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Democratic leadership, also known as participative leadership, is a type of leadership style in which members of the group take a more participative role in the decision-making process. Researchers have found that this leadership style is usually one of the most effective and leads to higher productivity, better contributions from group members ...
According to studies conducted with regard to various cultures, the reported extent of use of participatory leadership among the Iranian managers correlated significantly and positively with the reported extent of use of motivation via teamwork, the reported effectiveness of communication, the reported extent of group participation in the ...
The original path-goal theory identifies achievement-oriented, directive, participative, and supportive leader behaviors: The directive path-goal clarifying leader behavior refers to situations where the leader lets followers know what is expected of them and tells them how to perform their tasks. The theory argues that this behavior has the ...
The participative system promotes genuine participation in decision-making and goal setting in order to promote a workplace where all members equally share information. Likert argues that the participative system is the most effective form of management within the systems.
The democratic or participative leadership style involves the leader actively sharing decision-making responsibilities with group members. This approach emphasizes collaboration and values the input of all team members, fostering a sense of ownership and inclusivity within the group.
Shared leadership is a leadership style that broadly distributes leadership responsibility, such that people within a team and organization lead each other. It has frequently been compared to horizontal leadership, distributed leadership, and collective leadership and is most contrasted with more traditional "vertical" or "hierarchical" leadership that resides predominantly with an individual ...
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Equality - Planning - participative planning; Organizational structure encourages individual autonomy, authority is decentralized to lowest possible level; Commanding - participative or consultative management style, employees are not afraid to disagree with their managers; Coordinating - work relationships are not strictly prescribed in terms ...
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