 We are discussing national cultures and in this topic, we are going to discuss about the preference for a particular leadership style. So leadership style, it just not emerges from the leader's preference, but followers, the people who are following a particular leader, they also have preferences for certain leadership styles. So this is the national culture dimension on which we are going to look at what type of preferences are there for different leadership styles. People living in different parts of the world, they have different expectations from their leaders. The leaders, they could be in different kind of positions, for example, the leaders could be teachers, they could be religious leaders, they could be even the fathers, mothers, or the grandparents, or a senior member of the community, or even the rulers they are considered. People have certain expectations from them, what kind of leadership style should they be demonstrating. And therefore these leaders follow this particular preference and this particular expectation and they are supposed to discharge their duties according to the preference or the expectation of what the people are expecting them to do. So the leader will do the same thing that the people are expecting from them and if he doesn't do that, then through his leadership position, through his powerful position, through his respect position, people will displace him. So they will lose the respect and affection of their followers if they do not show those particular leadership style and behaviors. So in organizational literature we see that there are basically four broad leadership styles. Democratic participative in which the person participates, lets the employees or the followers participate but makes the decisions on its own. Then democratic consultative in which consultation is there and the democratically the consultation is made and the decision is then it is based on consultation with the people. Then is benevolent autocratic in which the person is benevolent but is not asking from opinion from other people. So the followers are not asking what you will like but the leader is benevolent, takes care of their well-being and provides them with their requirements and needs. And then finally is the coercive autocratic in which the leader is basically a despot, the leader is a negative person, he works with people in a coercive way on autocratic style. As a leader you can consider that he doesn't take care of his followers, he doesn't take care of their well-being, he is not benevolent, he is not giving them, he is only concerned about taking from the followers and not concerned about the well-being. And so coercive style is then adopt. These are the different types of leadership styles that are considered in the management literature. Then another type of distinction and another type of dimension which is involved in the leadership styles is the distinction between the task oriented leader and the employee oriented leader. So if the person is concerned about meeting the objective or completing the task then the person is considered to be a task oriented leader. Whereas if the person, the leader is more concerned about the employee and their well-being then the person is considered to be a employee oriented leader. And then this also is affected by the employee perception of the leadership style. So this is not necessary, it is possible that the leader is employee oriented, he takes care of his employees, he is concerned about them, he cares about them. But the employees perceive that the leader is task oriented, it only means working because it is possible that the leader doesn't express it or the behavior doesn't show according to the culture which is related to the employee oriented. For example, in a research study, it was found that in some cultures people prefer to talk about their private life. So if the leader talks about their private life in those cultures then the employee oriented will be considered. But in some cultures the individualistic culture doesn't prefer to talk about the manager or the leader's private life. So if he talks then he will feel that he is encroaching his privacy. So the task orientation of the leader is only determined by the leader. In fact, the employee's perception is determined by what styles they adopt and how they perceive them. So this actually led to a further distinction that the leader behavior has to be understood from two dimensions. Number one is the genotype and that is the core intention of an action. And then is the phenotype which is the manner in which the intention is expressed in the particular cultural context. So the genotype is that the leader is inherently and implicitly concerned about the well-being and the employees. So this is a genotype that the leader all over the world is a normally occurring happening. A leader would be concerned about the employees and their well-being. But how is it expressed? That is the phenotype. And that is something which the leader has to learn that what style he has to express. And this is very important in the context of international human resource management. For example, if you go from one culture to another culture and you have to manage people there, then you should know what behaviors you have to show and what you think you are employee oriented and concerned about. If you will show the wrong behaviors, for example, if you go in America and UK and ask about the private life of the people, they will be really upset about that. But if you go to the Japanese culture or if you come to the Pakistani culture and you talk about family, how many children are there, what is their condition and all that, then these things will be liked and people will understand that you are taking care of them. So with regard to international human resource management, it is very important that what is the genotype, what is your core intention and what is its phenotype, the manner in which that intention of the leader which is expressed. So the leader has to show the particular management style or the leadership style and it has to show it in the way in which the people expect them to show that style. So that is an important aspect of the national culture that what people prefer, what kind of leadership style they should show and what behaviors they should show, then it will be understood that the leader is employee oriented or task oriented.