Democratic Leadership Style
Democratic leadership style is also referred to as participative leadership. This is because all employees and organizational members have an equal say in the administrative decisions affecting their lives. The style values affirmation and collaboration of members and candidates. Democratic leadership allows equal participation of people in reposing, developing and creating laws. Democratic style can be described as an institutionalized principle because it applies social order and cooperation in the management of the human behaviour. Institutions managed through democratic style are chosen depending on the permanence and social order. The style transcends the individual human lives and intentions through
According to Rayasam (2008), democratic leadership yields highly motivated employees that generate and offers creative solutions to various problems. This is because the members are encouraged to share ideas and opinions leading to better solutions. The members feel a sense of responsibility to the results thus; they apply the necessary efforts in improving production. At the national level, democracy negates electoral fraud and other electoral malpractices such as illegal voter registration, improper vote counting and intimidation at polls. The electoral fairness that is proposed by democratic style of leadership negates other community vices such gerrymandering of the electoral boundaries, and favouritism (Diamond and Plattner, 2006). Although the style has numerous advantages, it has some potential down sides. The presence of unclear roles and ineffective, time management may cause communication failures as well as incompletion of projects (Goodwin et al, 2006). Some of the members may not possess the required expertise or knowledge on the concerned field that enables offering of quality contribution. Consultations may make the decision making process slow and wearisome. Democratic leadership faces the danger of pseudo participation as most managers may adhere to democracy norms with an aim of scoring points in the eyes of the subordinates.
Conclusion
The style is more effective in situations where group members and employees are skilled