Laissez-faire leadership style can be good
for employees to be participating in the management process. In the other words
this style could made the leader avoid the duties of management, sometimes it
also let the leader structure discordant. It is most appropriate to apply this
management style when dealing with confrontation or conflicts because you do
not want to be seen as siding anyone. But in many cases it is not deliberate
and is simply a result of poor management. This kind of style is positive only
in the case when the employees are very responsible
Advantages
l It could helpful to
cultivate employees’ responsibility.
l It could help employees
mix the sense of innovation into the work
l
High job satisfaction and
morale.
l
No negative feelings in
group works.
If a company has developed a group of employees that has
proven itself over time to be capable of performing any tasks thrown at it,
management may be able to take a more relaxed approach to their guidance. This
frees up managers to use their time in other ways to benefit the company.
Disadvantages
l It proves poor management and makes the employees lose
their sense of direction and focus.
l It leads to much dissatisfaction of employees because of
this non-standard management style.
l A laissez-faire management style makes it easy for workers
to do a substandard job or to slack off entirely, and it usually takes a very
high-visibility problem to bring such workers to light.
l Some leaders may use this
management style as a lazy way of avoiding responsibilities that they should
accept or leaving employees without necessary guidance or leadership.
This
management style can create an environment of fear. It costs to high turnover
and absenteeism, which can hinder progress. But on the other hand this style made
employees put more innovation ideas into the work and made them more
comfortable and confident in the group works. It is also a useful way to test
employees’ responsibility.
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