The Distinction between Leadership and Management
According to Castillo and Hallinger (2018), the major distinction between leadership and management is that management comprises a group or a set of entities that can help in accomplishing a goal while on the other hand, leadership relates with the ability of an individual to influence, motivate as well as enabling others in contributing towards the success of an organization. In that regards, leadership can be indicated as providing the required motivation to the people in order to comprehend and believe in the vision being set for the organization and see to work towards attaining goals. While management entails administering roles and functions as well as ensure that regular activities are being implemented accordingly. In correspondence with the different roles and functions associated with the concept of leadership and that of management, the two aspects applies similarly when considering the relevant industry of Aviation.
In the considerate industry, the emphasis is more delved on the essence of effective leadership wherein an aviation leader is head of a system which focused on delivering relative services and products of aviation that also bears safety consequences. The aviation industry prioritizes on the concept of effective leadership that intends to recognize the personal values, background knowledge as well as other set of skills that in combination can deliver workplace competence. With that being stated, the relevant study will see to define the essence of leadership and management by contemplating on the varying styles that have been devised in academic studies. Furthermore, the report intends to delve into the relevant theories of leadership and management and thereupon state how the varying styles tend to support successful change in aviation.
As stated by Gandolfi and Stone (2018), leadership at any organization depends on the quality being imposed by that of a leader which includes the top team of management. While the concept of leadership is not new the framework of social research, the previous years have seemed to study the subject extensively in comparison to any other area of human resource management. Consequently it has led towards defining the different styles of leadership that has seemed relevant in the framework of an organization. With that being stated, there are some styles of leadership that has emerged as being popular in the field of research. However, when it comes defining the leadership styles relevant in the sector of aviation, there are only some leadership styles with the purpose of attaining a considerate objective.
The most adopted style in the aviation organizations is that of autocratic leadership which is also defined as one form of dictatorship wherein the appointed leaders is represented as the focal power. As per Al Khajeh (2018), the leadership style is based on the conception that decision and judgment undertaken by that of leaders holds a supreme value and need not require attaining insight on that matter. To that extent, Solihah, Budiawan and Nugraha (2021) stated that the leadership style is based on the foundation wherein an autocratic leader deems himself or herself as being the one with the ultimate authority. In that regards, the style is acquainted with the conception that the person in charge bears the entire control when it comes to decision making. Furthermore, with this style of leadership, the managers do not consider taking opinion of employees and staffs and as such do not seem more eager when it comes to organizational changes.
Leadership in the Aviation Industry
In regards to communicating, the autocratic leadership style incorporates a one way communication wherein the manager is required to state or instruct to which the employees need to comply. While the one-way communication is considered as being an advantageous pattern by some for maintaining a chain of command, many has deemed it as being inefficient. The leadership style corresponding with one way communication has been deemed advantageous by Harms et al. (2018) who believes that it leads to greater efficiency in the process of decision making. The researcher considers that in a state of emergency situation, people or employees prefer to execute what has been ordered and instructed as it involves less stress. As such, in those situations involving high stress, autocratic leadership style is deemed as being more effective owing to the fact that it believes subordinates want to be guided.
On the other hand, Dyczkowska (2018) stated that autocratic leadership has several disadvantages that has been brought under criticism by many researchers. As much as the one-way communication of the leadership is considered as being an issue due to the fact that one individual is given the scope to decide, any possibility of error cannot be highlighted. In consideration of such inconsistency, Mahdayanthi and Astuti (2020) stated that the autocratic approach to management tends to slow down the overall process of the organization. Furthermore, with its emphasis over high level of control being exerted by that of the managers, it tends to lead towards stress among managers which Jony et al. (2019) considers can seem to be a grave concern. On the other hand, Bans-Akutey (2021) stated that the attributes associated with the autocratic style of leadership can lead towards decreasing essence of motivation which can consequently lead towards high extent of turnover in the overall organization. Besides, as a matter of fact, employees do not seem to prefer when they are being ordered or instructed thereupon seeing to inhibit their own sense of freedom which further diminishes their essence of motivation. Hence in consideration with all such inconsistencies, it can be stated that autocratic leadership leads to high amount of turnover among employees while it can be indicated as one of the consequent disadvantage of the autocratic leadership.
