The Most Appropriate Leadership Style

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The leadership style and leader behaviors are at the core of the organizational performance and achievement; leaders who never integrate their employees into the decision making are more prone to failures compared to those who embrace the ideas and contributions of their employees; therefore, participative, relationship and charismatic leadership styles are highly commendable in social-based organizations.

Personal Leadership Style

In most cases, I embrace the democratic leadership approach that is governed by the use of participative leadership style. The best way to rule and direct people is by integrating them into the management of the programs. Especially when leading grown-ups and professionals, no any other leadership style fits the best. Educated people are radical and rational enough to object any authoritative direction given by a leader (Amanchukwu, Stanley, & Ololube, 2015). Therefore, I choose to include and involve my subjects in the course of project development and significant decision-making processes. This ensures subjects' loyalty and commitment. 

Regarding my participative style of leadership, I almost all the time involve more than one employee when making simple organizational choices, but the final decision is under my jurisdiction and power. What I try to do is to inquire broad ideas from different employees so that I can integrate them into the underway organizational plans and projects. However, whenever I experience a challenge along the process of developing a project, I immediately call for a meeting to get advice and views from my employees (Clark, 2014).

The logic behind my decision to embrace the participative style of leadership (democratic leadership) is the urge to create an atmosphere under which my subjects are responsible for project establishment and development for them to feel the sense of ownership. I marry their ideas and concepts depicted in their visions to run the organization. This is because, employees two heads are better than one; therefore, I allow my employees to exercise their creativity, inventiveness, and ingenuity to resolve problems and challenges within the organization. In other words, I am not far much better than my employees.

Leadership and Management Theories

According to Wolinski (2015), the most suitable leadership and Management theories in my participative leadership style are relationship/transformational theory, Charismatic Theory of Leadership and Participative Theory. These are the three major pedagogical approaches of my leadership style. According to Lamb (2013), Participative Theory of Leadership and Management holds that the most excellent leadership style is that which considers the input and participation of others in the project creation and development. The leaders using participative style strives to make their subjects feel relevant and parts of the projects by embracing their contributions and participation especially in the decision-making process. This improves teamwork and collaborative performance which increases commitment.

The Relationship or Transformational theory's proponent's suppositions suggest that organizational running is all about the links created bonding leaders and the subjects. According to Lamb (2013), claim that relationship Theory of leadership embrace that leadership process must engage the leaders together with other subordinates which increases motivation and molarity. Charismatic Theory of Leadership is compared with the Relationship theory where leaders possess qualities like "confidence, charisma, extroversion and creativity" set standards for their subjects to follow (Clark, 2014). Therefore, the two theories integrate both leaders and employees in the general running of the organization where all are core partisans in the outcome of the organization.

Work Environment and Key Behaviors

The working environment is the atmosphere surrounding the organization under which the employees and the employer work collaboratively to achieve the organizational goals. The most common and essential corporate working environment is the culture. Good and ethical culture results in a good performance; however, unethical culture results in poor performance. Therefore, I ensure suitable and ethical working environment for my employees by displaying these three central and integrative behaviors; 1) developing a sense of responsibility in my employees; 2) embrace collective, democratic, autocratic and consensus decision-making approaches and; 3) being social and extraversion. These three actions and behaviors are significantly crucial in every successful leader. The three actions or behaviors in a leader ensures good communication approaches between the management and the workers towards the implementation of the organizational goals and objectives. The tasks are well understood, supervised and implemented (Lamb, 2013).

In conclusion, leadership is not about the power and authority of the leader, but rather the influence and association with his/her subjects. A good leader must accommodate the subordinates and embrace the diversity of his subjects, especially in the decision-making process. The employees must feel the sense of ownership and responsibility in the course of project creation and development. This will ensure their commitment and loyalty is guaranteed. Therefore, the most appropriate and recommendable leadership approach is democratic or participative leadership style (Amanchukwu, Stanley, & Ololube, 2015).


Amanchukwu, R. N., Stanley, G. J., & Ololube, N. P. (2015). A review of leadership theories, principles and styles and their relevance to educational management. Management, 5(1), 6-14.

Clark, D.R. (2014). Concepts of leadership. Retrieved from

Lamb, R. (2013). How can Managers Use Participative Leadership Effectively? Retrieved March 17, 2014, from

Wolinski, S. (2015). Leadership Theories. Retrieved June 14, 2016, from

October 13, 2023

Business Economics


Management Workforce

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Leadership Organization

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