SSH 4 Midterm Reviewer PDF

SSH 4 - Leadership and Decision-making Leadership Leadership - is both right and privilege Right - inborn Privilege - given to you Roles and Responsibilities of a Leader 1. Communicator - Ex. The pres...

SSH 4 - Leadership and Decision-making Leadership Leadership - is both right and privilege Right - inborn Privilege - given to you Roles and Responsibilities of a Leader 1. Communicator - Ex. The president communicates. While his secretary writes a memo, siya ra musign but siya ang magpahimo 2. Motivator - You need to bring out the best in others 3. Strategist - Strategists excel at identifying problems and developing creative solutions 4. Setting Examples - Be the best example of yourself. You set the example. 5. Visionary - Have a vision or a direction 6. Adaptability - 7. Innovation - This leadership role involves encouraging a culture of innovation where team members feel empowered to think outside the box 8. Decision and Making - Leadership involves making informed decisions that steer the organization in the right direction. 9. Conflict Resolver - Resolve the conflict Global Leadership Attributes 1. Continuous Learning - Becoming a great leader is a journey of continuous learning and growth. It's a process — one that thrives on embracing challenges (seeking feedback (paminaw sa taw, kuhaa ang negative feedback), fostering connections, and cultivating understanding. FROM GOOGLE: 2. Self-Awareness - is needed to help a leader understand the deep-seated beliefs of others 3. Cultural Knowledge - areas where you need to gain knowledge include cultural history, religions, beliefs, political systems, values and social rules and norms. 4. Managing Relationships - leaders need to adjust their thinking to a more relationship-oriented approach to business 5. Adaptability and Flexibility - Leaders must develop flexibility in how they approach situations in different countries based on the local culture. 6. Communicate Effectively - communication skills must be “refined to a higher level of sophistication 7. Curiosity - Global leaders won’t succeed without developing a curiosity for other cultures and ways to do business in other parts of the world. 8. Balance - It’s important to manage a culturally diverse situation by balancing your own perspective against that of the other person’s point of view. Examples of Leaders: George Washington Democratic leadership Decisive - firm decision, if visionary, set an example First president of US Winston Churchill - he stood firm against a country under threat / democratic leader Winston Churchil understood the action centered leadership approach. He knew that to lead effectively, he had to ensure that he achieved the objective to win the war. He managed the nation and galvanized them to believe in his vision. Willingness to Change. Both George and Winston were decisive. Led Britain to victory in Second World War Mother Teresa - heart and compassion for people She was truly a transformational leader. She combined charismatic leadership, inspirational leadership, intellectual stimulation, and individualized consideration. Selfless service to poor and helpless people Bill Gates - Autocratic and micro managed Bill Gates adopted an autocratic leadership style in the early years of Microsoft to ensure the company grew at the pace that he had envisioned. High risk tolerance Innovation - we have to innovate Microsoft founder Oprah Winfrey - She always understood everyone at a personal level. Her leadership style defines her overall guiding theory, it's the idea of valuing people above all else. Whether it's her employees or her customers placing the interests of individual human lives at the center of everything she does is paramount. Embrace your failures. Charismatic leaders have many attributes; they are described as having a strong sense of moral values, self-confidence, and having a fierce desire to influence others. Adolf Hitler Hitler's leadership style was characterized by narcissism, a lack of compassion for others, and a focus on self-aggrandizement. He surrounded himself with sycophants and practiced a Hitlerian form of leadership, building organizations that revolved around his own needs.  Stubbornness and indecisiveness Dictator of Nazi Germany President Roa Rodrigo Duterte Duterte is known for his authoritarian leadership style and man-of-the-people persona, characterized by fiery rhetoric speeches. His spokesperson and advisors frequently had to interpret and clarify his remarks. 16th President of the Philippines 6 LEADERSHIP TRAITS 1. INTELLIGENCE - dapat naa kay utok dae kay wa kay matabi 2. CONFIDENCE - dapat maka barug ug tarong 3. CHARISMA - dapat gwapo and gwapa makig relate 4. DETERMINATION - determined towards your vision 5. SOCIABILITY - mao na ang ganahan sa marginalized society 6. INTEGRITY - LEADERS OF THE PHILIPPINES 1. President 2. Vice President 3. Senate President 4. House Speaker 5. Governor 6. Vice Governor 7. Mayor 8. Vice Mayor 9. Barangay Captain THE POSITIONS 1. President Elected head of a country.  The President shall have control of all the executive departments , bureaus, and offices. He shall ensure that the laws be faithfully executed. Section 17, Article VII of the 1987 Constitution. No person may be elected President unless he is a natural-born citizen of the Philippines, a registered voter, able to read and write, at least forty years of age on the day of the election, and a resident of the Philippines for at least ten years immediately preceding such election. Section 2, Article VII of the 1987 Constitution. WHO IS THE COMMANDER IN CHIEF The President shall be the Commander-in-Chief of all armed forces of the Philippines and whenever it becomes necessary, he may call out such armed forces to prevent or suppress lawless violence, invasion or rebellion. In case of invasion or rebellion, when the public safely requires it, he may, for a period not exceeding sixty days, suspend the privilege of the writ of habeas corpus, the President shall submit a report in person in writing 2. VICE PRESIDENT There shall be a Vice-President who shall have the same qualifications and term of office and be elected with, and in the same manner, as the President. He may be removed from office in the same manner as the President. The Vice-President may be appointed as a Member of the Cabinet. Such appointment requires no confirmation. Section 3, Article VIl of the 1987 Constitution. 