Task-Oriented Leadership Disadvanta

Task-Oriented Leadership Disadvantages
by Tia Benjamin, Demand Media
Although most leaders employ a blend of several leadership styles depending on the situation, many people have a preferred style -- generally one that has worked well in the past. Small-business managers often start out as a one-man shop, growing the business from an initial idea to a profit-making venture. In that situation, a task-oriented focus probably drives the manager's success. But once other staff members become responsible for performing many of the duties, the small-business manager must relax the reins, because relying too heavily on task-oriented leadership does come with some significant disadvantages.

Decreased Motivation
Although task-oriented leaders excel at getting the job done, they are not renowned for their people skills. The primary focus of a task-oriented leader is the work itself. Providing support, mentoring and praise to employees is viewed as a distraction that takes time away from what the leader sees as critical activities -- those that are directly related to the job at hand. Workers can become demotivated if they feel powerless to control any aspect of their jobs. Because the task-oriented leader likes to control the situation, his staff may become unhappy and have lowered job satisfaction. Compounding the problem is the fact that a task-oriented manager is uninterested in workers' feelings or emotions and sees no value in providing his employees with autonomy.

Increased Turnover
Employees leave bad bosses, not the job or your organization, according to a 2006 study from Florida State University. While the task-oriented leadership style doesn't make someone a bad leader, per se, it does make the boss less likely to dole out praise and recognition or give credit to employees for a job well done. The FSU study found that a boss's failure to give due credit was one of the top factors that made employees want to leave -- and these kinds of issues had an even greater impact on turnover than pay dissatisfaction. Because task managers place ongoing pressure on employees to continually achieve task after task, staff may experience increased stress and burnout due to the constant, often thankless demands for high productivity.

Related Reading: Task-Oriented Qualities of a Leader

Ignores Alternate Ideas
Task-oriented leaders employ a decisive and direct management style. They are skilled at telling people exactly what to do and how to do it. While this is a useful attribute when quick decision-making is needed, the disadvantage of this approach is that the task-oriented leader only has time to consider one opinion -- his own. Task-oriented managers are so focused on getting the job done, they fail to solicit input from employees. This can mean the leader misses opportunities for improvement from the people who know the task best -- the employees who actually perform the work.

Context
The perceived disadvantages of task-oriented leadership are often dependent on situational factors and group dynamics. Although a manager in a highly automated, production environment may be successful using the task-oriented approach, a work group of professionals or academics is likely to favor participation and want their ideas to be taken into consideration -- particularly when group members are experts in their respective fields and the leader is not. Similarly, although task-oriented leadership can be invaluable when providing a quick and effective response to an emergency, it is much less suited to average, everyday situations.

Kết quả (Việt) 1:

Nhiệm vụ theo định hướng lãnh đạo bất lợibởi Tia Benjamin, yêu cầu phương tiện truyền thôngMặc dù hầu hết các nhà lãnh đạo sử dụng một sự pha trộn của nhiều lãnh đạo phong cách tùy thuộc vào tình hình, nhiều người có một phong cách ưa thích - thường là một trong đó đã làm việc tốt trong quá khứ. Doanh nghiệp nhỏ quản lý thường xuyên bắt đầu ra như một cửa hàng một người đàn ông, phát triển kinh doanh từ một ý tưởng ban đầu cho một liên doanh lợi nhuận. Trong tình hình đó, một nhiệm vụ theo định hướng tập trung có lẽ ổ đĩa của người quản lý thành công. Nhưng một khi nhân viên khác trở thành trách nhiệm thực hiện nhiều nhiệm vụ, người quản lý doanh nghiệp nhỏ phải thư giãn các reins, bởi vì dựa quá nhiều vào nhiệm vụ theo định hướng lãnh đạo đến với một số nhược điểm đáng kể.Giảm động lựcMặc dù công việc theo định hướng lãnh đạo excel lúc nhận được công việc làm, họ là không nổi tiếng nhất của kỹ năng con người. Trọng tâm chính của một nhà lãnh đạo theo định hướng nhiệm vụ là công việc chính nó. Cung cấp hỗ trợ, tư vấn và lời khen ngợi cho người lao động được xem như là một phân tâm mất thời gian đi từ những gì các nhà lãnh đạo nhìn thấy như là hoạt động quan trọng - những người có liên quan trực tiếp đến công việc ở bàn tay. Người lao động có thể trở thành demotivated nếu họ cảm thấy bất lực để kiểm soát bất kỳ khía cạnh của công việc của họ. Bởi vì nhiệm vụ theo định hướng lãnh đạo thích để kiểm soát tình hình, nhân viên của mình có thể trở thành không hài lòng và đã hạ xuống sự hài lòng của công việc. Cộng thêm vấn đề là một thực tế rằng một nhiệm vụ theo định hướng người quản lý là không quan tâm trong công nhân cảm giác hoặc cảm xúc và thấy không có giá trị trong việc cung cấp nhân viên của mình với quyền tự trị.Increased TurnoverEmployees leave bad bosses, not the job or your organization, according to a 2006 study from Florida State University. While the task-oriented leadership style doesn't make someone a bad leader, per se, it does make the boss less likely to dole out praise and recognition or give credit to employees for a job well done. The FSU study found that a boss's failure to give due credit was one of the top factors that made employees want to leave -- and these kinds of issues had an even greater impact on turnover than pay dissatisfaction. Because task managers place ongoing pressure on employees to continually achieve task after task, staff may experience increased stress and burnout due to the constant, often thankless demands for high productivity.Related Reading: Task-Oriented Qualities of a LeaderIgnores Alternate IdeasTask-oriented leaders employ a decisive and direct management style. They are skilled at telling people exactly what to do and how to do it. While this is a useful attribute when quick decision-making is needed, the disadvantage of this approach is that the task-oriented leader only has time to consider one opinion -- his own. Task-oriented managers are so focused on getting the job done, they fail to solicit input from employees. This can mean the leader misses opportunities for improvement from the people who know the task best -- the employees who actually perform the work.
Context
The perceived disadvantages of task-oriented leadership are often dependent on situational factors and group dynamics. Although a manager in a highly automated, production environment may be successful using the task-oriented approach, a work group of professionals or academics is likely to favor participation and want their ideas to be taken into consideration -- particularly when group members are experts in their respective fields and the leader is not. Similarly, although task-oriented leadership can be invaluable when providing a quick and effective response to an emergency, it is much less suited to average, everyday situations.