Paternalistic Leadership Advantages And Disadvantages
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Paternalistic leadership has its traditional roots in China. Accordingly, paternalistic leadership comprises of three main elements-. The philosophical and historic background of autocratic leadership can be described by the influence of Confucianism in China. The philosophy requires the leaders to have a legal right to discharge authority over the followers and implies that each follower is bound to obey his superiors. Leaders in this style of leadership carry out a close monitoring of workers and it is the leader who always takes the final decision.
This sort of leadership also finds its mention in Chinese texts. This leadership focuses on the personal and familial well-being of subordinates in the individualised and holistic manner. This leadership is often the most preferred leadership style compared to the other two styles Autocratic and Moral. Moral leaders exhibit kindness, respect, treat people fairly and are non-abusive of their authority. The primary element of a moral leadership is that it aims to serve; rather than aspiring to be followed. Rather than showcasing their own skills, moral leaders tend to develop the capacities of others. Paternalistic leadership is amongst the leadership styles that can successfully pull off the management.
It has following attributes- compassion, good organizational skills, decisiveness, empowerment, and influence. Paternalistic leadership is all about making sure that the employees are feeling valued and comfortable. If you lack compassion and empathy, you cannot relate to the feelings of your subordinates. Compassion can be learnt. Paternalistic leadership demands good organizational skills. They encompass a set of capabilities that help a leader plan, prioritize, and achieve his or her goal. In paternalistic leadership, decision making is completely vested with the leader, which necessitates expertise, knowledge and the potential to make sound decisions.
As a paternalistic leader, you cannot afford to contemplate on your decisions. The ability to make a decision and to move forward might seem like an easy task, which definitely is not, because with great power comes greater responsibilities. This form of leadership focuses on bringing the best from his subordinates. As a paternalistic leader, you want them to grow and succeed, just as a parent would want his children to grow. Similarly, these leaders empower the followers to achieve their goals and grow as an individual and also professionally. Empowerment requires a careful balance of full autonomy and micromanagement. It is important that the leaders influence the subordinates.
This leadership style furnishes the leader with a lot of power with respect to the decision making. Paternalistic leadership is not as authoritative as the other styles of leadership. Influence is manifested in many ways. You can influence your subordinates with your extensive knowledge or through superior communication skills which captivate them. A government following a paternalistic style may provide quality goods free of cost or may bring down the cost with subsidies.
They may also heavily tax stuff they consider harmful like alcohol and tobacco. Paternalistic government is associated with various rules, regulations, and enforcement that control every aspect of life like the laws against gambling. Leaders with a high concern for results emphasize deadlines, goals, and high productivity when determining how to achieve a task. Whilst your preferred style could fall into any position on the grid, Blake and Mouton partitioned the grid into five styles of management:. Every style of leadership has its place.
For example, there are times when the Produce or Perish Style is most appropriate, such as when a business needs to be turned around quickly before it goes out of business. You are not interested in getting the job done, nor are you interested in creating a motivated team. You may be able to avoid blame for failure for a while, but usually not forever. This style of leadership is only advisable if you have a highly motivated and competent team working for you. But even then… use with caution. Your style is often autocratic , and you see your team as a means to an end achieve results, nothing more. While you can produce great results they are usually short-lived, because over time team moral starts to drop as their needs are ignored.
Long term it will be difficult to keep the high achievers of your team, as they will seek greener pastures. You can be so focused on your own team delivering that you ignore the wider needs of the organization. Because neither people nor production needs are met, this type of leader delvers very average results. This style of leadership is only appropriate if you decide to leave one of your teams to their own devices while you focus on higher priorities. Your team will love working for you but your results will suffer as a result.
Managers with this style of leadership often make the mistake of assuming that because their team is happy they will work hard and deliver impressive results. Ultimately, your team can end up will little respect for you because of your failure to deliver results. Use this style of leadership sparingly, for example, if your team has been working particularly hard recently and is in danger of burnout. According to the model, this is the best type of leader to be most of the time. You work to achieve long term success.
As such, you will be committed to achieving the best results you can. Here, personal needs and production needs overlap. You should strive to be this type of leader all of the time, apart from when one of the other styles may be more appropriate for a specific situation. Over the years thousands of participants attended workshops and seminars run by Blake and Mouton.