Stilurile de leadership

STILURILE DE LEADERSHIP. EFICACITATEA LEADERSHIPULUI

Stilurile de leadership managerial se suprapun, intr-o anumita masura, stilurilor manageriale, avand, in acelasi timp, trasaturi caracteristice care le individualizeaza.

Cea mai utilizata clasificare a stilurilor de leadership, realizata in functie de

caracteristicile manageriale si psiho-sociologice, desemneaza urmatoarele patru tipuri :

- autocratic, stil care se caracterizeaza printr-o supraveghere foarte stricta a

subordonatilor care actioneaza din frica fata de sef, preponderenta fluxurilor

informationale de sus in jos (ordinele sefului care trebuie indeplinite fara

comentarii);

- birocratic, stil care se caracterizeaza prin folosirea excesiva a actelor scrise, atat

pentru comunicare, cat si pentru consemnarea activitatii si pentru control;

initiativa si inovarea sunt descurajate, moralul salariatilor este afectat in mod

negativ;

- "laissez-faire", este un stil care promoveaza o libertate de actiune a

subordonatilor, pronuntata, in cadrul directiilor de actiune stabilite de

managementul superior, controlul fiind aproape inexistent (este caracteristic

firmelor centrate pe tehnica de varf, cu specialisti inalt calificati si dedicati muncii

lor);

- democratic, care se caracterizeaza prin existenta unor relatii de cooperare, o buna

comunicare in toate sensurile (de sus in jos, de jos in sus, pe orizontala, oblic),

flexibilitate, sociabilitate, atmosfera prieteneasca.

O alta tipologie de leadership, prezentata in lucrarea mentionata anterior, este cea a lui Mark Edwards, care introduce o notiune noua, cea de leadership symbiotic.

Leadershipul simbiotic, considerat al viitorului, pune accentul pe increderea

reciproca dintre salariati, pe promovarea unui nou tip de spirit de echipa, denumit

simbiotic.

Principalele caracteristici ale stilului de leadership simbiotic sunt:

- examinarea de catre echipa a criteriilor de performanta, bazate pe o abordare

participativa si o distribuire echitabila a recompenselor materiale si sociale;

- realizarea unor sisteme de motivare si de comunicare perfectionate, recunoscute

de toti componentii organizatiei;

- realizarea de echipe simbiotice, in care, datorita schimbarilor din sistemul de

motivare, se amplifica contributia grupurilor si performantele individuale;

Dezvoltarea puternica a spiritului de echipa, bazata pe cresterea nivelului de

identificare a indivizilor cu grupul, pe motivarea data de increderea in corecta

evaluare si recompensare, conduce la obtinerea unor rezultate superioare in cadrul

organizatiei.

In economia de piata, concurentiala, in practica conducerii organizatiilor este

de o importanta deosebita obtinerea unor rezultate cat mai performante, lucru care

depinde, in mare masura, de practicarea unui stil de leadership eficace.

Facand o comparatie sintetica intre managerul clasic bun si un leader

managerial contemporan, centrat pe schimbare, acesta din urma, acorda importanta

deosebita, relatiilor interpersonale, cresterii gradului de pregatire si motivare a

salariatilor, maririi responsabilitatii acestora si a autodisciplinei, considerand ca

oamenii reprezinta o resursa esentiala, ce necesita un tratament special.

Un manager eficace trebuie sa aiba caracteristicile unui adevarat leader, adica:

viziunea, realismul, etica si curajul.

Viziunea presupune o gandire ampla, de perspectiva, sistematica si strategica

si, in acelasi timp, o mare creativitate in activitatea ce o desfasoara.

Realismul leaderului inseamna mentinerea unui contact strans cu lumea

exterioara, deschidere spre cultura mediului, spre economie si actele normative care reglementeaza activitatea, deschidere spre concurenta etc., acordand importanta cuvenita detaliilor practice, nevoilor pietei si oamenilor etc.

Etica leaderului presupune loialitate fata de grupul de munca, probitate morala, principii si aderare la valori esentiale, intelegerea nevoilor emotionale ale oamenilor, atasament si fidelitate.

Curajul, ca o dimensiune importanta a leaderului, inseamna ofensiva, initiativa,acceptarea riscului si asumarea responsabilitatii.

Un rol important in dezvoltarea leadershipului in cadrul organizatiilor il au

specialistii in resurse umane, care trebuie sa organizeze cursuri de formare in

management, sa recruteze tineri licentiati care sa intareasca potentialul managerial si sa dezvolte conceptul de leadership in intreprindere, influentand managerii in sensul practicarii unui leadership eficace, bazat pe relatiile interpersonale.

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