3. SENATE PRESIDENT Is the presiding officer of the Senate as well as the leader of the majority group. Under the Constitution, the Senate President is regarded as third in line of succession, after the President and Vice-President. No person shall be a Senator unless he is a natural-born citizen of the Philippines and, on the day of the election, is at least thirty-five years of age, able to read and write, a registered voter, and a resident of the Philippines for not less than two years immediately preceding the day of the election. Section 3, Article 6 of the 1987 Constitution. 4. SENATE MINORITY LEADER The minority leader: ○ develops the minority position; ○ negotiates with the majority party; ○ directs minority caucus activities on the floor; ○ directs floor activity for the minority party; ○ leads floor debate for the minority party. Senate minority leader is an internal matter pertaining exclusively to the domain of the legislature. (SEN. MIRIAM DEFENSOR SANTIAGO AND SEN. FRANCISCO S. TATAD, PETITIONERS, VS. SEN. TEOFISTO T. GUINGONA, JR. AND SEN. MARCELO B. FERNAN, RESPONDENTS.)  5. CONGRESSMAN No person shall be a Member of the House of Representatives unless he is a natural-born citizen of the Philippines and, on the day of the election, is at least twenty-five years of age, able to read and write, and, except the party-list representatives, a registered voter in the district in which he shall be elected, and a resident thereof for a period of not less than one year immediately preceding the day of the election. Section 6, Article 6 of the 1987 Constitution. 6. HOUSE SPEAKER Is the presiding officer and the highett-ranking official of the lower house of Congress, the House of Representatives, as well as the fourth-highest. 7. LOCAL GOVERNMENT UNITS a. BARANGAY OFFICIALS No person shall be eligible to be a barangay official unless he is a citizen of the Philippines, a registered voter and actual resident of the barangay for at least six months immediately preceding the election, able to read and write and, on the date of the election, is at least twenty-one years of age, and who is not otherwise disqualified by law. CONSTITUTION - Supreme law of the land - the body of doctrines and practices that form the fundamental organizing principle of a political state. BRANCHES OF THE GOVERNMENT 1. Legislative Branch This branch is made up of Congress (the Senate and House of Representatives) and special agencies and offices that provide support services to Congress. The legislative branch’s roles include: ○ Drafting proposed laws ○ Confirming or rejecting presidential nominations for heads of federal agencies, federal judges, and the Supreme Court ○ Having the authority to declare war 2. Executive Branch The executive branch’s key roles include: ○ President - The president is the head of state, leader of the federal government, and Commander in Chief of the Philippine armed forces. ○ Vice president - The vice president supports the president. If the president is unable to serve, the vice president becomes president. The vice president also presides over the Philippine Senate and breaks ties in Senate votes.  ○ The Cabinet - Cabinet members serve as advisors to the president. They include the vice president, heads of executive departments, and other high-ranking government officials. Cabinet members are nominated by the president and must be approved by the Senate. ○ The executive branch also includes executive departments, independent agencies, and other boards, commissions, and committees. 3. Judiciary Branch The judicial branch includes the Supreme Court and other federal courts. It evaluates laws by: ○ Interpreting the meaning of laws ○ Applying laws to individual cases ○ Deciding if laws violate the Constitution SSH 4 - Leadership and Decision-making Laissez-Faire Leadership Style Origin: The origin of the term laissez-faire is uncertain. Some say it comes from the response Jean-Baptiste Colbert —comptroller general of finance under King Louis XIV of France, got when he asked industrialists how the government could help business: "Leave us alone." Definition: Laissez-faire leadership, which is also referred to as delegative leadership, is a leadership style where leaders are not directly involved and empower group members to make decisions. Laissez-Faire Cases (Historical and Modern) Historical Government (Queen Victoria - Queen of the United Kingdom): The name of the Victorian Period is derived from her, and this era is characterized by a Laissez-Faire approach. The Victorian Era is also referred to as the Age of Individualism, and individuals were urged to utilize their own abilities and gifts to contribute to England's prominence and strength. Corporation (Warren Buffet - Chairman Berkshire Hathaway): Warren Buffett's reputation rests on his remarkable success and his practice of surrounding himself with individuals he has confidence in. This leadership approach enables him to ensure that his colleagues can carry out their responsibilities effectively, freeing him from unnecessary concerns, and intervening only when it is truly essential. Buffett is recognized for allowing individuals to make mistakes so that they can gain valuable experience, which is highly advantageous for many. Modern Government (Ronald Reagan - 40th US President): He preferred a more hands-off approach to economic policy. He reduced government regulation and focused on the role of the private sector. Corporation (Steve Jobs - Apple): He was renowned for his approach of providing instructions to the team and allowing them to determine the most effective way to carry out his requests. Many team members stated that they had the opportunity to utilize their creative abilities and explore new ideas while working for Jobs. Characteristics and Qualities Characteristics 1. Effective Delegation: Laissez-faire leaders delegate tasks to qualified employees, emphasizing trust in individual capabilities. 2. Freedom of Choice: Under laissez-faire leadership, employees have the autonomy to choose how they accomplish tasks, fostering independence, self-confidence, and productivity. 3. Sufficient Resources and Tools: Employees choose task methods, and leaders provide resources for effective task completion without micromanagement. 4. Constructive Criticism: Leaders are encouraged to offer constructive criticism while creating a supportive environment for growth and improvement, despite the autonomy granted. 5. Taking Control as Needed: Laissez-faire leaders balance autonomy with necessary intervention. 