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Introduction
In the context of the assignment, three teams with different approaches to management were considered: autocratic, permissive, and democratic styles. The management style directly affects the development of employees, the success of the organization, and the retention of specialists. Wrong leadership pattern demotivates employees, reduces their efficiency, and productivity (Al-Malki & Juan, 2018). To prevent this from happening, it is essential to choose the right management approach with the vivid implementation of the practice of gratitude.
Authoritarian Leadership
Management is a leading authoritarian style and is carried out through strict control of employees. This approach destroys any potential and significantly reduces motivation in the workplace. Authoritarian team management requires well-defined roles, and the leader closely monitors each task within a rigorous formal framework. Employees do not feel feedback from management, do not want to open up, and are less interested in a better result (Al-Malki & Juan, 2018). This managerial style significantly hinders the teams progress in fulfilling the agenda in the allotted time.
Permissive Leadership
Permissive leadership is parallel to the servant-leadership mechanism and its distribution of roles. The manager voluntarily steps back into the background, allowing employees to open up on a different level. The element of freedom and a sense of support gives such team gratitude, which, with the right practice, translates into a strong work ethic (Al-Malki & Juan, 2018). It definitely helps accomplish more tasks within the set time framework and provides positive feedback with workers gratitude.
Democratic Leadership
A democratic leader prefers mechanisms of influence that appeal to higher-level needs: participation, belonging, and self-expression. He prefers to work in a team rather than pull the strings of power. The manager makes a lot of effort to create an atmosphere of openness and trust with employees. This field is the most favorable for the implementation of the psychology of employee gratitude (Al-Malki & Juan, 2018). This method, with the inclusion of a professional micromanagement system, is one of the best practices for completing assignments.
The Gratitude Philosophy
Gratitude as an indicator of personality development is a socio-cultural derivative within the society in which a person is born and lives. It also highly depends on the environments wholeness and personal features. The psychology of gratitude explores the phenomenon of personal and social gratitude and how it affects social empathy, morality, values, and self-identity (Fox & Castillo, 2021). Gratitude is an emotional, cognitive, and behavioral process that can significantly change a persons productivity and mood.
Authoritarian Team Cognitive-Fitness Exercises
A team with authoritarian management has got the task to meditate in the classroom with soft music. It helps to train mind and, at the same time, remain in a state of calm and inner harmony. Scientists agree that meditation significantly helps reduce stress and improves learning ability (Fox & Castillo, 2021). Internal peace helps to train such work aspects as the skills of concentration and attention maintaining; it has a positive effect on memory and mood. However, meditation is not focused on precise practicing inclusiveness and team collaboration. The authoritarian team can not achieve proper progress with meditation assignment only. In this case, there is a high risk of following unwanted assignment delays and violating deadlines due to the ongoing impossibility to come to an agreement.
Permissive Team Cognitive-Fitness Exercises
A team with this leadership style has an assignment to write a general summary about the subject efficiency by using non-dominant hand. Operating opposite hand can be incredibly challenging, so it is a great way to increase brain activity. In a permissive scheme, subordinate students have more freedom to speak up minds. However, some people preserve certain authority over central teamwork aspects. Such people are no longer autocratic but still have a strong influence and the power of the last decision. They can implement and highlight their perspective on many things (Fox & Castillo, 2021). A general summary can be a complicated matter for the class of many people since everyone has a unique point. It takes time and effort to analyze every belief to include in a general message, so students can have challenges completing it on time.
Democratic Team Cognitive-Fitness Exercises
A team with a democratic management style receives an assignment to make a few groups for jogging and some other slight sports activities. Each team has to choose a coach for warm-up performance. After every exercise, participants express gratitude and appreciation towards each other and everyones efforts. It is a part of the gratitude practice gaining more popularity due to its effectiveness. Crews with this approach always feel the energy of working together on one common cause. Leadership and submission fade into the background, opening up access to freedom of speech and self-expression. All classmates are free to offer their sentiments and gain positive energy. This approach successfully combines the psychology of personal gratitude for a flexible work environment (Fox & Castillo, 2021). Positive cognition, improved self-esteem, and strong bonds between peers increase the efficiency of any process. Students of this team have the highest chance to accomplish assignments on time and successfully achieve the winning position.
Conclusion
Enterprises in which the democratic style prevails are characterized by high productivity and a healthy working atmosphere. Subordinates take an active part in the development of the decisions, ensuring the freedom to perform tasks. This system is more flexible and successfully incorporates the psychology of employee gratitude. It gives additional motivation to act and work towards a common goal in a cohesive team. Democratic style does not hinder or weaken the power of the leader. On the contrary, his authority and power increase as he governs people without pressure, relying on their capabilities.
References
Al-Malki, M. & Juan, W. (2018). Leadership styles and job performance: A literature review. Journal of International Business Research and Marketing, 3(3), 40-49.
Fox, G., & Castillo, R. (2021). Profit with gratitude: Building the foundations of a grateful organization. Lloyd Greif Center for Entrepreneurial Studies.
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