Leadership style refers to the way managers interact with others and it directly influences employment absenteeism and efficiency
Autocratic leadership/classical-scientific:
Where managers direct and instruct staff and there is little to no participation or decision making. This leadership style is suited to unskilled labour doing repetitive tasks e.g. McDonalds workers. The lack of experience and unskilled labour require direction. There is hierarchy in place.
**Participative leadership/**democratic/behavioural:
Where managers encourage a high degree of employee participation in decision making as well as open communication channels. Staff work together to make decisions and solve problems. Employees have opportunities to contribute ideas – the higher level of involvement gives workers a greater sense of ownership and job satisfaction. Also builds a long-term relationship with the employee and reduces staff turn-over. This is seen at higher skilled levels where the focus is on self-managing teams e.g. doctors, tutors, lawyers.
Chain of command = how information is passed from the top to the bottom of the organisation
Span of control = how many employees a manager watches over: in autocratic system, the narrow span of control means more control over employees whereas in democratic systems, the wider span of control means less control over employees
Process of looking at tasks and responsibilities combined to make up a job
Methods:
When an employee moves from one task to another so there is variation
Advantages:
Disadvantages:
A horizontal expansion of the job by adding similar levels of responsibility. The employee completes several tasks keeping them engaged, satisfied and productive – also avoids boredom associated with repetitive tasks
Where the employee is given more challenging tasks, responsibility, autonomy and decision-making power (advancing upward in status/role)