6. Highly Creative Workforce: In laissez-faire environments, employees thrive with creative thinking, benefiting from a culture that encourages unique ideas and innovation. 7. Experienced and Self-Motivated Employees: Successful implementation requires experienced individuals comfortable with self-direction, setting goals, and adhering to timelines independently, aligning with the laissez-faire leadership approach. Qualities 1. Adaptability: Laissez-faire leaders need to be adaptable to handle different situations and adjust their leadership style when necessary. 2. Communication Proficiency: Open and clear communication ensures that team members understand expectations, creating an environment where ideas and concerns can be freely shared. 3. Trust in Team Members: Laissez-faire leaders trust their team, allowing independent decisions and fostering responsibility. 4. Conflict Resolution Skills: The leader needs to be good at solving problems and getting along with people. This will help keep everyone happy at work. 5. Strategic Vision: Laissez-faire leaders need to have a clear vision to guide their team towards long-term goals. They should provide direction without imposing strict control. 6. Empathy: Laissez-faire leaders need to understand their team members' needs and concerns to provide support and ensure that individuals feel valued within the organization. 7. Decision-Making Proficiency: Effective decision-making skills are essential for laissez-faire leaders to guide the team toward successful outcomes while allowing autonomy. 8. Result-Oriented Focus: Laissez-faire leaders need to focus on results and performance, making sure that their hands-off approach leads to real, measurable accomplishments. 9. Continuous Learning Mindset: Laissez-faire leaders need to keep learning and updating their leadership strategies to adapt to changes in the industry. This means staying informed and being open to new ways of leading. Purpose, Effectiveness, and Industries Purpose: The laissez-faire leadership style seeks to empower and inspire team members by giving them significant autonomy and decision-making power. This approach is frequently successful in nurturing creativity, innovation, and employee contentment, but may not be appropriate for every circumstance. Effectiveness: Laissez-faire leadership is most effective when the people you’re leading have the ability to do their job well. Industries (Where Laissez-Faire Is Most Effective) Advertising: The head of an advertising company hires experts in social media strategy and gives them the responsibility of managing the client's social media strategies to achieve marketing goals. Technology: The owner of a technology company hires smart, highly-skilled tech innovators to think creatively and lead the company forward. Steve Jobs was a great example of hands-off leadership in the technology world. Fashion or Retail Buying: The owner of a small clothing boutique trusts the retail buyer, who is an expert at predicting and keeping up with fashion trends, to curate the store's spring collection without needing to approve every single item in the lineup. Pros and Cons Pros and Advantages Fosters Independence and Productivity: Encourages autonomy, allowing team members to take ownership of tasks, which can boost independence and productivity. Promotes Innovation and Creativity: By creating a low-pressure environment, this style encourages creative thinking and collaboration, making it ideal for industries that value innovation. Empowers Team Members: Provides individuals with the freedom to choose how they complete tasks, enhancing job satisfaction and a sense of empowerment. Accountability: Team members are responsible for their own tasks, fostering accountability across the board. Leaders, however, remain accountable for the overall team performance. Boosts Job Satisfaction and Retention: The flexibility and trust associated with this style often lead to higher job satisfaction and improved employee retention as team members feel valued and trusted​. Cons and Limitations  Lack of Guidance for Inexperienced Teams: Not suitable for teams that need more direction, which can lead to confusion, poor performance, and a lack of structure. Overwhelm for Unskilled Team Members: Without proper guidance, less experienced team members may feel overwhelmed, potentially decreasing job satisfaction and productivity. Risk of Underperformance: A hands-off approach can sometimes result in teams lacking the motivation or discipline to meet deadlines or manage time effectively, especially in high-stakes environments. Potential for Role Confusion: Too much autonomy can blur lines of authority and responsibility, which may lead to power imbalances and inefficient workflows. Requires High Self-Motivation: If team members lack intrinsic motivation or the job requires meticulous precision, laissez-faire leadership can lead to underperformance How to Cope with the Cons Slowly Delegate Tasks. Provide Helpful Feedback Regularly Provide Guidance. Ensure Each Member Has What They Need. Support and Encouragement. Comparison (To Other Leadership Styles) Differences Authoritarian: Clear control over decisions. Minimal team input. Democratic: Balanced approach. Teams participate in decision-making. Laissez-Faire: Freedom and autonomy. Delegation of authority. Similarities Laissez-Faire and Authoritarian: Defined leadership. Less collaborative. Laissez-Faire and Democratic: Flexible leadership. Team led with guidance. Authoritarian and Democratic: Decisions rest with the leader. Limited input. All Similarities Different leadership-based approaches vary by task and type of team members.  