Research Paper on Management: Leadership Styles
The amount of time spent on research paper writing depends on the topic chosen, the level at which the research should be conducted, instructions, and quantity of sources to be used. For a simple management research paper, it might take just a few days to complete the research.
Pick the Topic/Problem
Successful papers start with the right choice of topic and scope of the research involved. When it comes to management, there are copious numbers of issues to target within organizations/businesses/industry. It is a fallacy to think that the fewer numbers of pages you need to complete, the more vague you should be in your research. It is important to contain your research and get to the heart of the matter.
Internalize the terms
Keep in mind that eloquent and consistent representation of your ideas in the research paper is essential for academic writing. Use specific terminology that matches the description of your thought and defines the objects clearly. Such things as management style, types of the decision-making process and project management approach are inherent traits to be described in an organization or business you write about.
Don't use superfluous sources
Preparing an outline is vital to ensure that your argumentation supports a thesis statement. One of the secret to bring up the argument in the paper is to use a well-known formula: “if this happens, then the result is...” supported with the references to the sources. Yet don't endeavor to cite all corresponding information from as many as possible sources. You may discover that not all the information you have pulled for the paper are to be used. Often happens that some of the information gathered is not relevant, obsolete or has a bias that would not make it an adequate reference to reaffirm your argument. In the sample below, you can see how the writer explains certain points of view and refers to the authors.
Sample Paper on Management styles: Laissez-faire style and Democratic style
Management style is a typical manner of behavior and method of management inherent to a particular leader in any organization. Each manager sooner or later tends to choose a particular style of management. Nowadays the researchers identify several types of behavior in management each of which has its own effectiveness. Methods and management styles used by the same person may vary, depending on which tasks a team leader set in front of his/her subordinates and colleges. (W. Jack Duncan, 1981, pp.11-19)
Laissez-faire style of management
Working in the company among high-skilled professionals I would determine the leadership of our leader as a laissez-faire. His style of management is characterized by the minimum intervention and guidance into the working process of his subordinates. Usually, the leaders of laissez-faire management style are hands-off and allow absolute freedom in decision-making. At this point, I would like to highlight that employees should have relevant experience to make right decisions and not to deteriorate the overall organizational performance. The huge disadvantages of this leadership style are that employees themselves are forced into the role of a leader, and it gives a significant opportunity for the future prospect to become a manager.
However, our leader remains available to us almost any time we need his help or advice. His door is always open, and he is friendly enough to everyone who needs some assistance and support. Yet the general behavior of the leader is mostly passive. He requires us to meet the standards of the quality and manage to have everything done before deadlines.
The drawbacks of Laissez-faire leadership are that it is not effective in a case when employees lack knowledge or germane experience in order to complete a mission or make an urgent decision. Some employees, especially newcomers, are not good at establishing their own deadlines, dealing with impediments, managing projects and solving challenges on their own. When a leader remains passive there is a risk that a project goes off-track and upcoming deadlines can be missed. (Stephen E. Catt and Donald S. Miller, 1991, pp.215-225)
Democratic style of leadership
It is my belief that this laissez-faire style of leadership is reliable and efficient enough, however personally I would implement a bit different behavior in the management process. The democratic style of leadership is more favorable for me and our company. Democratic style is characterized by a provided autonomy to subordinate within their skills and functions he performs. It is a collegial style which gives freedom to workers under the supervision. I fancy the idea of giving freedom to members to make decisions for impending problems. Nevertheless, I think that I would be more active in terms of assisting and facilitation. Work in a team with the colleagues is a splendid alternative to laissez-faire style.
The democratic style of leadership will be effective in our company especially during this period because we attract new personnel. It will be valid and useful to encourage experienced members and newcomers to share their ideas and opinions regarding upcoming task and projects. This approach will stimulate creative solutions and help to find alternative ways in decision-making. In health care, it is essential when the staff can share their knowledge, experience and when a leader facilitates and monitors the working process. There should be no mistakes in health care simply because personnel can not afford to make an error as it regards the life or death of patients. Interference and interdependence between a leader and staff contribute to the interpersonal relations. This democratic style of leadership allows all members to proceed on their own, whereas a leader takes responsibility to help and cope with major challenges and assist with the deadlines. Leaders, who dominated by the democratic management style, concern with the most complex and important issues, provide subordinates to solve the rest minor problems. Meanwhile, the personnel should have qualities necessary for effective performance of a democratic leadership style. (W. M. Pride, R. J. Hughes, J. R. Kapoor, 2009, pp.178-181)
W. Jack Duncan (1981) Organizational Behavior, 2 vols. CENGAGE Learning, 464 p.
Stephen E. Catt and Donald S. Miller (1991) Supervision: Working with People. Boston: Irwin, 515 p.
William M. Pride, Robert James Hughes, Jack R. Kapoor (2009) Business, Cengage Learning, 696 p.