Everyworkday all employees set out to their workplaces. Whatever means oftransport they use, they take the time to see into their day aheadwhat are some of the duties they will engage in, do they havedeadlines to meet among others. This all comes to the expectation ofthe various types of supervisors, their system of administration andhope to deliver for the staff. From the different types of leadershipstyles employed, supervisors can be divided into six categories,these include:
Coach-this is one whose major focus is on the employees. They indulge theirmembers in the decision-making process, event planning and settingtimelines to meet their goals. This support of the employees andparticipation creates positivity in the workplace as all work to theinterests of the organization (Conger& Stuart 371-375).The supervisor delegates’ duties offer guidance throughout untilcompletion of the task. The style of leadership adopted isdemocratic.
Teamplayer-is competent, truthful and takes into account the role of theemployees. They can get their staff to open up to them for any ideasas well as make tough decisions without disrespecting others (Oliva,et al. 2013).They understand that goals are shared with employees thus theirsuccess depends on the staff and vice versa. They give credit whereit is due hence are regarded as the kind of bosses everyone wouldwant to work with.
Mentor-.Having a better understanding of the employees’ profession is theprimary requirement to give guidance and direction in their careers.This is efficient if the supervisor takes the responsibility ofmentorship for the employees. This kind of Supervisors significantlyimpacts on the career development of their employees which makes themeasy to work with. Leading by example transformational leadership.
Laissez-faire-are the kind of supervisors who exercise little follow up onemployees trusting that they will perform to expectation. Theemployees do not expect to learn from them as much given theirinactiveness. It is high risk working with this supervisor unless onehas a knowledge of research skills (Conger& Stuart 371-375).As a result, the employees need to be independent and determined toachieve what they want.
Controlfreak-needs always to be in the loop of all that happens. Here the staffmembers are not engaged in calling shots. As an employee working withthis supervisor, you must know how to deal with them by just ensuringa constant flow of information on the progress of your project.Asking lots of questions makes them open up and thus give one a vividimage of their expectations as they hold onto knowledge for theirpower.
Autocrat-has total authority and is fully in control of decision making. Thisone has his objective and hardly pays attention to the employees.They are very hard to please so, to get along with them you aretasked to make them share what their focus is.
Boththe control freaks and autocrats use the authoritative style ofleadership. They have more in common, but their only difference isthe autocrats are definite on what they want while the control freaksare less clear mainly to have open options for future changes if theneed arises.
Inconclusion, we need to keep in mind that in any organization thereare objectives to be achieved. Whatever the nature of your boss,employees should learn to work with them for the set goals.
Conger,Stuart. "Fostering a career development culture: reflections onthe roles of managers, employees and supervisors." CareerDevelopment International7.6 (2012): 371-375.
Oliva,Peter F., and George E. Pawlas. Supervisionfor today`s schools.Jossey-Bass, An Imprint of Wiley. 10475 Crosspoint Blvd,Indianapolis, IN 46256, 2013.