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ization. But it has its drawbacks. An excessive emphasis on group praise can allow poor performance to go uncorrected, and lead employees to believe that mediocrity will be tolerated. 親和式(Affiliative)。這種方式強調(diào)團隊協(xié)作的重要性,并在人與人之間建立一種紐帶,形成一個和諧的團體。當你需要在組織中增進和諧、提高士氣并修復(fù)溝通或受損的信任關(guān)系時,這種方式尤其有用,資料共享平臺《商務(wù)精英:六大方式造就你的領(lǐng)導(dǎo)力》(://)。但它也有缺點。過分倚重對團隊的表揚,可能會放任低劣的績效得不到改正,并讓員工相信他們是可以碌碌無為的。 Democratic. This style draws on people39。s knowledge and skills, and creates a group mitment to the resulting goals. It works best when the direction the organization should take is unclear, and the leader needs to tap the collective wisdom of the group. The consensus building approach can be disastrous in times of crisis, however, when urgent events demand quick decisions. 民主式(Democratic)。這種方式充分發(fā)揮團隊的知識和技能,共同形成目標,并樹立一種實現(xiàn)目標的`共同意志。當組織的前進方向不明確、領(lǐng)導(dǎo)者需要利用團隊的集體智慧時,這種方式最為有效。但在危機時刻,緊急事件需要有迅速決策,這種建立共識的方式可能帶來災(zāi)難性的后果。Pacesetting. In this style, the leader sets high standards for performa