Lewin's Management Theory In Health And Social Care Management

705 Words 3 Pages
There are many management styles had been developed over the years. But the most well known management styles is the Lewin et al (1939) who identified three leadership styles: Autocratic, Democratic and Laissez-faire. The model of Lewin’s theory can be adapted in to health and social care setting by managers to suit their personal strength, different circumstances; the needs and personality of the workers and also the culture of the company. I would like to discuss them in much detail as below.

Autocratic leadership style is also called Authoritarian style in which control is the key concept. Due to the nature of the autocratic management style; managing the team through demands, orders, rules and regulation; managers will make the decision
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Namely democratic leaders involve team members to participate the decision making process, every team member has the equal opportunity to express their opinion, and their contribution will be taken into account in the decision making. By doing so, team members are willing to work with leaders and willing to take responsibility for their actions and decisions. Democratic leadership style is excellent to use for making a change or implementing new ways of working within the team. For instance, if there is ongoing issue (unknown glasses found in communal areas) has been identified by the manager in the home, solution methods (name tags on residents’ glasses, request optician to engrave the name on new glasses) had been produced by empowering team members. Few members of staff volunteered to take on responsibility of completing the task, the positive outcome will be expected due to their autonomous action. However, the drawback of the democratic leadership style can also has influence on the team performance due to the freedom of the leadership style. Team members can have various opinions and disagree to one and another which result in time consuming and less productive …show more content…
Leaders/managers allow team members to be responsible for all goals, decisions and problem solving. Team member will be self-monitoring, highly competent and reliable to carry out task with their initiatives without instruction, direction from their leaders. Manager who wishes to use Laissez-faire leadership style must have trust in their team member’s ability, knowledge and experience. Because if the team member lacks confidence and competence regarding complete the task, positive outcome will unlikely to be achieved. Furthermore, team member will feel less supportive from the leaders/managers. Not only that, due to lacking feedback, monitoring, praise from leaders/manager, the team will have tendency to go off task with the result that the outcome is never achieved.

All in all, to achieve the best outcome of team performance cannot be confined in any leadership management style solely, it depends on the competency from the leaders/manager; how well they know the team and under what circumstances. It may need to mix the use of one, two or even more management style for the leader with taking consideration of different management style’s drawbacks to achieve their most desirable outcome of team

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