Utilization and Application Utilization With Highly Skilled Teams: This style works best when team members are experts and need little supervision. They are self-motivated, capable, and have the experience to take ownership of their tasks without much guidance. Creative or Innovative Projects: Laissez-faire leadership thrives in environments where creativity is paramount, such as advertising, technology, and entertainment. Teams can explore new ideas and solutions without being constrained by strict oversight​ Long-Term Projects with Flexible Deadlines: When tasks don’t require immediate completion or involve strict deadlines, laissez-faire leadership allows team members the freedom to work at their own pace and explore different approaches​. Autonomous Work Environments: It is ideal in environments that require independence, such as remote work or freelance teams, where individuals are trusted to manage their own time and deliver results​. Start-Up Culture: In the dynamic, fast-paced environment of startups, where agility and experimentation are crucial, laissez-faire leadership can help foster innovation and quick responses to market changes. Application Build the Right Team: Ensure your team is highly skilled, independent, and motivated. This leadership style only works with employees who require minimal supervision and can thrive in an autonomous environment. Offer training, mentoring, and growth opportunities​. Stay Observant: While laissez-faire leaders give autonomy, it's essential to monitor team performance closely. Maintain an active awareness of how your team is functioning, without direct involvement, so you can intervene when needed. Address Issues Early: Laissez-faire leadership does not mean ignoring problems. When conflicts or performance issues arise, step in promptly to resolve tensions and provide constructive feedback. Knowing when to intervene is key. Support Growth: Connect your team members with resources, training, and mentorship to help them grow, even in a hands-off environment. This ensures that their independence continues to drive productivity and innovation. Know When to Step In: While laissez-faire leadership emphasizes autonomy, there will be moments when you must offer guidance, address team conflicts, or provide feedback to ensure the team stays on track. SSH 4 - Leadership and Decision-making Authoritarian Leadership Style Definition Authoritarian Leadership, also known as Autocratic or coercive or dictatorial leadership, in which a leader exercises absolute control over all decisions with little to no  input from group members or subordinates. This leadership style is typically characterized by a hierarchical approach, where followers have limited input, and authority is enforced through strict discipline, a rigid framework, and at times, fear. This type of leadership has been employed across various settings, including political regimes, military structures, corporate environments, and even within families Characteristics of Authoritarian Leadership 1. Centralized Power and Decision-Making - The leader controls all major decisions without consulting subordinates. Authority is rarely delegated, and if it is, it is often accompanied by close supervision. 2. Limited Participation from Followers - Subordinates or citizens have little say in decision-making processes. Leaders may consult a small group of trusted advisors but generally reject feedback from lower levels. 3. Strict Rules and Regulations - Authoritarian leaders impose rigid policies and expect absolute compliance. Consequences for breaking rules are often severe, whether in the form of punishment, job loss, or other penalties. 4. Close Monitoring and Supervision - Subordinates’ activities are closely controlled, often through surveillance or frequent check-ins. This ensures followers stick to the plan, but it can also foster resentment due to the lack of autonomy. 5. High Expectation of Obedience - Leaders expect loyalty and obedience without questioning authority. Dissent is usually not tolerated, leading to consequences for anyone who challenges the leadership. 6. Focus on Control and Order - These leaders value stability and predictability, often at the expense of flexibility or innovation. Environments tend to be highly structured and hierarchical. 7. Lack of Emotional Connection - Authoritarian leaders rarely focus on building personal relationships or empathy with their subordinates. This emotional distance can result in an impersonal or cold leadership style. Historical Origins and Evolution of Authoritarian Leadership Authoritarian leadership traces its roots to the earliest forms of governance, particularly in monarchies, empires, and early political systems where power was concentrated in a single ruler. 1. Ancient Civilizations - In ancient Egypt, pharaohs ruled with unquestionable authority, often seen as divine beings chosen by the gods. Their decisions were final, and dissent was virtually non-existent. 2. Medieval and Early Modern Monarchies - Throughout the Middle Ages, kings, and queens of Europe wielded absolute power. The rise of absolute monarchies solidified the connection between authoritarianism and centralized rule. 3. 20th-Century Dictatorships Adolf Hitler (Germany) Implemented strict nationalist policies, often using propaganda and violence to maintain control. Joseph Stalin (Soviet Union): Instituted centralized control through purges, strict surveillance, and fear. Benito Mussolini (Italy): Used the military and political propaganda to establish dominance. 4. Authoritarianism in the Corporate World - In the early 20th century, many companies followed an authoritarian model, with CEOs making all major decisions. Workers had little say in how the business was run, and corporate hierarchies were highly rigid. Modern Applications of Authoritarian Leadership While political authoritarianism still exists in some parts of the world today, this leadership style is also found in business, organizations, and even family dynamics. 1. Military Settings - The military is often cited as one of the clearest examples of authoritarian leadership, where strict hierarchies and orders must be followed without question. This is essential in combat situations where quick, decisive action is needed. 2. Crisis Management in Businesses - In corporate settings, authoritarian leadership can emerge during crises or periods of extreme financial pressure. A CEO or leader may take control of decision making processes to steer the company through turbulent times. 3. Education - Historically, schools have followed authoritarian leadership models, with teachers and administrators holding all the power and students being expected to follow strict rules without questioning. This model is shifting, though, as education systems embrace more democratic approaches. 4. Political Regimes - Many modern regimes still employ authoritarian leadership. For example, North Korea and China (under the Chinese Communist Party) maintain strict control over their citizens with little tolerance for political opposition. Advantages of Authoritarian Leadership 1. Efficiency and Quick Decision-Making - One of the main benefits of authoritarian leadership is that it allows for rapid decision-making. Since the leader doesn’t have to consult others, decisions can be made and implemented quickly. 