Shugabancin Laissez-Faire

Yi abin da kake so, amma ka yi shi daidai… Wannan zai zama ainihin ƙa'idar tsarin jagoranci na Laissez-Faire. Idan jagoranci mai iko game da tsayayyen tsari da ƙa'idodi masu ƙarfi a cikin yanayin aiki, shugabancin laissez-faire shine kishiyar hakan.

Kalmar ta Faransanci ce kuma ana fassara ta: "bari ya zama" ko "bar shi kawai." Shugabannin da suka yi rajista da wannan salon sun yi imani da gina ƙwararrun rukuni sannan kuma barin su suyi aiki. An amintar da ma'aikata don yin aiki ta hanyar da ke da ma'ana a gare su.

Ma'aikata suna da cikakken 'yanci na zabi game da yadda suke tunkarar ayyukan aiki da ayyukansu, kuma a ma'anar gargajiya, shugabanni basa nan daga rayuwar ma'aikata. Koyaya, kamar sauran salon jagoranci, jagora har yanzu yana iya yanke shawara mai mahimmanci.

Labari mai dangantaka:

Manyan nau'ikan jagoranci

Laissez-Faire Manufofin Ka'idodin Jagoranci

Nan gaba zamu fada muku wasu mahimman ka'idoji na wannan nau'in jagoranci domin ku fahimci menene.

Manyan Manufofin 5 na Shugabannin Laissez-Faire

1. Tsarin tsauraran matakai. Shugabannin Laissez-faire suna nan don bawa ma'aikatansu kayan aikin da suke buƙata don magance matsalolinsu. Ba sa ƙoƙarin tura ƙungiyar a cikin wani takamaiman alkibla, amma suna ba su damar ƙirƙirar maƙasudinsu da ma'aunin yanke shawara.
2. Koyarwa da tallafi. Shugabanni sun bar alhakin da yawa a hannun ma'aikatansu. A sakamakon haka, suna da matukar damuwa game da ƙwarewa da matakin ilimin ma'aikata. Don haka, yawancin shugabannin laissez-faire za su ɗauki rawar tallafi kuma su ba da horo, damar ilimi, da albarkatun da ma'aikata ke buƙatar yankewa da yanke shawara.
3. Amintar da wadanda suka dauka. Shugabannin Laissez-faire sun yi laushi a tsarinsu, amma wannan ba za a rude shi da rashin kulawa ba - suna damuwa sosai game da jagorancin ƙungiya kuma suna nuna shi ta hanyar haya mafi kyawun mutane don aikin. Suna neman waɗanda suke da ƙwarewa ta musamman a cikin ayyukan da za a ba su. Saboda haka, waɗannan shugabannin suna jin cewa suna da ƙungiyar da za su iya amincewa da ita saboda sun zaɓi gwanin da ke hannunsu.
4. Shawara ga ma'aikata. Shugabannin Laissez-faire sun fahimci mahimmancin ɗaukar mutanen da suka dace saboda waɗannan mutane za su yanke shawara game da yadda suke aiki. Shugabanni suna ɗaukar nauyin tallafi kuma suna taimaka wa ma'aikata haɗuwa don tuntubar juna ko wasu game da yanke shawara. Suna aiki a matsayin masu ba da shawara da masu ba da shawara yayin da ya cancanta.
5. Jin dadi tare da kwari Shugabannin Laissez-faire sun kafa yanayi na kerawa inda ba laifi ma'aikata suyi kuskure yayin neman ƙira. Ma'aikata suna jin daɗin sanin cewa zasu iya bin bidi'a kyauta, saboda ba zasu karɓi tsawatarwa ba game da kuskure. Maimakon komai ya dogara akan "samun sa daidai," yanayin yana canzawa zuwa ilmantarwa.

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Tunani don inganta shugabanci

Ingancin Shugabannin Laissez-Faire

Ba duk shugabanni bane ko manyan mukamai a cikin kamfanoni ke ba da wannan nau'in jagoranci. Yana buƙatar ƙarfin hali don shi.

Mutanen da suke da ikon aiwatar da wannan nau'in jagoranci suna raba wasu halaye waɗanda ke sanya su aiki:

• Shugabannin Laissez-faire suna da ƙwarewa wajen nuna tausayi da kiyaye babban hoto cikin tsari.
• Suna da ƙwarewa da haɓaka cikin yadda suke tunkarar yanayi.
• Suna da ƙwarewa wajen amfani da abin da suke da shi, haɓaka fasaha, da ƙirƙirar matsaloli.
• Waɗannan shugabannin suna da kyau don ginin ƙungiya. Suna neman mafi kyau da haske kuma suna yin aikin su ta hanyar bincika ko wani zai yi aiki a cikin yanayin su.
• A sakamakon haka, za su iya ɗaukar shafi daga shugaban mai kwarjini don zuga wasu su so su kasance wani ɓangare na abin da suke yi.

Gaba ɗaya, shuwagabannin laissez-faire mutane ne masu kwarjini da tunani wanda ke kawo waɗancan halayen zuwa jagoranci.

