leader). LEADER EFFECTS ON FOLLOWER TOXIC BEHAVIOR 2 Abstract Toxic behavior is a threat to mission readiness.
The authors described and tested a psychological process in which ethical leadership influences subordinate toxic behavior indirectly.
Charismatic leadership and follower effects November · Journal of Organizational Behavior On the basis of the current theories of charismatic leadership, several possible follower effects were identified. We also provide exploratory evidence for the effects of the EI of both leaders and followers on job outcomes.
Applying Gross' emotion regulation model, we argue that the EI of leaders and followers should have positive effects on job performance and attitudes. Request PDF on ResearchGate | The effects of leader and follower emotional intelligence on performance and attitude: An exploratory study | Recently, increasing numbers of scholars have argued that emotional intelligence (EI) is a core variable that affects the performance of leaders.
The Leadership Quarterly 13 () – The effects of leader and follower emotional intelligence on performance and attitude: An exploratory study.Download