2. Clear Expectations - Subordinates have a clear understanding of what is expected from them, which can reduce confusion and increase productivity in environments that require high levels of order and discipline. 3. Control in Crisis Situations - In emergencies (e.g., military conflict, natural disasters), authoritarian leadership can help maintain order and provide a strong, central direction. 4. Effective for Unskilled or New Teams - In situations where subordinates lack experience or knowledge, a strong leader can guide them effectively until they gain the skills to make decisions on their own. Disadvantages of Authoritarian Leadership 1. Low Morale and Lack of Motivation - Followers may feel demoralized, as their opinions and input are often ignored. This can lead to disengagement, lower productivity, and high turnover rates in organizations. 2. Suppression of Creativity - By stifling input and feedback, authoritarian leadership tends to limit innovation. Followers are discouraged from thinking independently, leading to stagnation over time. 3. Risk of Abuse of Power - With power concentrated in the hands of a single individual or small group, there’s a greater risk of corruption or abuse of power, as checks and balances are limited. 4. Fear-Based Leadership - Authoritarian leaders often rule through fear, which can create toxic environments where subordinates comply out of necessity rather than respect. 5. Overdependence on the Leader - The organization or group can become overly dependent on the leader’s decisions, which can lead to collapse if the leader is removed or makes poor decisions. Examples of Authoritarian Leadership in the Modern Era 1. Political Examples: North Korea under Kim Jong-un is a modern-day authoritarian regime, where the leader has complete control over the government and military. Russia under Vladimir Putin has shown authoritarian tendencies in recent years, with strict control over political opposition, media, and civil liberties.  2. Corporate Examples: Steve Jobs was known for his authoritarian leadership style at Apple, especially during product development phases. While he was admired for his vision, he was also known for being highly controlling and demanding. 3. Military Leadership: Military leaders often employ authoritarian styles during wartime, where clear, decisive commands are essential. Historically, figures like General Douglas MacArthur and Napoleon Bonaparte used strong authoritarian tactics to lead their armies. When Authoritarian Leadership is Effective Despite its drawbacks, authoritarian leadership can be highly effective in certain contexts: 1. During Crises: When a situation requires swift and decisive action (e.g., military conflicts, organizational restructuring), an authoritarian approach can help stabilize things quickly. 2. With Inexperienced Teams: Authoritarian leadership can provide clear direction and structure for new or unskilled teams until they gain the competence to work independently. 3. In High-Risk Environments: In industries like aviation, nuclear power, or emergency services, where mistakes can be catastrophic, strict adherence to rules and hierarchy is essential. The Drawbacks of Authoritarian Leadership 1. Stifling Creativity - Suppress innovation and independent thinking, leading to stagnation over time. 2. Abuse of Power - a greater risk of corruption or misuse of authority, as checks and balances are limited. 3. Toxic Environments - Rule through fear, creating toxic environments where subordinates comply out of necessity rather than respect. Qualities of an Authoritarian Leader 1. Decisiveness: Authoritarian leaders make quick and firm decisions 2. Confidence and Self-Reliance: They trust their own judgment and rely on their own abilities. 3. Control-Oriented: They maintain strict control over processes and outcomes 4. High Standards and Expectations: They set high goals and demand excellent performance. 5. Task-Focused: They prioritize achieving goals above all else 6. Reluctance to Delegate Authority: They prefer to handle most tasks themselves. 7. Disciplinary Approach: They enforce strict rules and punishment 8. Emotional Detachment: They often maintain a distance from their followers 9. Resistance to Feedback: They may be resistant to criticism or opposing views. 10. Effective in Crisis Situations: They can provide clear direction during difficult times. SSH 4 - Leadership and Decision-making Democratic Leadership Style DEMOCRATIC LEADERSHIP Democratic leadership is a leadership style that encourages the whole team to participate in decision-making. The basis of this style is the idea that every team member has something valuable to contribute. I. Principles of Democratic Leadership: A. Distribution of leadership - In Greek, the word democracy means “people power.” Accordingly, one of the main principles of democratic leadership is to give people the power they need to improve their work and drive effective decision-making - A democratic leader shares the power of decision-making with the entire team. Each person has the same amount of power as everyone else. However, it does not always mean that the entire group decides. B. Empowerment - The decision-making process is not straightforward or simple. Democratic leaders encourage team members to contribute by actively helping them learn how. Besides focusing on their key responsibilities, team members can practice public speaking, analytics, listening skills, and more. C. Guidance - Democratic leadership involves a significant amount of guidance from the leader. While the leader does not force the decision, they create the right decision-making environment, design the process, and encourage the team to follow it. II. Advantages of democratic leadership a. Better engagement - When employees are involved in the decision-making process, they feel like they are part of the bigger picture. Feeling valued is a key factor for staff engagement, so the ability of democratic leaders to demonstrate appreciation through involvement drives productivity. b. Improved creativity and innovation - The democratic leadership style promotes creativity in the workplace. When employees have an opportunity to share their thoughts and ideas with the goal of impacting decision-making, they are more likely to be creative and drive innovation. c. Collaborative environment - When you practice democratic leadership, you encourage employees to collaborate with each other instead of relying on the leader