The basic assumption of democratic leadership is that the social nature and relationships of workers are the most important factors to be considered. The democratic style assumes that if subordinates are happy, they’ll also be efficient and productive. In other words, if you give the workers all they want, they’ll give you all you want.
A democratic manager usually accounts for poor production or low efficiency by making such statements as, ”No harm done; it’ll turn out better the next timeout or ”Well, you experienced a little bad luck, but. don’t sweat about it; we all make mistakes.” Using this approach, the democratic manager hopes not to cross anyone or upset them.
This is also known as a purely human relations approach. Because it’s soft and undemanding, this style doesn’t challenge an individual to grow in stature in a job any more than the authoritarian style does. It also doesn’t help the organization that the unit works for. Our society demands performance and the attainment of goals.
Concrete results under the democratic style of management are few; in fact, they’re fewer than under the authoritarian style.
Source: Industrial Management Course
[tag]democratic, management[/tag]
Posted by Manuel
Manuel Montala was an online entrepreneur who enjoys blogging about entrepreneurship and gathering information for his blog to help budding entrepreneurs. You can also reach him on twitter: http://twitter.com/mmontala
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