Name: Course: Instructor: Date: Introduction Leadership is a core factor in the running of any business or organization.

It helps in inspiring staffs to accomplish the objectives and mandate of the organization in a manner that is rational and unified. It should be understood that everything considered old should not be termed as bad, and everything that is new should be termed as good. A leader must have the skills and know-how acquired through extensive training and articulate usage of the different types of leadership styles. Therefore, leaders are not born with leadership qualities, but it is something nurtured over a lengthy duration. There are different types of leadership styles currently being applied by different leaders in various sectors. It is necessary to note that not a single style can be concluded as the best, since all differ with the team or organization one is leading. There are two theories of leadership which helps to identify the style a leader is using to lead his team, and include trait theory of leadership and process theory of leadership. In this paper, we will discuss the different types of leadership theories and explain when they are effective plus give different scenario where different types of leadership styles should not be applied. The leadership styles covered in this paper includes autocratic, bureaucratic, laissezfaire and democratic. Autocratic leadership

In this style of leadership, a leader exercises all the control in decision making and power in the team or organization, hence the reason to it being referred to as a classical approach. The leader makes all decisions without consulting any member of his/her organization, which they will have to follow without questioning. A leader who exercises this style of leadership always wants to be in control and gauge their success through the tasks they get accomplished. These types of leaders do not trust their staff but rely heavily on threatening and influencing their staffs. This style is particularly suitable when leading a team that comprises new and untrained staff. Furthermore, it is highly effective in staffs that are not responsive to other styles of leadership and also when there is work that needs to be coordinated across different organizations and departments (Suino, 2012). However, it should not be used in well trained staff cases, with low morale, or those that wants to make a contribution in decision making. This is not a bad style of leadership but should be used with a lot of caution.

Bureaucratic style A leader who utilizes this style never goes against what is stipulated in the procedures and policies of the organization or business. Similar to autocratic style, there is no consultation with the team. Therefore, a bureaucratic leader enforces rules. This style of leadership is remarkably effective when working with a staff or a team that only perform a specified task routinely. Another area where this style has proven effective is in the financial department where the sole duty of the staff is to handle cash. Secondly, it is effective when the staff a leader is dealing with, require understanding different procedure, which do not, require any alterations.

However, it is ineffective in a diverse working environment where staffs have the opportunity of contributing to the wellbeing of the organization. Additionally, this style increases the chances of employees losing morale in their jobs (Suino, 2012). Democratic style Democratic leadership style is decidedly different from autocratic and bureaucratic styles as it involves the participation of all the team members in the decision making. This style of leadership commonly referred to as participative leadership style is assumed to be the best. The leader updates his staffs on matters affecting them in their jobs and asks them to contribute in decision making (Suino, 2012). However, the leaders hold the final say and power over all the decisions made. Hence, it is considered as the best leadership style, as it ensures that there is high quality and quantity of time in the long run. Furthermore, the spirit and morale of the staff is heightened due to the trust accorded to them by their leaders. However, to enforce a democratic style of leadership, the team that a leader is working with should be highly trained, experienced and skilled (Suino, 2012). It is remarkably effective when the leader wants to keep the staff updated on matters affecting them and the organization, especially when the matter at hand is of a complex nature and requires brainstorming from all angles. Additionally, it ensures that staffs nurture their personal growth and job satisfaction. However, it should not be deployed if the staff one is working with has no enough qualification or experience, since there is no room for error. Furthermore, if a leader feels threatened by the contributions of his staff, this style should be avoided (Suino, 2012). Laissez-Faire style

This form of leadership is more liberal, in a way that the leader does not hold all the power in decision making. The leader gives his staffs the power to make their own decisions and resolve any matter that is affecting them without any significant indulgence from them. However, this is an extremely hazardous style if utilized in an appropriate manner (Suino, 2012). Therefore, to enforce this style a leader should make sure that the staffs are professionals who are highly trained and experienced. Additionally, if this is not possible, he should make sure that a specialist from the outside world is consulted. The other factors to consider are dedication and trustworthiness of the staff. However, it also has its own demerits since the employees can feel insecure or uncomfortable with the decision they have made without consulting the manger. Still, managers dodge their responsibilities and let their work be done by their subordinates, and without gratitude, the workers morale can be highly affected.

Conclusion Leadership is a core factor in the smooth running of an organization. No single leadership style will ensure this. Therefore, it is the obligation of the leader to identify the best leadership style to utilize it depending on the staff they are leading. As observed, each of this leadership styles has their merits and demerits depending on where and how they are applied. Therefore, it would be prudent for any leader not to rely on a single style if they need to be successful leaders.

References Suino, P 2012, Leadership in Public Organizations: An Introduction. M.E. Sharpe, New York.