Fa'idodi da rashin fa'idar Shugabancin Laissez-Faire

Ingancin wannan salon jagoranci na iya zama mai kyau, musamman ga ma'aikata. KoyayaAkwai wasu abubuwan da yakamata shuwagabanni da wadanda suke karkashinsu suyi la'akari idan suka yanke shawarar aiwatar da wannan salon.

Abubuwan amfani

Ba wa ma’aikata damar yin nasara. Wannan salon jagoranci yana basu damar nuna abin da zasu iya yi. 

Idan kuna son gwada sabon ra'ayi koyaushe, ko haɗin kai kan wani aiki, wannan salon yana basu damar yin hakan. Babban fa'idodi sune:

• Yanayi mai 'yanci. Ma'aikata suna daraja ikon cin gashin kai na wurin aiki. Shuwagabanni suna amincewa da ma'aikatansu don basu damar kula da yanayin aikinsu. Ga ma'aikata masu ƙwarewa waɗanda suka sadaukar da kansu ga aikin da suke yi, wannan salon jagoranci zai iya zama babbar hanya don gane gwanintar su.
• Zai iya sauƙaƙe sababbin ra'ayoyi. Kamfanin zai iya samun fa'ida sosai daga jagorancin laissez-faire. Idan ma'aikata suna da damar da zasu iya kirkirar abubuwa kuma su kirkiro sabbin dabaru, wannan na iya amfanar kungiyar. Waɗannan ra'ayoyin zasu iya taimakawa inganta ingantaccen tsari, manufofi, ko ingantaccen yanayin aiki ga kowa. Bai wa mutane masu hazaka dama don tsayar da ranar aikin su na yau da kullun don magance matsaloli na iya amfanar kowa.
• 'Yanta jagora ya mai da hankali kan wasu batutuwa. Idan shugabanni ba koyaushe suke sanya ido akan ma'aikata ba kuma suna ba da jagoranci koyaushe, to suna iya shiga cikin wasu lamuran da suka dace. Shugabannin da ke micromanage bazai iya cika ayyukan kulawa waɗanda ke buƙatar kulawarsu ba. Shugabannin Laissez-faire suna guje wa wannan matsalar ta hanyar barin ma'aikata su kula da aikin da suke buƙata don haka za su iya ɗaukar ƙarin matsi na yanayi.
• Saurin yanke hukunci. Tunda babu micromanagement, ma'aikata ba zasu jira ra'ayoyin gudanarwa akan kowane ƙaramin mataki ba. A cikin yanayin aiki cikin hanzari, wannan yana nufin cewa damuwar neman "eh" daga kowa babu ita.

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Halaye na jagoranci na canzawa

Rashin amfani

Kamar yadda yake a cikin komai, irin wannan jagorancin wanda fifiko yake da alama duk suna da fa'ida, shima yana da jerin abubuwan rashin amfani waɗanda dole ne a kula dasu.

• Rashin bayyananniyar rawa. Zai iya zuwa lokacin da ma'aikata ba su san abin da ake tsammani daga gare su ba. Idan kuna fara sabon aiki, jagora mai yawan aiki zai iya samarda duk cikakkun bayanan da suka dace don farawa ƙungiyoyi. Sabili da haka, ma'aikata na iya yin takaici da rashin sanin abin da ya kamata su cimma.
• Ba kowa bane zai iya sauke nauyin wannan salon. Wasu ma'aikata na iya amfani da wannan hanyar kuma sassauta ko rasa lokacin ƙarshe. Wasu na iya ƙetare dokoki, amma suna buƙatar ƙarin jagoranci fiye da yadda aka ba su. Shugabannin Laissez-faire za su iya yin aiki kawai tare da takamaiman nau'in mutum wanda ya dace da wannan hanyar aiki. Ba duka sun cancanci hakan ba.

• Rashin tunani. La'akari da cewa shugabanni basu damu da aiki ba saboda rashin sa hannunsu a al'amuran yau da kullun, ma'aikata na iya daukar irin wannan halin. Shugabannin Laissez-faire na iya zama kamar ba ruwansu da rashin damuwa game da al'amuran da ya kamata su gudanar. Yana da mahimmanci ga jagoran laissez-faire mai nasara ya ci gaba da kasancewa cikin ƙoshin lafiya na sa hannu, yawanci ta hanyar ba da jagoranci da shawara.
• Inarin rikici. Ba tare da wata jagorar murya ba, rukunin ma'aikata daban-daban na iya shiga cikin rikice-rikice tsakanin bangarori. Ma'aikata na iya fara aiki a cikin buƙatun kansu kuma fara yaƙi don albarkatu. Ba tare da wani abu da zai magance waɗannan rikice-rikicen ba, sassan na iya fara sauka cikin hargitsi.
• Rashin daukar nauyi. Yayinda yakamata wadannan shugabanni su dauki nauyin kungiyar, wasu na iya amfani da wannan a matsayin hanyar kauda nauyin da ke kansu ga sakamakon. A sakamakon haka, ma'aikata na iya ɗaukar mafi yawan zargi na matsaloli mara kyau, yana sa su jin tsoron gwada sabon abu. Shugabancin laissez-faire na yiwuwa lokacin da shugaban laissez-faire ya ɗauki alhakin kuma ya yarda da kuskure.