Autocratic Leadership: While quick decision-making is beneficial in manufacturing, the potential for low morale and reduced creativity could hinder innovation and problem-solving within the company. This could lead to lower quality products and reduced competitiveness. Therefore, autocratic leadership is generally not suitable.

Democratic Leadership: This style could be beneficial in fostering a sense of ownership and encouraging employees to contribute ideas for improving processes and product quality. However, the slower decision-making process could be a disadvantage in a fast-paced manufacturing environment where quick adjustments are often necessary. It requires a skilled and engaged workforce.

Laissez-faire Leadership: This is highly unsuitable for a new manufacturing company. Lack of direction and coordination would likely lead to inefficiencies, errors, and delays in production. A new company needs clear guidance and strong leadership to establish processes and ensure quality control. It would be extremely risky and likely result in failure.

Recommendation: A hybrid approach, combining elements of democratic and autocratic leadership, would likely be most suitable. The leader could empower employees to contribute ideas and participate in decision-making regarding process improvements, while retaining autocratic control over critical operational aspects such as quality control and safety procedures. This allows for both employee engagement and efficient production.

Autocratic Leadership: This style is characterized by a leader who makes all decisions without consulting others. The leader has complete control and expects strict obedience.

• Advantages: Quick decision-making, clear direction, effective in crisis situations, good for unskilled workers who need close supervision.
• Disadvantages: Can lead to low morale, resentment, and reduced creativity. Poor communication and limited employee input can stifle innovation. High staff turnover is likely.

Democratic Leadership: This style involves the leader consulting with team members and encouraging participation in the decision-making process. The leader facilitates discussion and considers different viewpoints.

• Advantages: Increased morale, improved creativity and problem-solving, greater employee commitment and ownership, better communication.
• Disadvantages: Decision-making can be slower, potential for disagreements and conflict, requires strong communication skills from the leader, may not be suitable for urgent situations.

Laissez-faire Leadership: This style is characterized by minimal leadership intervention. The leader provides little or no direction and allows team members to make their own decisions.

• Advantages: High levels of autonomy and job satisfaction for experienced and highly skilled employees, fosters creativity and innovation.
• Disadvantages: Can lead to lack of direction, poor coordination, low productivity, and a lack of accountability. Unsuitable for inexperienced or unskilled workers.

Evaluation: The effectiveness of each style depends on the situation, the skills and experience of the workforce, and the nature of the task. Autocratic leadership can be effective in crisis, but can damage morale. Democratic leadership fosters commitment but can be slow. Laissez-faire can be effective with highly skilled teams, but risky with less experienced staff. A leader needs to adapt their style to the circumstances.

The autocratic leadership style is characterised by a leader who maintains complete control and makes all decisions without consulting others. Advantages of this style include:

• Speed of Decision-Making: Decisions are made quickly as there is no need for consultation. This is particularly useful in crisis situations.
• Clear Direction: Employees know exactly what is expected of them, leading to less ambiguity and potential for errors.
• Efficiency in Repetitive Tasks: Effective for tasks requiring consistency and minimal variation.

However, there are significant disadvantages:

• Low Employee Morale: Lack of input and autonomy can lead to dissatisfaction, resentment, and decreased motivation.
• Reduced Creativity and Innovation: Employees are unlikely to offer new ideas or suggestions, stifling innovation.
• High Staff Turnover: Demotivated employees are more likely to seek employment elsewhere.
• Dependence on the Leader: The organisation becomes overly reliant on a single individual, creating a vulnerability if that person is unavailable.

The impact on employee motivation and productivity is generally negative. While speed of decision-making can be beneficial, the lack of autonomy and input often leads to disengagement and reduced effort. Productivity may increase in the short term due to clear direction, but long-term productivity is likely to suffer due to low morale and reduced innovation. The autocratic style is most suitable for situations requiring immediate action or when dealing with unskilled or inexperienced employees, but it is generally not a sustainable or desirable leadership approach in the long run.