B1 Paternalistic Leadership
Paternalistic leadership is a style that is similar to autocratic where there decision making is centralised. However, a paternalistic leader treats employees as if they are part of a large family. Paternalistic leaders show compassion for their employees, encourage loyalty to the company and encourage good relationships between employees to promote a good atmosphere. They may take an interest in the personal lives of employees and provide benefits that support that such as family medical insurance and staff social events.
When Paternalistic Leadership is Appropriate
Family-like organisational cultures, where members of staff view each other as part of their extended family may respond well to a paternalistic leader. This type of environment may exist in a firm that employs a lot of people from overseas. People who work far from home may be interested in making social connections at work.
Education and training are important to staff. Paternalistic leaders value education and skill development and will often provide development opportunities.
Personal and social well-being are valued by staff. Paternalistic leaders create work environments that benefit the wellbeing of their staff. This may include consideration of working hours and holidays, working conditions, hybrid working, staff recreation facilities and wellbeing events.
Organisations where employee retention is a priority. Successful paternalistic leaders can achieve employee loyalty to both the leader and the organisation.
When Paternalistic Leadership is Inappropriate
Formal organisational cultures may reject paternalistic leadership. Employees may prefer to keep their work and personal lives separate and prefer to keep workplace conversations focused on work with the aim of improving efficiency and productivity.
Staff who crave autonomy in their work may feel micro-managed by paternalistic leaders as decision-making tends to remain centralised.
Lack of trust or dislike of the leader can make employees reluctant to respect their decisions. This can make employees frustrated that their own autonomy is restricted due to this leadership style.
Innovative industries require the input of a variety of ideas and perspectives as part of a creative decision-making process. Paternalistic leadership is generally quite centralised which reduces input from staff.
| Benefits of Paternalistic Leadership | Drawbacks of Paternalistic Leadership |
|---|---|
| Increased loyalty as employees feel that their personal needs are understood. | Lower morale due to staff not feeling their opinons are valued. |
| Increased goodwill of staff which can lead to more support volunteered during times of crisis. | Innovation may be limited due to the lack of input of ideas. |
| Lower absenteeism as employees are reluctant to let the leader or the organisation down. | Pressure on the leader to devise solutions. |
| Rivalry amongst staff to please the leader. |