to make decisions. This creates fertile ground for innovation, participation, trust, and many other aspects of high-quality teamwork. d. Robust solutions - When all team members have a voice, it’s easier to come up with several solutions to one problem. This allows the leader to either choose the best one or leverage several elements to create the most effective approach. III. Disadvantages of democratic leadership a. Slower decision-making - When several people are involved in deciding, the process slows down. For some groups, finding common ground can be a serious issue. b. Reduced productivity - In some cases, the democratic approach can reduce productivity instead of boosting it. This can happen when employees don’t have the skills or desire to participate in the decision-making process c. Leader fatigue - While the democratic approach may seem to take some pressure off the leader, making sure that everyone’s voice is heard and a decision made is time-consuming and hard work. d. Scaling - As a company scales, being able to prevent other styles of leadership from taking over is extremely hard due to time pressure and cultural changes that start taking place. IV. Qualities of a democratic leader Ability to listen The leader should listen to each team member carefully and understand when to interrupt, change the direction, or encourage elaboration. Information-sharing Many leaders make the mistake of holding on to important company information. A democratic leader should know when and how to disperse this information and use it for group decision-making purposes. Relationship-building For the democratic leadership style to work, the leader should establish trusted relationships with all team members and encourage everyone to build common ground. Competence Leaders accustomed to an autocratic approach may encounter challenges in efficiently analyzing and distributing the ideas they receive. Open mind Democratic leaders must keep an open mind about other people’s opinions. Even if they do not agree with something, they must know how to process the idea and analyze its value for decision-making. The success of the democratic leadership style relies on the leader’s ability to implement it in everyday company operations.  V. When to Use Democratic Leadership Democratic leadership is most effective in situations where input from a group is valuable, and collaboration leads to better decision-making. 1. Diverse Opinions Are Needed When a leader wants to gather different perspectives and ideas to make a more informed decision. 2. Team Engagement Is Important When the team’s commitment, motivation, and ownership of the outcome are crucial to success. 3. Developing Creativity and In creative industries or problem-solving situations where innovation is key, democratic leadership encourages team Innovation members to contribute ideas. 4. Complex Decisions When issues are complex and require a variety of insights and knowledge from different people. 5. Educational or Learning In schools, democratic leadership can promote critical thinking and participation, giving students or staff a voice in Environments decision-making. 6. Building Trust and Morale When improving relationships, increasing team trust, and fostering a positive working environment is a priority. This way is less effective in emergencies or when quick, decisive action is required. VI. Examples MARKETING CONTEXT REAL-WORLD The leader encourages open discussion, asks questions to clarify ideas, and A real-life example of democratic leadership in the Philippines can be seen in ensures that everyone has a chance to speak. After all input is collected, the leader People Power (also known as the EDSA Revolution in 1986). This movement was a guides the team in voting on the best strategies and setting priorities. In the end, significant display of democratic leadership and collective decision-making, led by the leader makes the final decision based on team feedback, ensuring everyone political figures like Corazon Aquino, who later became president, alongside the feels heard and valued, while also ensuring the campaign aligns with company active participation of millions of Filipinos. goals. VII. Democratic Leadership when applied a. Collaboration and Inclusivity - Corazon Aquino and other leaders relied heavily on the participation and input of the people. The movement involved not only politicians but also religious leaders, the military, civil society groups, and ordinary citizens. This collaboration across sectors showcased the power of collective decision-making. b. Open Communication and Feedback  -Aquino and other leaders maintained open channels of communication with the public, particularly through the media. This allowed them to stay attuned to the needs, concerns, and sentiments of the population, making the movement feel inclusive. c. Shared Ownership of Success - The success of the revolution was not attributed to one person but to the collective effort of millions of Filipinos. Aquino, despite being the central figure, consistently credited the people for their non-violent resistance and unity in restoring democracy. d. Empowering Citizens - Democratic leadership in this context empowered ordinary Filipinos to take control of their nation’s future. It gave them a sense of ownership over the movement and the outcome, inspiring many to continue engaging in democratic processes even after the revolution. VIII. Tips for Implementing Democratic Leadership a. Encourage Open Communication - Create an environment where team members feel comfortable sharing their ideas, opinions and concerns without fear of judgment. b. Be Open to Diverse Ideas - Embrace different perspectives and be willing to listen to all team members, regardless of their position or experience. c. Foster Collaboration - Promote teamwork by facilitating discussions, brainstorming sessions, and collaboration across departments or groups. d. Set Clear Goals and Expectations - While allowing input, ensure the team understands the objectives and guidelines. This helps keep discussions focused and aligned with the organization's mission. To wrap this up, democratic leadership plays a pivotal role in fostering collaboration and innovation by encouraging diverse perspectives, active participation, and shared decision-making. This leadership style not only enhances creativity but also boosts team morale and accountability, creating an environment where everyone feels valued. SSH 4 - Leadership and Decision-making Intrapersonal Leadership Skills I. INTRODUCTION By definition, ‘intrapersonal’ means ‘inside a person’. Being part of intrapersonal intelligence, intrapersonal skills refer to any emotional or cognitive activities that an individual has of self. Intrapersonal skills are the talents or abilities that reside within individuals and enable them to problem solve effectively (National Research Council, 2010). In addition to that, intrapersonal skills are the life skills to possess in order to communicate and interact with others individually and in group settings.  