Whilst researching many theorist’s and which one reflects my own management style, from theories of leadership styles, Kurt Lewin’s (1939) theory style of participate, I feel imitates my style of management. Participative leadership theories suggest that the ideal leadership style is one that takes the input of others into account. These leaders encourage participation and contributions from group members, and help group members feel more involved and therefore, committed to the decision making process. Group members will also collaborate rather then compete, as they are working on jointly agreed goals. A number of individuals have used research studies to identify a range of different leadership styles (Lewin, 1939:
Likerr, 1961) Some styles include participative theories such as Authoritarian, Democratic and Laissez-faire. I have held management positions, I have always managed to pick out of my colleagues a management team, see the potential in people which can be developed, particularly when I have been on a recovery team where a nursing home may have faced embezzlement, adult protection issues and a variety of other reasons why homes fail. That a concentrated effort by a team with a leader who not only respects, inspires, actively encourages or motivates their team colleagues. A stronger bond also forms with closer more productive working relationships as everyone has a role to play. When a good team is put together the ideas become integrated and have satisfaction of having input and discussing ideas and be apart of the decision making process you also see they react in a positive way as they can see ideas come to fruition, with the authoritarian theory the leader controls the decision making, decides and uses threats and punishments which is not conducive to a happy well balanced team and I do not agree with this theory as it is despotic.
When a team is formed and it does have be chosen well by an experienced manager becomes less competitive and work for one goal, to succeed and make a difference, thus moving the company forward to possibly in some cases a more stable footing, out of a danger zone or more profitable. Team members will become empowered to recall their own ideas and see changes directly influenced by their input. Therefore I feel that participative theory allows a team to generally emotionally adapt well to other decisions and ideas, be focused on one goal rather then their own, where by Democratic theory consults other team members but ultimately the decision making is made by the leader alone even though rewards and negotiation with team members does not sit well with me. Non team players are generally easy to spot and tend not to have input to planning and continue to put their part forward and reinforcing their way and ideas on other team members and persist to procrastinate that others will have taken the glory. However, from my experience I do believe that it requires skill and experience to be a manager based on the participative theory
Lewin(1939) but has proven this theory to me as I have experienced this in my last two management roles and I can see the level of commitment and satisfaction that the whole team experienced was worth while. Trust of your team has to be earned and setting a standard and maintaining it and being accountable for your actions, basically providing a positive attitude.
Behavioural theories of leadership are based on the belief that great leaders are made and not born so those who hold behavioural views would dispute trait theories of leadership.
Behavioural theories argue that it is possible to identify specific behaviours and actions associated with successful leadership, and that people can learn to become leaders through teaching and observations. I agree with as some people can