5.1 of management works for experienced employees who

5.1 Compare different styles of leadership and management There are different styles of leadership and management within organisations, which one is adapted is dependent on the type of organisations and employees. Outlined below are five different styles of management and leadership styles that are regularly used within organisations to provide the most productive outcome. Each organisation will use at least one form of the below styles within their day to day activities.Laissez-faire leadership involves remote supervision of employees, also irregular feedback is given. This type of management works for experienced employees who have proven their diligence and attention to detail with limited errors being made in their work. This type of leadership can hinder productivity from some employees as they need more guidance than others, lack of this guidance can prove costly for the organisation.On the other hand opposite to laissez-faire; autocratic leadership allows managers to make and execute decisions that cannot be contested by anyone. Employees who need close supervision thrive under this leadership, those that are creative and work well within group settings do not perform well under this type of leadership, as they do not have the scope or freedom to express their ideas which could hinder productivity of an organisation.Democratic leadership is similar to autocratic in the sense that managers and leaders make the final decision, however the decision is made and the team has the opportunity to openly discuss their views and opinions. This type of leadership has proven to be the most successful when wanting team members to accept change within the organisation; this is because they play a part in the decision making which is largely opposite to autocratic leadership.In addition to Laissez-faire democratic leadership; transactional leadership involves managers and team members setting predetermined goals which are agreed by them both. The involvement of team members and managers can prove to be productive; as achievable goals are set and agreed upon. Depending on the outcome of tasks distributed by managers to employees, will determine whether members receive punishment or rewards. Rewards can come in the forms of bonuses or more responsibility. On the other hand punishment can come in the form of warnings and furthermore dismissal. Some team members can thrive off of the challenge while others may fail under the pressure.Similarly to autocratic leadership, formational leadership has high visibility and communication from the managers, this is to increase productivity and efficiency from its team members. Leaders focus on the bigger picture and delegate the smaller tasks to their team members in order to accomplish organisational goals. This type of leadership can create strong bonds between managers and team members which in turn can produce transparency within the team, making way for increased productivity and minimal error.There is no absolute leadership style that should be adapted, instead organisations should choose a style that suits them and the goals they are trying to achieve. In some instances organisations adapt several leadership and management styles to best bring out productivity. In relation to the school environment research shows that ‘the average effect of instructional leadership on student outcomes was three to four times that of transformational leadership’. Later I will discuss the five sets of leadership practices in my setting: establishing goals and expectations, resourcing strategically, planning, coordinating, and evaluating teaching and the curriculum.