HCA 545 Discussion Your text states that “Laissez-faire leadership is non-leadership, when the leader is perceived as being indifferent to follower actions and organizational outcomes”
HCA 545 Discussion Your text states that Laissez-faire leadership is non-leadership, when the leader is perceived as being indifferent to follower actions and organizational outcomes
Laissez-fair leadership according to text is a non-leadership style (Johnson, J., 2009). Laissez-fair leadership is based on delegation as the manager is totally hands off. Members of this team are the decision makers, gaining no leadership from management. This type of management has both benefits and drawbacks. This type of leadership has been shown through research is to have low productivity among groups (Cherry, K., 2019).
The team members of a laissez-fair style of leadership will have to solve problems on their own. This is good in some aspect’s as it teaches them to assess situations, evaluate responses and readjust if needed. The drawback is that team members need to know their role and expectations. If they are not getting any guidance than they basically be bouncing around like pinballs, going in all sorts of directions (Cherry, K., 2019).
The drawbacks with this style of leadership is that it will not be good for teams who lack needed skills, direction, adherence to deadlines and motivation. The benefits are that if you have a team or group that is highly skilled and motivated will value the independence to be able to work together (Cherry, K., 2019).
I agree with both the drawbacks and benefits of this style of leadership. I think it can definitely have its place. I feel that it is not the best of leadership styles but it can be employed for certain situations. I would let my team know that here is the plan, this is what I expect, here are the resources, now I will let you run with it. I would check in with them to see how things are going.
Cherry, K., (2019). Pros and cons of laissez fair leadership. Retrieved from https://www.verywellmind.com/what-is-laissez-faire-leadership-2795316.
Johnson, J., (2009). Physician leadershi
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I agree with the Laissez-faire leadership statement in our textbook that the leader is perceived as being indifferent to follower actions and organizational outcomes. One of the effective laissez-faire leadership situations in my department, where group members are highly skilled, motivated, and capable of working on their own is the referral/Intake nurse and coordinator morning huddles. The senior director is present, but the managers and nurses run the meeting. They discuss the number of referrals that are in the que, how many physician requests are in the que, and the escalation process that will be employed for the Tricare and State of Georgia referrals which have a 72-hour process time. Accolades for the previous days best performers are announced, and everyone is encouraged to do their best for the day. I have experiential knowledge of a laissez-faire leadership that was not positive. I worked in a department over 8 years and the assistant manager was two steps from being incompetent. She was a drag, an anvil. The manager was forced to retire, and she became the manager. She led by solicitation of opinions. She would not make a decision for herself. She would either contact our HR advisor(Stacy) for every decision, or another manager. If she was asked a question, she wouldn’t answer it immediately she would get back to you after she contacted Stacey. She was a weak manager. When the idea was good, she took the credit for it. When the idea was revealed as off the mark, she would rat out the name of the person that gave her the advice. She was indifferent to the admin team. She never celebrated any of our birthdays, or any special occasion for us. She pushed her work off on the admin team, would come to work late, go to lunch, and leave saying she was going to the Regional office for a meeting, which was not true. She was lazy, unfocused, she didn’t lead by example, a micromanager, lackd empathy, and focused on blame rather than solutions or support.
Read chapter 11 in the textbook.