The Laissez-Faire (Allow-to-Do)
Leaders who have this type of behavior are those who do not interfere with their subordinates' ideas and often give members a free hand on the courses of action they wish to take.This may work well for an innovative team since the team is less likely to succeed. There is little guidance coming from the laissez-faire leader that the outputs are often not cohesive and lacking direction.
Problems that crop up are often left unattended until they are too critical to ignore. These types of leaders expect individuals to own up to their mistakes. The matter of solving problems is likewise delegated to whomever is responsible for the creation of the problem; in some cases, he is capable of turning a blind eye to the solutions applied. The desire to save face for his lack of control, or pre-emptive action to prevent the mistake from happening, can affect his ethical judgment.
Laissez-faire leaders are only best for those whose significance as leaders is established because of their capital or financial contributions. In such cases, the team shall be answerable only to him in the event that failures are met. At the least, individual members are aware that the leader is important as a financial provider. In such a case, problems are solved at the team member’s own initiatives.
However, outputs are not as great since the creative minds of each individual are not fully explored by the leader’s own vision. The originator of a design or original creation is often satisfied with his accomplishment and has a tendency to ignore suggestions coming from peers.
These types of leaders are a cross between the autocratic and the democratic. They may take on more suggestions in contrast to the outright autocratic leaders. However, they are often hovering over the shoulders of the workers, giving advice on how to execute a particular task with the expectation that the advice will be heeded.
Ownership of command responsibility may be ambiguous for leaders with this kind of behavior. They may own-up to their mistakes, especially if the team members have strong personalities. However, members who he feels have caused his leadership any form of embarrassment will find it difficult to have any more of their ideas recognized. Thus, unethical behavior as a leader may also surface and cause problems for the company as it may lead to complaints or lawsuits for retaliatory actions.