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Is God Real

Is God Real Styles of leadership are neither inherently good nor inherently bad,despite the fact that one or another may become all the rage for a time.The best way to judge what leadership style is right for a particularcompany is to measure how consistent that style is with the owner'spersonality, the type of work being done, and the nature of the work force. While there are hundreds of subtle variations and scores of cute names forthem, there are really only three primary leadership styles: the autocraticleader, the laissez-faire leader, and the democratic leader. The most dictatorial leaders are the autocrats. There are the leaders knownaround the company as The Bosses. There are people who impose their will,take full responsibility for all decision making, and emphasize productover process. Autocratic leaders work best with a staff of people who areunwilling to make decisions, and are uninterested in demonstratinginitiative. With a laser-like emphasis on results, autocratic leaders can producereliable products of high quality in the most efficient manner. Theyare at their best in crises when decisions must be made swiftly -- withoutdebate and deliberation. But this autocratic style can also lead to workerresentment and disaffection, breaking down the human machinery producingthose wonderful products. On the other extreme is the laissez-faire leader who rather thanholding the reins tightly, drops them altogether. Laissez-faireleadership is actually an abdication of authority. Laissez-fairemanagers eliminate all boundaries and form a de facto partnership withtheir subordinates. They are known in the company by their first name. Fora laissez-faire leader to succeed, he or she must have a cadre ofenormously dependable, skilled, organized, and conscientious workers. Laissez-faire leadership offers both the greatest rewards and thegreatest potential risks. When the combination of leader and staff workswell, it can make for a wildly creative and egalitarian company; one thatpeople will seek out as the place they want to work. When the combinationof leader and staff doesn't work well, it can be a nightmare: a confused,aimless, anarchic company that's heading straight for disaster. In between these two extremes are the democratic leaders. They recognizethe individual needs, quirks, skills, and limitations of the workers, andtry to "play to their strengths." In the process, they try to foster asense of partnership in decision-making, and encourage workers tofunction as independently as possible. For democratic leadership to work,the staff must be self-confident, motivated, and adept enough to workwith little direct supervision. A democratic leader can enhance a company by maximizing the talents of thestaff and creating an environment that's more cooperative thanhierarchical. This style is the most demanding of the three, since itrequires constant balancing between asserting authority and fosteringpartnership. It offers neither the incredible efficiency of the autocraticstyle, nor the unbridled creativity of the laissez-faire style.However, it carries far less risk than the other two. Bibliography:

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