Aside from the authoritative demeanor being imposed by that of an autocratic leaders, there is the laissez faire leadership style that bears opposing resemblance to that of the previous leadership style. As indicated by Jabeen, Khan and Shah (2019), the laissez faire leadership style is entitled at the opposite spectrum of leadership while in comparison to all other styles of leaders, the relevant approach involves the least amount of oversight. In that regards, the style seems more profound with a leader not seeing to supervise a member directly as well as not seeing to rely on regular communication as well as feedback. Hence, as indicated by Rivers (2019), the style seems more profound with bestowing the required autonomy to the employees or staffs while relying on self-rule in order to make decisions that in fact relates with completion of assignment. On the other hand, the leaders seems available to provide guidance at any point should a member of the organization requires assistance or insight from experience personnel.
Different Leadership Styles in Academic Studies
As much as the relevant style has also been termed as hands off approach wherein managers either see to offer less guidance or none at all while offering maximum freedom to the staff the overall authority is bestowed to the staff who in turn determines the goal that are required to be attained. It also entails employees making decision and at the same time resolving issues in order to lead toward the considerate goal. According to Robert and Vandenberghe (2021), the style does bear its effectiveness if it sees to utilize staff that are highly experienced, possess the required skillset as well as bear the required qualification of education. Hence, the employees need to have the required capacity in order for a relevant task to be completed as well as seem trustworthy enough in order for them to be reliant upon. Besides, Lundmark, Richter and Tafvelin (2022) stated that it requires having the required competence in order for an employees to play the required role in accomplishing goals, resolving inconsistencies as well as make the right decisions. However, Al-Malki and Juan (2018) considers that the laissez faire approach to leadership is not recommended to be utilized in situations involving absence of a manager or that of a supervisor.
While the leadership style is acquainted with considerable benefits, it does have certain inconsistencies to account for when trying to adopt its approach. Pahi, et al. (2018) stated that in order to make laissez faire seem more effective, leaders can seem to check on the work performance and at the same time see to provide feedback at a regular interval. It provides leaders the scope on whether the model seem to fit to apply in consideration with the relevant situation as well as the capability of employees. Wellman et al. (2019) opines that the leadership style does seem to encourage further growth in a personal standpoint with leaders possessing their hands-off approach and employees be provided with the scope of adopting the considerate role. In that regards, the style sees to facilitate an environment that stimulates the growth as well as the development of employees. Furthermore, it sees to encourage innovation with employees being provided with the required freedom that further encourages their innovative mindset.
As an added advantage, Abbasi (2018) indicated that the leadership style carries it beneficence for enabling faster decision making with no involvement of micromanagement for employees and instead providing the required autonomy. As such, quick decisions are being made without need for any approval. However, there are the considerate inconsistencies of lack of clarity as well as poor involvement within group which Budiasih et al. (2020) stated is a consequence of a poorly defined roles as well as absence of guidance. Besides, with lack of involvement from the laissez faire leaders, it leads to less cohesiveness within the overall team that further diminishes the level of motivation among employees. Hence, it can be stated that with leaders being uninvolved as well as indecisive can see to lose out opportunities that might seem significant to an organization.
Autocratic Leadership Style
In consideration with the autocratic style of leadership, Kiss (2019) stated that the approach bear relevance with the organization of British Airways wherein its managers inherited the autocratic approach from the organizational structures, design as well as culture. In that correspondence, Christoffer (2019) stated that the organization’s leadership has often seemed to practice the autocratic style of leadership owing to its sheer strength as well as the overall extent of operations in the organization. However, the researcher indicated that it is due to the poor performance of the organization wherein the leadership style has not been deemed as feasible. In its early state, British Airways had its hierarchical structure oriented with a rigid setup with it’s then appointed CEO Robert Bob Ayling focusing primarily on two stakeholders in order to see increase of profits with one being customers and the other employees.
With profitability being the emphasized aspect under the new supremacy, the approach undertaken to attain the goal seemed different. Stuart (2018) stated that included cutting variable expenses on employee salary that further resulted in huge rate of redundancy as well as employee resentment which eventually led towards lack of morale among the employees. However, Ayling’s autocratic did manage to provide the required results for British Airways which seemed to be suffering from low profitability, loss of market share as well as lack of competence. The controversial approach being incorporated by the organization led the appointed CEO to be manipulative, diplomatic as well as calculative while being ambitious enough to establish a ground for employee empowerment that required implementing conscious decision making. Despite the approach being a considerate success for the organization it certainly was not feasible in the long run owing to the fact that it was leading towards high amount of resentment and lack of morale which eventually affected the business of the organization. As such, the approach of autocratic leadership cannot be deemed as the effective leadership style in the long run although it can be a recommended approach in terms of crisis for an organization to remain afloat in business.
