High Commission: Laissez-Faire Leadership

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Autocratic leadership can be abused by the leader has their can come across as a bully to gain his or her own way. They also may appear controlling, and overbearing, which can lead to bitterness among the team. If the autocratic leader makes a decision without consulting the group, espicealy a highly intetelical group, the people in the group may lose motivation, as they are unable to contribute ideas and therefore feel under valued and just objects or ‘tools’ to get the job done . Northhouse 2013 p 79.
The High Commission generates High performance by using a number of different management tools. The FCO has introduced the 360-degree feedback process, which allows feedback from the person you are reporting on from their peers, superiors,
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Also the team is required to be able to have the ability to self-motive. However Laissez-faire leadership so a poor leadership style to adopted your team lack the ability or have sufficient experience within their core competencies. Moreover if they lack the self-motivation to achieve goals then the organization will suffer from no leadership giving direction or guidance. The problem within the High Commission workforce is it’s mixed with the majority of West African employees, also known as “locally employed”. The local employed approach towards work is very different from the common western manner or the fast paced rat race of the West. The majority of the workforce doesn’t hold the ability to set their own deadlines do to the West African time culture. Within this type of work force projects can go slide left and deadlines can be missed when team members do not get enough direct direction or feedback from their leaders. If the management is seen as withdrawn from any project then this can present a false impression of lack of importance towards a project. Gill 2011 p 82-82 – Northouse 2013 p 196 – Rickards 2012 p …show more content…
There are many benefits from delegating as stated in table 8-5 in Pearson p 232 (2012). Delegation does offer many advantages if carried out with supervision and appropriate leadership. Therefore Laissez-faire would need to be changed to a more participation style where the leader has more over all control but given the freedom of decision making to their employees. A good example of this is from the British Army where the use of Mission Command is used right through the ranks. Mission Command is by where you tell you subordinate commander what is to be achieved, why it is to be achieved but not thow to achieve it. The commander will set bounders and time limits but at the same time the subordinate are empowered to think for him or herself in the manner how they are going to achieve it. Gill 2012 p

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