The Leadership styles adopted in various organizational settings are evaluated in the current paper.

The assignment question focuses on the identification of the various leadership styles, their evaluation and analysis of their characteristics. An analysis of the problems associated with each of the leadership styles is also presented.

Leadership styles 

There are four main leadership styles that are adopted in the management of various organizations. These include autocratic, bureaucratic, charismatic, and hands-offs leadership styles.

Autocratic leadership styles 

Autocratic leadership style focus on the adherence to the set rules and regulation without any form of power sharing. The management play the role of enforcing the rules but do not give any major responsibilities to the employees. The problem with this form of leadership styles is that it instill fear on the employees, thus preventing them from taking part in the execution of various tasks.

Bureaucratic leadership styles 

Bureaucratic leadership style has near similar characteristics to the autocratic leadership style, however, the leadership strategy is more flexible. The leadership strategy is mostly adopted in instances where the manager wants the employees to adhere strictly to the set goals and objectives.

Charismatic leadership styles 

This leadership style entails being passionate about the work and the tasks being undertaken by the employees. Charismatic leaders focus on enhancing the motivation of the employees and encouraging them to work hard in their areas of specialization. While the approach is considered effective in enhancing the overall performance of the employees, it can only be adopted by employees who are highly passionate about their work.

Hand-offs leadership styles  

Hand-offs leadership style is also referred to as democratic or laissez-faire leadership style. The major characteristic of this leadership style is that it focus on the provision of freedom to the employees to execute various tasks. The key to this leadership style is that the management bestows a lot of trust on the workers and are such tasked with the duty of conducting many activities on their own. The problem with this form of leadership is that it may result in some for of anarchy from the employees. As much as the intention of the strategy is to give the workers some form of autonomy and not necessarily freedom to do what they want, the possibility of having proud and rebellious staff remains high.

Another problem of the hand-offs leadership style and characteristics is that it is only suitable for individuals who are experienced in the management process. As such, new managers are not encouraged to adopt the hand-offs leadership style.