The "developmental" manager Helps and encourages employees to develop their strengths and improve their performance Motivates by providing opportunities for professional development Effective when: Skill needs to be developed Employees are motivated and wanting development Ineffective when: The leader lacks expertise When performance discrepancy is too great - coaching managers may persist rather than exit a poor performer In a crisis When I run a program on the six styles, I like to use an activity to demonstrate the styles in action. The group is divided into six teams and a volunteer leader comes in to lead each team using just one of the styles.
It concentrates on goals more than outcome. More so, it fails to state the context in which the goals are set. Appraisals are based on "What an employee should be" but not, "What an employee should do", and a few other organization-specific limitations.
However, principles of this management style are kept in mind for general management benefit. As management encompasses man, money, and material needs, there are several aspects that govern and are governed by management styles. As man is the first and foremost consideration, the leadership styles followed by different managers have led to forging different management styles as well.
Complex Man This management style is a critique on the previous management styles. It believes in what is called, 'Safety Culture'.
Propounded by EH Schein in the s, safety culture was developed because: No single management style could succeed in improving the performance of all workers. The motives of individuals were extremely complex and liable to change over time. A high level of satisfaction did not necessarily lead to increased productivity.
As per safety culture, the following factors were pertinent to the safety interests of any organization: Prioritization of safety over production.
Maintaining a high profile for safety in meetings. Personal attendance of managers at safety meetings and walkabouts. Face-to-face meetings with employees that featured safety as a topic.
Job description that included safety contracts. Communication about safety issues, including pervasive channels of formal and informal communication and regular communication between the management, supervisors, and the workforce.
Involvement of employees for the delegation of responsibility to maintain safety in the organization. This style is used to a moderate extent with certain organization-specific modifications. Popular Types of Management Autocratic or Authoritarian In this style, the complete authority is in one person's hand and nobody can question it.
It is also known as totalitarianism or dictatorship. It does forge an atmosphere of discipline in the organization. However, it can at times, cause dissatisfaction and a lack of "creative space" for the employees. For such a manager, the employees are just a replaceable resource and not the core of the organization.
The manager believes in top-down communication, wherein orders are given by the higher hierarchical level to the lower ones. The concept of "employee satisfaction" does not hold importance for such a manager. Paternalistic In this style, the authority is in the hands of an individual.
However, that individual cares more about the employees than the profit of the organization. That means that the manager will be more like a parent rather than a boss. In this kind of management style, the complete authority lies in the hands of one individual; however, the method of functioning is very different as compared to the autocratic style.
Democratic n this management style, the management allows the employees to voice their opinions freely. Most company policies and decisions are made after taking the opinion of the employees into consideration. It is also known as 'participative style' management. This means that a meeting is held with representatives from each hierarchical level, in order to take a decision about company policy, and rules and regulations.
Chaotic Popularized around the world by multinational company Google, this management style believes that employees perform to their full potential when they are given a free hand. Many modern thinkers believe that chaotic management style allows an employee to work on his idea, without the interference of the management, and this helps in creating new innovations.
They are also of the opinion that the chaotic management style will be adopted by a lot of companies in the future as the management will need to be in sync with the fast-paced lifestyle of the employees.
Laissez-faire In this management style, the targets are communicated to the employees; however, the employees can go about meeting those targets in whichever way they want. It is a very liberal management style. However, there is a lot of chaos in the delegation of authority as well as responsibility.
Communication is free; however, more through the grapevine. This leads to the employees taking their work for granted.The directive style becomes an effective management style when the business or company is suddenly faced with a crisis. For example, if a company is suddenly faced with the threat of a hostile takeover, managers will simply come up with split-second decisions and tell the employees what to do in order to deal with the threat.
Management Style - Meaning and Different Types of Styles The art of getting employees together on a common platform and extracting the best out of them refers to effective organization management.
Management plays an important role in strengthening the bond amongst the employees and making them work together as a single unit. The key to being an effective leader is to have a broad repertoire of styles and to use them appropriately - 6 management styles and when best to use them. The aim of this report is to analysis two different leadership styles by evaluating and comparing pros and cons of two leadership styles in contemporary business environment.
Introduction The role of leaders is to influence their subordinates to achieve organisational goals (Waddel, , p). Leadership styles should be adapted to the demands of the situation, the requirements of the people involved and the challenges facing the organization.
Related How-Tos What is the Difference Between Management and Leadership? Management Style - Meaning and Different Types of Styles The art of getting employees together on a common platform and extracting the best out of them refers to effective organization management.
Management plays an important role in strengthening the bond amongst the employees and making them work together as a single unit.