Management Style Adopted by the Group
Individuals working in groups should exhibit the best leadership skills and abilities. Some skills such as problem-solving, decision-making, team-work, and collaboration are critical towards achieving the targeted results (Gill 2006). Our group embraced the best managerial practices to achieve its goals. The group embraced the power of democratic management style. Democratic management emerges when leaders allow their workers to be involved throughout every decision-making process.
This managerial style was evident because every individual was allowed to present his or her ideas (Gopee & Galloway 2014). Every group member was allowed to present the best views and ideas. Such views supported every decision-making process. The six group members we ready to monitor each other’s performance. Some of the teammates were active thus delivering the quality results. Some of the members were inactive throughout the process. However, the agreeable fact is that the group managed to achieve its potentials.
This management style was appropriate for the group. For instance, the style encouraged the members to be involved in every decision-making process. The individuals were allowed to monitor each other. Every person also embraced the best leadership processes. Problems were solved within the shortest time possible. The contributions and ideas presented by every member were taken seriously. The leader of the group was unbiased and focused. The six members were allowed to make the most desirable decisions. The important goal was to make the team successful. This management style supported the group’s goals. However, a transformational approach could have produced better results. A transformational approach makes it easier for managers to collaborate with their followers and support new changes (Gopee & Galloway 2014). The managerial approach could have empowered every group member thus producing the best results.
Analysis of the Management Style
Democratic leadership is applied in a wide range of settings. This managerial style is supported by many theorists because it has the potential to produce the best results. To begin with, the manager encourages his or her followers to present the best ideas. Such ideas are usually embraced in order to make appropriate decisions. Teamwork is a powerful aspect of democratic management style (Bhatti et al. 2012). The team contributes a lot to every decision-making process. A democratic leader always empowers his or her followers in order to address their differences and focus on the targeted goals (Gill 2006). A consultative approach is embraced in an attempt to achieve quality goals. This managerial approach is also used to reward different individuals depending on their contributions and performances. Persuasion can also be used by different managers after making their decisions. Such aspects of democratic management explain why it is used in many organizations.
Our team, therefore, adopted various aspects of democratic management style in order to achieve its objectives. For example, the team members collaborated in order to achieve their goals. Every individual was supposed to monitor the performances and actions undertaken by the other teammates. Some of the members were ready to present their concepts and suggestions. However, some of the teammates did not present their contributions. The group leader did not force the members to speak or present their views. This situation explains why a democratic style was exhibited throughout the process. This analysis shows clearly that the team embraced “the power of consultative democratic management” (Bhatti et al. 2012, p. 196). This is true because every member contributed to the decision-making processes. The absence of a leader made every member comfortable thus producing the best results. Although some of the members were not properly mentored, the approach produced the best goals.
My Approach to Management
Leaders should use the best styles whenever mentoring and empowering their followers. The essence of leadership is to guide, empower, mentor, and support more employees (Northouse 2015). The management style questionnaire completed at the beginning of the semester indicated that I was a democratic leader. I was always ready to empower my followers and encourage them to focus on the targeted goals. I also encouraged my followers to collaborate with one another and address their problems. The leadership strategy always made it easier for me to achieve the best objectives. I always embraced the power of consultation in order to produce the best outcomes. My followers have always been supportive. It is also appropriate for leaders to make final decisions (Northouse 2015). Such decisions should be realistic and profitable.
However, I strongly believe that my leadership style has changed significantly within the past few weeks. I have acquired new concepts that can make me a competent and successful leader. For instance, I currently embrace the power of collaboration in order to empower my followers. Sometimes I take a more hands-on approach in order to equip more individuals with the best competencies (Bhatti et al. 2012). Such competencies continue to support the needs of my teammates. I also delegate different roles to individuals who have desirable competencies (Naylor 2004). My teammates are always free to work independently. I also encourage them to focus on the best outcomes. I always avail myself in order to provide the required feedback and suggestions to my group members. This situation shows clearly that I have developed a laissez-faire leadership style. I am also planning to acquire new leadership concepts in order to become a successful manager. This is the case because the needs of my followers change frequently.
List of References
Bhatti, N, Maitlo, G, Shaikh, N., Hashmi, M & Shaikh, F 2012, ‘The Impact of Autocratic and Democratic Leadership Style on Job Satisfaction’, International Business Research, vol. 5, no. 2, pp. 192-201.
Gill, R 2006, Theory and Practice of Leadership, Sage, London.
Gopee, N & Galloway, J 2014, Leadership and Management in Healthcare, Sage, London.
Naylor, J 2004, Management, Pearson, Edinburg.
Northouse, P 2015, Leadership: Theory and Practice, Sage, London.