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Followers as recipients of leadership: A leader's behavior (e.g., articulating a vision, setting a personal example, intellectual stimulation) affects followers’ attitudes and behaviors such as commitment to the organization, or exerting extra effort at work. According to this view followers do not play an active role in the leadership process.
The theory focuses on types of leader-subordinate relationships [4] which are further classified into subgroups, namely the in-group and the out-group. [5] The in-group consists of members that receive greater responsibilities and encouragement, [5] and are able to express opinions without having any restrictions.
The autocratic leadership style particularly emphasises the distinction between authoritarian leaders and their followers. These types of leaders make sure to create only a distinct professional relationship. [citation needed] They regard direct supervision as fundamental in maintaining a successful environment and followership.
Here followers do not meet each other and the leader’s decision may or may not reflect his followers' influence. So, here followers' involvement is at the level of providing alternatives individually. Consultative Type 2 (CII) Leader shares problem to relevant followers as a group and seeks their ideas and suggestions and makes decision alone.
The leader–member exchange (LMX) theory is a relationship-based approach to leadership that focuses on the two-way relationship between leaders and followers. [1]The latest version (2016) of leader–member exchange theory of leadership development explains the growth of vertical dyadic workplace influence and team performance in terms of selection and self-selection of informal ...
Paternalism leadership styles often reflect a father-figure mindset. The structure of team is organized hierarchically where the leader is viewed above the followers. The leader also provides both professional and personal direction in the lives of the members. [115] Members' choices are limited due to the rigid direction given by the leader.
According to Burns, transformational leadership can be seen when "leaders and followers make each other advance to a higher level of morality and motivation." [5] Through the strength of their vision and personality, transformational leaders can inspire followers to change expectations, perceptions, and motivations to work towards common goals.
The leader may gather information from members of the group. Consult (Individually): The leader approaches group members individually and presents them with the problem. The leader records the group member’s suggestions and makes a decision, deciding whether or not to use the information provided by group members.