IMPORTANCE OF HAVING INTRAPERSONAL SKILLS Help achieve as much as possible in life. ○ It let people know their strengths ○ Work on their weaknesses ○ Helps perform at work and in personal lives ○ Help build and maintain both personal and working relationships ○ Able to manage emotions ○ Cope with challenges and learn from past experiences. II. Key Components of Intrapersonal Skills Self-Awareness: Self-awareness encompasses assessing and evaluating one’s interests, inner resources, strengths, and belief in oneself. A vital component within self-awareness is recognizing and understanding emotions, as well as the causes of them (Mayer, Salovey, & Caruso, 2004). Self-management refers to being in control of one’s emotions, handling stress, and controlling impulses. (Weissberg, 2016). Self-management is an essential skill, as it enables people to face adversity, overcome challenges, demonstrate resilience, as well as manage emotions in healthy ways (Gullone, Hughes, King, & Tonge, 2010) Social awareness is an imperative skill, as it focuses on perspective taking, empathizing with others, and celebrating differences. Social awareness allows people to demonstrate empathy, show compassion, and learn from others who come from diverse backgrounds. Relationship skills entails formulating and maintaining healthy and collaborative relationships, promoting inclusivity, connectivity, enhancing social support and college retention (Mattanah, Ayers, Brand, Brooks, Quimby, & McNary, 2010), reducing interpersonal conflict, and resolving conflict peacefully. Responsible decision-making highlights the importance of making healthy choices based upon ethical standards, morals, respect for others, decision making, and taking into account the outcomes of certain decisions. III. Intrapersonal Skills and Decision-Making Decision-making is central to a leader’s role in managing societal issues, formulating policies, and influencing governance structures. Intrapersonal skills, drawn from the fields of psychology and human behavior (key areas of the social sciences), help leaders to: 1. Understand Human Motivation: Social science perspectives, particularly from psychology and sociology, emphasize that leaders must first understand themselves to effectively understand and guide others. Intrapersonal skills—such as self-awareness, emotional intelligence, and critical reflection—allow leaders to make decisions that are not only logical but also considerate of the complex social and human dynamics that governance entails.  2. Enhance Ethical Governance: Social sciences emphasize the role of ethical decision-making in governance. Leaders who are self-aware and emotionally regulated are better equipped to resist biases, self-interest, and unethical temptations. This contributes to governance structures that promote fairness, social justice, and equity, all key concerns of the humanities. 3. Manage Political and Social Pressure: Leaders must navigate complex social systems, including the demands of different stakeholders. By mastering intrapersonal skills, leaders can control their emotions and maintain clarity under pressure, enabling them to make reasoned and fair decisions that take into account the welfare of the broader society, aligning with the humanities’ focus on human dignity and ethical governance. IV. Personal Development and Growth The humanities, with their focus on the human experience, personal growth, and moral responsibility, tie closely into the notion of continuous improvement and self-awareness in leadership roles. 1. Humanistic Approach to Leadership: The humanities emphasize the need for leaders to constantly engage in self-reflection and growth to better serve their communities. Leaders who focus on personal development are more aware of their values, biases, and the cultural context in which they operate. This aligns with the goals of governance, which is to lead with integrity, transparency, and a deep understanding of the social and cultural dimensions that shape human interactions. 2. Adaptation to Societal Changes: In a governance context, leaders are often required to adapt to changing societal values, economic conditions, and global challenges. Personal development allows leaders to remain flexible and open to new ideas, which is crucial for navigating social and political shifts effectively. The social sciences underscore the importance of this adaptability, showing how historical and social contexts shape leadership effectiveness. 3. Modeling Growth for Societal Improvement: Leaders who invest in their personal growth set a powerful example for the broader society, which is a key concern in social sciences and humanities. As they model self-improvement, they encourage citizens and organizations to do the same, fostering a culture of continuous learning and ethical growth within governance structures. V. Challenges and Barriers 1. Negative Self-Perception & Self-Concept - Having a negative self-image. When individuals perceive themselves negatively, they may struggle with self-confidence, self-esteem, and self-worth. These feelings can prevent their ability to express themselves clearly and confidently. 2. Emotional Intelligence & Emotional Barriers  - EI involves how well individuals understand and manage their own emotions when thinking and reflecting internally. Stress can manipulate thinking, making it difficult to concentrate or make rational decisions. Some people fear being emotionally open with themselves and may avoid confronting their own emotions or past experiences, which can hamper self-reflection and self-growth. 