Bad leadership dooms the company to failure

Do you have skills to be a good leader?

When leaders take themselves for their vices and adulation, they doom the team to a proccess of involution to the objectives and means to set the goals. In levels strategic, tactical or operational, the leaders are figures who must work for the complexity and unification of a team.

Theoretics of leadership tries to put the logical and morals of leaders based in dynamism. The oldstyle of leaderships are based in self glorification and self destructive moral, a christian moral over the enthusiastic nature of competition.

Autocracy is desireable when the battlefield is raging over society, but when the logic is peaceful competition, goes through unity of company over human complexity and team work. 

The misanthropic logic of competition and survavalism of the companies are doomed to failure because of human uncapability of predict scenarios, of the competition of humans because of the egoistic need of being narcisist and not use the teamwork. Unfortunately, humans still are egoistics.

Leaders must chose carefully how to act and use scenarios in it's favours, focusing on work and results, but going to primal needs of workers, concluding that the wealth and mind state are essential for the companies success.

Following the theoretics, the leaders can be:

Leaders styles:

Authoritarian Leadership (Autocratic)

Authoritarian leaders, also known as autocratic leaders, provide clear expectations for what needs to be done, when it should be done, and how it should be done. This style of leadership is strongly focused on both command by the leader and control of the followers. There is also a clear division between the leader and the members. Authoritarian leaders make decisions independently, with little or no input from the rest of the group.

Participative Leadership (Democratic)

Lewin’s study found that participative leadership, also known as democratic leadership, is typically the most effective leadership style.1 Democratic leaders offer guidance to group members, but they also participate in the group and allow input from other group members. In Lewin’s study, children in this group were less productive than the members of the authoritarian group, but their contributions were of a higher quality.2

Delegative Leadership (Laissez-Faire)

Lewin found that children under delegative leadership, also known as laissez-faire leadership, were the least productive of all three groups.1 The children in this group also made more demands on the leader, showed little cooperation, and were unable to work independently.

Delegative leaders offer little or no guidance to group members and leave the decision-making up to group members. While this style can be useful in situations involving highly qualified experts, it often leads to poorly defined roles and a lack of motivation.

https://www.verywellmind.com/leadership-styles-2795312

Based on these ones, leaders can chose being:

Transformational Leadership

Transformational leadership is a leadership style that can inspire positive changes in those who follow. Transformational leaders are generally energetic, enthusiastic, and passionate. Not only are these leaders concerned and involved in the process; they are also focused on helping every member of the group succeed as well.

• 1. Intellectual Stimulation: Transformational leaders not only challenge the status quo; they also encourage creativity among followers. The leader encourages followers to explore new ways of doing things and new opportunities to learn.
• 2. Individualized Consideration: Transformational leadership also involves offering support and encouragement to individual followers. In order to foster supportive relationships, transformational leaders keep lines of communication open so that followers feel free to share ideas and so that leaders can offer direct recognition of the unique contributions of each follower.
• 3. Inspirational Motivation: Transformational leaders have a clear vision that they are able to articulate to followers. These leaders are also able to help followers experience the same passion and motivation to fulfill these goals.
• 4. Idealized Influence: The transformational leader serve as a role model for followers. Because followers trust and respect the leader, they emulate this individual and internalize his or her ideals.

https://www.verywellmind.com/what-is-transformational-leadership-2795313

Transactional Leadership

A transactional leader is someone who values order and structure. They are likely to command military operations, manage large corporations, or lead international projects that require rules and regulations to complete objectives on time or move people and supplies in an organized way. Transactional leaders are not a good fit for places where creativity and innovative ideas are valued.

Transactional leadership focuses on results, conforms to the existing structure of an organization and measures success according to that organization's system of rewards and penalties. Transactional leaders have formal authority and positions of responsibility in an organization. This type of leader is responsible for maintaining routine by managing individual performance and facilitating group performance.

This type of leader sets the criteria for their workers according to previously defined requirements. Performance reviews are the most common way to judge employee performance. Transactional, or managerial, leaders work best with employees who know their jobs and are motivated by the reward-penalty system. The status quo of an organization is maintained through transactional leadership.

https://online.stu.edu/articles/education/what-is-transactional-leadership.aspx