Home Depot Leadership Style

Every group, team, or organization has a leader. That leader has to have certain qualities to be well respected and followed by his or her following. Not only does the leader have qualities and responsibilities to maintain but also the group’s members. Both the leader and individuals in the group must have respect, fear, and honesty among each other to be a productive group.

This research focuses on four leadership styles that have been used within the organization. These styles play apart in the success of objectives and tasks being accomplished.

In today’s society, there are some people who possesses the qualities of outstanding leadership. Also, in today’s society, there are some people who keep qualities of a poor leader. A good leader is someone who reads and understands their own emotions and recognize the impact on themselves and others. Another thing great leaders do is think and act with optimism, by looking at the positives and not so much on the negatives. Another great strength a good leader has is that he or she knows the strengths and limits of the certain people on their team (Hewertson). Furthermore, a great leader leads by example, set achievable goals, assigns tasks within someone’s strengths, gets the right people on board,

Home Depot Inc was started up in 1978 by two men “Bernie Marcus and Arthur Blank” that had a thought and a clue that they could start a business that is for the consumer in the homebuilding retail market. Of course, the two gentlemen had a good idea and want to address the needs of consumers to provide them with high skill sale associates, quality assurance and a brand with the uppermost level of value varieties of tools, equipment and necessaries desirable to construct a home or project, development. These two influential leaders unbeknownst to them will be building, an amazing business that will be successful and will

On the other hand, the directive leadership occurs when the leader tells his subordinates exactly what they are supposed to do. This type of behavior involves planning, making schedules, setting goals and behavior standards. Directive leadership is used most often when the subordinates need clear directions and authority. People working under directive leadership find that it is easier to be told what to do as opposed to thinking for themselves. The directive leader has the propensity to pursue goals with energy and persistence. He can also be task-oriented because he is more effective when the situation is in his favor. He can excel because the task is clear and he has the power.

Leaders not only contribute to the organization as normal members, but they must cautiously make decisions with their subordinates in mind; this makes leadership a selfless act. Leaders must also represent the goals of the organization through their actions. In addition, leaders must be able to orchestrate good communication, as it is healthy for the organization and

Participative leadership style has also been known as democratic leadership which is typically the most effective leadership style. According to Ferraris (2015), this leadership values the ideas of team members, but it is the leader responsibility for making the final decision. The group members feel engaged in the decision-making process and are more motivated to achieve the goals of the organization.

Introduction The founder of Home Depot opened two stores in Atlanta, Georgia the year of 1979, with a fruition vision of one-stop shopping for the do-it-yourselfer. Both stores square feet were 60,000 each with a warehouse to stock 25,000 products, which were more than their competitors at that time and more product than the average hardware stores. The Home Depot has 2,200 retail stores in the United States as well as in other countries such as Canada and Mexico with an average of inside space of 105,000 square feet and outside space of 23,000 square feet of garden space in each store across the region which has made them the world’s largest home improvement specialty retailer. Additionally, each Home Depot store carries different products

An authoritative leader addresses the end but generally gives workers freedom to innovate, experiment and take risks. The authoritative style works best for organizations that are off track, it helps in creating a new course and fresh long-term vision. The affiliative style strives to keep employees happy to create harmony among. The style has a positive effect on communication. People who like one another a lot talk lot. They share ideas, inspirations leading to flexibility, innovation and risk taking. This style should only be employed when trying to build team harmony. The democratic style allows leaders to build consensus through participation. By spending time getting people’s ideas, a leader is able to build trust, respect and commitment. This style works best when a leader is uncertain about best direction however, it does not make sense if employees are not competent. Pacesetting is a leadership style that expects excellence and self-direction. The leader is obsessive about doing things better and faster, and expects the same of everyone around

There are many different leadership theories and styles as proven by simply doing an internet search. The vast results include the following examples: directive leadership, transactional leadership, transformational leadership and participative (empowering) leadership. Often leaders utilize different leadership styles or a

There are several ways that decision making can take place in an organization, one way is through directive leadership and another is through participative leadership. With directive leadership, the leader makes the decision and ensures the decision is carried out (Bass, 2008, p.875). Participative leadership has many more steps and requires more input from more sources or individuals which would lead one to believe participative leadership gives organizations a better opportunity to take the best ideas from more people and put into action a plan that has the support of the stakeholders from its development.

Participative Style is where decisions are made with the most feasible amount of participation from those who are affected by the leaders’ decision (Grimsley, Participative Leadership Style: Definition, Theory & Examples, 2015). It requires the leader to ask on the team to share ideas and observations in order to come to a decision. Although the team has input into the decision, the leader ultimately has the task of the final decision. Participative leadership can be divided into three subtypes because it encompasses so many forms of behaviours.

Participative leadership style has been found to be the most effective. It involves efforts by a leader to encourage and facilitate participation by his or her subordinates in decision making and solving problems. This increases interpersonal skills, reduces communication gap and resolution of conflicts is witnessed. The leader would thus, guide the interaction and keep it supportive and directed towards the problem

Lastly, one last type is laissez faire management style. In this leadership management style, the team are free to complete the job or task in any way they wish. But the manager is still there to provide any guidance or answer to any questions the team may have. This is beneficial in allowing the individual to build up leadership skills which they can apply in future careers. On the other hand, this can prove to create conflict amongst the employees as one may feel that they can dictate over others and make the assumption that they know only how the work should be

Participative leadership - When people participate in the decision process they become more ego-involved; the decisions made are in some part their own. Also, their peers know what is expected and the social pressure has a greater impact. This, motivation to perform will stem from internal and social factors as we'll as formal external ones. With participative leadership, I focus on mutual participation. I consult with my group, and I consider their ideas and expertise before making a decision. This approach works best when my team members are experienced, when the task is complex and challenging, and when my team members want to give me their input.