LEADING STYLE LEADING STYLE IN MEDIUM AND BIG IN MEDIUM AND BIG

COMPANIES IN COMPANIES IN BOSNIA AND HERZEGOVINABOSNIA AND HERZEGOVINA

Lidija Lesko Lidija Lesko Zdenko Klepić Zdenko Klepić

Faculty of Economics Faculty of Economics University of MostarUniversity of Mostar

Leading, besides planning, organizing, Leading, besides planning, organizing, staffing, and controlling, is one of main staffing, and controlling, is one of main functions of management. functions of management.

It is often pointed out that it is the most It is often pointed out that it is the most important function because success of important function because success of management does not depend so much on any management does not depend so much on any other function as it does on the function of other function as it does on the function of leading. leading.

Leader can realize its influence on behaviour Leader can realize its influence on behaviour of others in several ways, so we can speak on of others in several ways, so we can speak on various styles of leading.various styles of leading.

The research of leading style The research of leading style comprised total 30 medium (50-250 comprised total 30 medium (50-250 employees) and big (more than 250 employees) and big (more than 250 employees) BIH companies of employees) BIH companies of different scope of activitiesdifferent scope of activities..

The research was carried out by The research was carried out by means means ofof a a surveysurvey questionnaire. questionnaire.

The sending and receiving of The sending and receiving of questionnaires was done by post.questionnaires was done by post.

Leading style is analyzed by Likert’s Leading style is analyzed by Likert’s modelmodel

witch defines four styles i.e. systems ofwitch defines four styles i.e. systems ofmanagement:management:1.1. Extremely-authoritative (System 1)Extremely-authoritative (System 1)2.2. Benevolently-authoritative (System Benevolently-authoritative (System

2)2)3.3. Consultative (System 3)Consultative (System 3)4.4. Participative (System 4)Participative (System 4)

Dimensions:Dimensions:

(1)(1) motivation, motivation, (2)(2) communications, communications, (3)(3) decision-taking, decision-taking, (4)(4) interaction and impact, interaction and impact, (5)(5) ggoalsoals,,(6)(6) ccontrolontrol..

(1) Motivation(1) Motivation type of motivetype of motive,, responsibility for accomplishment responsibility for accomplishment

of goalsof goals..

(2) (2) CommunicationsCommunications

usual course of information,usual course of information, acceptance of information by acceptance of information by

employees,employees, accuracy of information sent by accuracy of information sent by

employees,employees, managers being acquainted with managers being acquainted with

problems of employees.problems of employees.

(3) (3) Decision-takingDecision-taking

decision-taking level,decision-taking level, participation of employees in participation of employees in

decision-taking,decision-taking, presence of decentralized decision-presence of decentralized decision-

taking.taking.

(4(4) Interaction and influence) Interaction and influence

reliability and confidence of the reliability and confidence of the superiors to the employees,superiors to the employees,

feeling free in conversation with feeling free in conversation with superior,superior,

use of ideas of employees by use of ideas of employees by superiors.superiors.

(5) (5) GoalsGoals

way of goal settings,way of goal settings, presence of resistance to goals.presence of resistance to goals.

(6) (6) ControlControl

• bearer of the work and running bearer of the work and running business control,business control,

• presence of resistance to the presence of resistance to the rules of work,rules of work,

• purpose of control data.purpose of control data.

Total estimation of leading style Total estimation of leading style

Total estimation of leading style regarding the Total estimation of leading style regarding the

job position of respondentjob position of respondent

Total estimation of leading style regarding the Total estimation of leading style regarding the

size of companysize of company

ConclusionConclusion Results of the research show that in medium and big Results of the research show that in medium and big

BIH companies benevolently-authoritative leading style BIH companies benevolently-authoritative leading style prevails (System 2) with elements of consultative style prevails (System 2) with elements of consultative style (System 3).(System 3).

Characteristics of benevolently-authoritative style are Characteristics of benevolently-authoritative style are especially manifested with variables of decision-taking. especially manifested with variables of decision-taking. Relatively high level of centralized decision-taking is Relatively high level of centralized decision-taking is present – decision are taken mainly at the top, without present – decision are taken mainly at the top, without or with rather little delegating. Elements of this leading or with rather little delegating. Elements of this leading style are reflected in not quite known problems of style are reflected in not quite known problems of employees by managers as well as in tendency of employees by managers as well as in tendency of management to use material factors and factors of management to use material factors and factors of force as the means for performing tasks rather than force as the means for performing tasks rather than participation of employees.participation of employees.

On the other hand, elements of consultative leading On the other hand, elements of consultative leading style are dominant with variables of goal and especially style are dominant with variables of goal and especially with control variables. Function of work control and with control variables. Function of work control and business operation is carried out by all managers business operation is carried out by all managers (sometime by employees themselves), while control (sometime by employees themselves), while control data are mainly used for awards, as well as for self-data are mainly used for awards, as well as for self-orientation of work of employees. orientation of work of employees.