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1. Leader ,personality and past experiences:- managers value background and
experiences will affect his or her choice of leadership StyleS. A manager who has had success in
exercising little supervision or values the self-fulfilment needs of subordinates may adopt an
employee-oriented style of leadership. A manager who distrusts subordinates or who simply
likes to manage all work activities may adopt a more authoritarian role.
2. Expectation of superiors:- a superior' who favours task oriented leadership may cause a
manager to adopt that style of leadership. A superior who favours an employee-oriented style on
the other hand may encourage the manager to adopt the employee-oriented leadership.
3. Subordinates characteristics and expectations:- the response of subordinates to
managers -will be subordinates characteristics in terms of skills and training influence the
mangers choice of style. Highly capable employee would normally require less directly
approach. The expectation of subordinates is another factor in determining how appropriate a
particular style will be. Subordinates who have employee centred managers in the past may
expect a new manager to have similar style and may react negatively to authoritarian leadership.
4. Tasks requirements: Jobs that precise instructions are to be followed demand more task
oriented style than jobs whose operating procedures can be left largely to the individual
employees e.g. University teaching.
5. Organisational climate and policy the "personality" or climate of an organisation
influences the expectations and behaviours of organisation members.
In organisations where climate and policies encourage strict accountability for expenses and
results, managers usually supervise and control subordinates tightly.
6. Peer expectation and behaviours: - Ones fellow managers so as not to appear odd. Also
conformance to their expectations is required.
Kavungya answered the question on May 17, 2019 at 16:13
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