Many approaches in leadership styles in order to improve staff performance. Today, many of the concepts of leadership styles that can improve the performance of staff. Starting from the concept of the most classical to the modern theory, the theory presented Hersey situational and Blancard.
Situational Leadership StyleLearning from the concept of Hersey and Blancard, leader or manager must adjust their responses according to the condition or level of development maturity, ability and interest in the staff to accomplish these tasks. In this case, the response behavior of a manager in providing leadership and support a number of directives that are sosioemosional. Meanwhile, managers must adjust the level of maturity of Staff.Staff maturity level (maturity), defined as the ability level of staff to be responsible and directing its behavior in the form of the will. Based kematanganya level, according to Hersey and Blancard there are four types of staff, namely: (1) Staff who are unable and unwilling, (2) Staff who are unable, but willing, (3) The staff is capable, but do not want to, (4 ) Staff who are able and willing.
Directing There were four responses leadership in managing staff performance based on the level of maturity, ie directing, selling, raising the participation and leadership mendelegasikan.Gaya directing, leadership is a response needs to be done by the manager on staff conditions weak in abilities, interests and commitments. Meanwhile, the organization requires the completion of tasks is high. In this situation Hersey and Blancard suggested that managers play a directive role that high, giving advice on how to accomplish tasks that, without reducing the intensity of social relationships and communication between leaders and subordinates.
SellingIn conditions of staff have difficulty completing tasks, afraid to try to do so, managers must also memproporsikan task structure with staff responsibilities. In addition, managers must find things that lead to unmotivated staff, and the problems faced by staff.In conditions of staff has begun to do the tasks better, will trigger the onset of feeling over-confident. This condition, allowing staff to face new problems that arise. New problems are emerging, often making desperate. Therefore, after giving the direction, managers have to play the style of selling. By asking a few alternative solutions to problems.
Promote participation Participatory leadership style, is the response of managers to be played when the level of staff skills but does not have the will to take responsibility, because of their unwillingness or lack of confidence to perform tasks / responsibilities are often caused by lack of confidence. In cases like these leaders need to open a two-way communication and actively listen to supporting the efforts done by subordinates / followers.
Delegating Furthermore, to the level of staff with the ability and willingness of high, then the appropriate leadership style is the style of "delegation" With this leadership style delegates gave little guidance or support, because it is already able and willing to carry out the duties / responsibilities. They are allowed to implement their own and decide on how, when and where their work should be carried out. In the style of this delegation is not really necessary two-way communication.
Situational Leadership StyleLearning from the concept of Hersey and Blancard, leader or manager must adjust their responses according to the condition or level of development maturity, ability and interest in the staff to accomplish these tasks. In this case, the response behavior of a manager in providing leadership and support a number of directives that are sosioemosional. Meanwhile, managers must adjust the level of maturity of Staff.Staff maturity level (maturity), defined as the ability level of staff to be responsible and directing its behavior in the form of the will. Based kematanganya level, according to Hersey and Blancard there are four types of staff, namely: (1) Staff who are unable and unwilling, (2) Staff who are unable, but willing, (3) The staff is capable, but do not want to, (4 ) Staff who are able and willing.
Directing There were four responses leadership in managing staff performance based on the level of maturity, ie directing, selling, raising the participation and leadership mendelegasikan.Gaya directing, leadership is a response needs to be done by the manager on staff conditions weak in abilities, interests and commitments. Meanwhile, the organization requires the completion of tasks is high. In this situation Hersey and Blancard suggested that managers play a directive role that high, giving advice on how to accomplish tasks that, without reducing the intensity of social relationships and communication between leaders and subordinates.
SellingIn conditions of staff have difficulty completing tasks, afraid to try to do so, managers must also memproporsikan task structure with staff responsibilities. In addition, managers must find things that lead to unmotivated staff, and the problems faced by staff.In conditions of staff has begun to do the tasks better, will trigger the onset of feeling over-confident. This condition, allowing staff to face new problems that arise. New problems are emerging, often making desperate. Therefore, after giving the direction, managers have to play the style of selling. By asking a few alternative solutions to problems.
Promote participation Participatory leadership style, is the response of managers to be played when the level of staff skills but does not have the will to take responsibility, because of their unwillingness or lack of confidence to perform tasks / responsibilities are often caused by lack of confidence. In cases like these leaders need to open a two-way communication and actively listen to supporting the efforts done by subordinates / followers.
Delegating Furthermore, to the level of staff with the ability and willingness of high, then the appropriate leadership style is the style of "delegation" With this leadership style delegates gave little guidance or support, because it is already able and willing to carry out the duties / responsibilities. They are allowed to implement their own and decide on how, when and where their work should be carried out. In the style of this delegation is not really necessary two-way communication.
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