Leaders Styles

Leaders Styles:

I see that there were different types of leaders but I choose 5 of them as shown in the image below:

Autocratic Leaders:

Autocratic leaders are an excessive form of transactional leadership, where a leader makes use of high levels of power over his team members. People within the team are given few opportunities for making suggestions, even if these would be in the team's or organizations interest.

Bureaucratic Leaders:

Bureaucratic leaders work by the book, ensuring that their staffs follow procedures accurately. This is a very right approach for work involving serious safety risks (such as working with machinery, with toxic substances or at heights) or where large sums of money are involved (such as cash-process).

Charismatic Leaders:

A charismatic leaders style can appear similar to a transformational leadership style, in that the leader bring in huge doses of enthusiasm into his team, and is very energetic in driving others forward. Charismatic leadership carries great responsibility, and needs long-term commitment from the leader.

Democratic Leaders:

Even though a democratic leader will make the final decision, he invites other members of the team to contribute to the decision-making process. This not only increases job satisfaction by involving team members in what is going on, but it also helps to develop people’s skills. Team members feel in control of their own destiny, and are motivated to work smart by more than just a pecuniary reward.

Laissez-Faire Leaders:

They known as delegative leaders offer little or no guidance to group members and leave decision-making up to group members. While this style can be effective in situations where group members are highly qualified in an area of expertise, it often leads to poorly defined roles and a lack of motivation.

As the perfect leader had the most known 3 styles as he play the role of each type in situation he face as below:

Leaders and employee engagement

“Valuable employee engagement leads to higher efficiency, more eager and motivated employees, better collaboration and enhanced resolution.”
In my opinion Employee Engagement is often more complicated, because manage employee engagements as a critical business process, there are always going to be different factors in different organizations? Engagement grows when employees are recognized for taking steps toward individual and common goals; lead to serve, be impatient, coaching is a process, not only one scene. As many organizations seen that employees engagement was HR responsibilities and tasks, but my opinion this responsibilities must be straightforwardly managed by organizations leaders as they owned visions ‘that lead to the summit.We should place the employee engagement is one of the tools in hand of leaders use it as motivation and empowerment that direct the employees in achieve the pinnacle of their jobs and results.
Leaders put in the picture, what he expects and the actions he wants for execution, confidence in vision and clearly communicate expectations for each level in the organization. This makes it easier to accomplish and achieve the results needed, employees need to understand what is expected and have a clear vision to provide. Ask employees to understanding well of vision image, when they submit; they are encouraging to take the actions, ask them to execute the vision, and then employees committed to the direction leaders needed. Build effective and valuable links with employees at all levels. Encourage them as individuals to achieve vision and make the necessary steps to produce change. Leaders are keen to listen and feedback the management team, employees’ experience that they have input and be able to vote and will be more engaged in their role and other role with the company.