In consideration of a relevant example wherein an organizational has adopted the method of laissez faire approach in regards to its leadership, Virgin Airlines arrives at the foremost stand owing to its supervision under the visionary persona Richard Branson. As stated by Branson (2020), every new leader seems to bear a unique and personal style that makes one stand out from the other which is evidently the case for the CEO of Virgin Airlines. While stating his emphasis on not learning any rules to success, Branson did not have any particular style to adopt or fit in his newly founded Virgin Airlines. As such, his leadership emanates from the personality he bears as well as the mistakes being encountered in the way of business. While there has been much debate regarding the appropriate style of leadership to define Richard’s way of supervising Virgin Airlines, it was indicated by Muegge and Reid (2018) that the laissez faire is the determined approach that helps Branson in leading the employees of the organization. Under that considerate approach, Richard intends to hire employees who possess the required skillset as well as adept capabilities while at the same time provide his chosen employees with a significant amount of autonomy. In turn, it enables one in making decision, setting goals alongside solve issues that might see to emerge in any given circumstance. To that extent, Henderson (2020) stated that the autonomy being offered to the employees is conditional as it emphasizes on the best interests of the organization. With employees being left with a greater extent of autonomy, it makes Richard usually be open for consultation as well as feedback. While it might see to provide little guidance, it does seem to relate with being supportive that enables the organization in providing the required tool and resources for its employees to facilitate the success of the organization.
One-way Communication and Advantages of Autocratic Leadership Style
For Virgin Airlines, the laissez faire seem as the suited style owing to the fact that it is a large organization in terms of size with its team comprising highly skilled, educated, experienced as well as motivated workers. The essence of independence seems crucial for Virginia Airlines as it emphasizes on a greater extent of flexibility as well as creativity that in turn tends to be success for the organization. As stated by Eich (2020), Richard Branson aims to employ the best people for ensuring that there is no essence of lack in motivation as well as no amount of insecurity can seem to be present among the relevant workforce. Besides, in a large organization like Virginia Airlines, delegating the entire responsibility to the CEO can seem to be inefficient for the organization especially if it sees to manage a workforce through innovation and creativity alongside maintain competence.
The case overview remains evident of the fact how Richard Branson has led the organization through a time of change while altering the framework of the organization with the purpose alleviating with the consequences of globalization. Irrespective of the autonomy being offered to the employees, Richard ensured that organization’s best interests are being kept as a first base priority while seeing to lead the organization under the new cause of globalization. A relevant example of such is the Richard Branson’s new goal of adapting with globalization whilef seeing to donate three billion for 10 years under the globalization cause. Upon implementing this strategy, employees have seemed to work autonomously in their respective for the considerate goal to be attained.
As evident from the case overview, the laissez faire approach not only sees to make an organization adapt with the changes but at the same time see to retain the essence of motivation as well as morale among that of employees. In a post pandemic scenario that can see to implement consequent changes in the framework of an organization, the laissez faire can see to accommodate the required alterations in order for an organization to remain afloat during a crisis as well as maintain the essence of innovation and creativeness among employees. However, it requires providing the required autonomy to the employees for them to work under a new goal while being ensured that they are informed of the implemented decisions.
Conclusion
In consideration with the above analysis, it can be stated that when it comes for a leadership style that seems suited when adapting to changes, laissez-faire offers a better alternative in comparison to autocratic owing to the fact that is less rigid, flexible and less controversial. Upon analyzing the two relevant case studies wherein one overview the adopted style of autocratic leadership and laissez faire, the first alternative led towards resentment, lack of morale and did not seem to feasible in the long run although for the time being it did let the organization remain afloat that corresponded with the beneficence of the approach. In comparison, laissez fair did not seem to generate any of such inconsistencies instead it emphasizes on motivating on employees and bestowing trust on them while adapting with a relevant cause.
Disadvantages of Autocratic Leadership Style
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