3. Confirmation Bias & Anchoring Bias - Confirmation bias represents the tendency to actively search for, interpret, and remember information that confirms one’s pre-existing beliefs or opinions while ignoring conflicting information. - This can lead to a closed-minded approach, where they only consider information that aligns with their views, restricting the ability to self-reflect objectively and consider alternative viewpoints or solutions. - Anchoring bias is when individuals give more importance to the first piece of information they encounter (referred to as the “anchor”) when making decisions or forming judgments, even if that information is unrelated or misleading. - Anchoring bias can lead to premature judgments or decisions based on limited or biased information, fostering rash decision-making. 4. Psychological Barriers - Individuals may find it challenging to engage in constructive self-talk because their minds are preoccupied with worries and stress. This can constrain problem-solving and decision-making processes. 5. Lack of Self-Awareness - Instead of taking responsibility for their actions, individuals with low self-awareness may frequently blame others or external factors for problems or misunderstandings. Individuals may struggle to set realistic goals or to understand why they aren’t achieving their objectives 6. Fear and Insecurity - Fear and insecurity often lead to self-censorship, where individuals hold back their thoughts, feelings, or opinions because they worry about how they will be perceived by themselves or others. This can result in a lack of open communication with oneself. VI. Strategies for Improvement 1. Journaling & Self Reflection - Journaling provides us with a dedicated space to explore and express our thoughts and feelings. It also helps pinpoint things you want to address, like low self-confidence or lack of motivation. When you self-reflect, you might pay attention to what habits work well for you and where you experience challenges. 2. Mindfulness Meditation - Mindfulness meditation is a technique that helps us anchor ourselves to the present moment. This practice not only boosts our self-awareness but also equips us with the tools to handle stress and anxiety more effectively. 3. Emotional Intelligence Exercises - Through various emotional intelligence exercises, we can develop our ability to recognize, understand, and manage our emotions. Activities like role-playing, emotion wheel exercises, and empathy-building challenges can offer valuable insights into our emotional landscape and how it affects our daily lives. 4. Explore  -It often seems safer to stick with what you know already works. Following the same routines can hold you back and keep you from exploring alternatives that could fulfill your needs even more effectively. 5. Goal-Setting - Realistic goals take into account your limitations and personal strengths. Recognizing your past accomplishments furthers self-awareness while also bolstering your courage to take bigger steps with future goals. SSH 4 - Leadership and Decision-making Conceptual Leadership Skills DEFINITION Conceptual skills are the abilities that help individuals understand and analyze complex situations, identify patterns, and think creatively to develop innovative solutions. These skills enable people to see the bigger picture, make connections between different ideas, and approach problems from various angles. They are essential for effective leadership, strategic planning, and successful project management. LEADERS WHO EXEMPLIFIED CONCEPTUAL SKILLS 1. Elon Musk (CEO of Tesla and SpaceX) Elon Musk is renowned for his visionary thinking and ability to tackle complex, global challenges. His conceptual skills are evident in his leadership at SpaceX and Tesla, where he pushes the boundaries of technology and innovation. For instance, Musk identified the need for sustainable energy solutions and developed electric cars, solar energy systems, and battery technology at Tesla. Similarly, his conceptual thinking led him to envision and develop reusable rockets at SpaceX, revolutionizing space exploration and reducing costs. 2. Satya Nadella (CEO of Microsoft) Satya Nadella's conceptual skills were crucial in transforming Microsoft from a primarily software-driven company to a leader in cloud computing and AI. When Nadella took over as CEO, he recognized that the future of technology was shifting toward cloud services and artificial intelligence. His vision led to the development of Microsoft Azure, which has become a key player in the cloud computing industry. Nadella’s focus on innovation, collaboration, and digital transformation showcased his ability to think creatively and strategically about the future direction of the company. EXAMPLES 1. A tech company faces declining user engagement for its app. A leader with strong conceptual skills analyzes data and identifies a trend towards personalized experiences. They propose integrating AI-driven personalization features and testing them in phases. 2. Imagine a company facing declining sales. A leader with strong conceptual skills might analyze market trends, customer feedback, and competitor strategies to identify underlying issues. They could then develop a new marketing strategy that targets emerging customer needs and leverages the company’s strengths. APPLICATION Healthcare System Overhaul ○ Problem: A hospital is struggling with long patient wait times and inefficient workflows. ○ Analysis: A leader with strong conceptual skills steps back to assess the broader healthcare landscape and internal processes. They notice that similar institutions have improved efficiency through digital health records and automated scheduling systems. ○ Solution: The leader proposes a comprehensive system overhaul, introducing electronic health records (EHRs) and AI-powered scheduling tools. Educational Curriculum Reform ○ Problem: An educational institution is experiencing declining enrollment and student dissatisfaction with outdated curricula. ○ Analysis: A leader with conceptual leadership skills analyzes student feedback, industry demands, and education trends. ○ Solution: They propose an interdisciplinary curriculum that incorporates technology, hands-on learning, and real-world problem-solving. City Transportation Revamp ○ Problem: A city is facing growing traffic congestion and public dissatisfaction with transportation services. ○ Analysis: A leader with conceptual skills examines urban mobility trends, data on public transportation usage, and alternative transport options. ○ Solution: They propose a multimodal transport system integrating bike-sharing, electric buses, and smart traffic management systems. This long-term strategy not only alleviates traffic issues but also promotes sustainability and improves citizens' quality of life.