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BTEC Unit 6 Leadership & Management Styles - Coggle Diagram
BTEC Unit 6 Leadership & Management Styles
🔵 BRANCH 1: Autocratic Management (Kurt Lewin)
📝 Definition: Centralised, top-down power structure where managers issue unilateral directives without employee consultation.
🟢 Advantages: Rapid decision-making in a crisis; absolute, clear chain of command; high control over direct outputs.
🔴 Disadvantages: Severely demotivates skilled staff; completely stifles internal innovation; causes high staff turnover.
🔵 BRANCH 2: Democratic Management (Kurt Lewin)
📝 Definition: Consultative, decentralised model where power is shared and employees actively participate in decision-making.
🟢 Advantages: High workforce job satisfaction; sparks highly creative, diverse solutions; builds future business leaders.
🔴 Disadvantages: Significantly slows down decision-making; high risk of team conflict; potential for operational gridlock.
🔵 BRANCH 3: Laissez-Faire Management (Kurt Lewin)
📝 Definition: Hands-off approach providing maximum operational autonomy and trust to staff with zero routine monitoring.
🟢 Advantages: Maximum creative freedom for experts; builds a self-reliant culture; removes micromanagement bottlenecks.
🔴 Disadvantages: Incredibly high risk of operational chaos; poor progress tracking; leaves beginners without direction.
🔵 BRANCH 4: Paternalistic Management (Harbison & Myers)
📝 Definition: Top-down style where leaders dictate actions based on what they perceive is in the best interest of workers.
🟢 Advantages: Generates exceptionally high employee loyalty; builds a strong, reassuring feeling of long-term job safety.
🔴 Disadvantages: Breeds unhealthy employee dependency; strictly limits personal worker autonomy and mature professional growth.
🔵 BRANCH 5: Transformational Leadership (Burns & Bass)
📝 Definition: Visionary, future-oriented style focused on inspiring radical, systemic change and deep emotional engagement.
🟢 Advantages: Drives massive, industry-defining company innovation; creates electric levels of employee pride and engagement.
🔴 Disadvantages: Puts intense pressure on staff leading to severe burnout; requires rare, highly charismatic leaders.
🔵 BRANCH 6: Transactional Leadership (Burns & Bass)
📝 Definition: Compliance-driven style relying on structured processes, performance boundaries, and reward-and-punishment systems.
🟢 Advantages: Maintains completely consistent operational stability; ensures absolute adherence to safety or industry regulations.
🔴 Disadvantages: Limits long-term adaptability to market shifts; creates a cold, purely mercenary employee mindset.
🔵 BRANCH 7: Situational Leadership (Hersey & Blanchard)
📝 Definition: Dynamic framework where a leader adapts their style based on the task-readiness, competence, and commitment of staff.
🟢 Advantages: Highly flexible framework; optimises individual talent development; adapts smoothly to fluid workforces.
🔴 Disadvantages: Can heavily confuse employees if styles shift too abruptly; places immense pressure on managers.
🔵 BRANCH 8: Contingency Leadership (Fred Fiedler)
📝 Definition: Structural theory asserting that a leader’s style is fixed and must be deliberately matched to matching situational variables.
🟢 Advantages: Acknowledges external situational factors; provides clear metrics to place leaders in environments they will thrive in.
🔴 Disadvantages: Highly rigid; assumes people cannot adapt or grow out of their natural style; difficult to evaluate accurately.