MANAGEMENT STYLES

Management Styles

Managers have to perform many roles in an organization and how they handle various situations will depend on their style of management. A management style is an overall method of leadership used by a manager.

Each style has its own characteristics:

Autocratic (or authoritarian) managers make all the decisions, keeping the information and decision making among the senior management. Objectives and tasks are set and the workforce is expected to do exactly as required. The communication involved with this method is mainly downward, from the leader to the subordinate; critics such as Elton Mayo have argued that this method can lead to a decrease in motivation from the employee's point of view. The main advantage of this style is that the direction of the business will remain constant, and the decisions will all be similar, this in turn can project an image of a confident, well managed business. On the other hand, subordinates may become dependent upon the leaders and supervision may be needed.

Managers do not trust workers and simply give orders (one-way communication) that they expect to be obeyed. When quick decisions are needed in a company (e.g. in a time of crises). Authoritarian managers go by a variety of names. They're sometimes called top-down managers or micromanagers, and sometimes even control freaks. (The term "dictator" also comes to mind, but is probably unfair.) Autocratic is where the leader makes all the decisions and drives them down the organization.

Authoritarian managers expect staff to do what they're told and generally don't allow for dispute or negotiation. For example, an authoritarian manager might ask you to perform a task. You know a better and faster way to do it. You speak up, with the hope that your manager will agree. Your manager tells you to get back to work, and walks away.

Leader makes all decisions unilaterally. When controlling large numbers of low skilled workers. An autocratic manager dictates orders to their staff and makes decisions without any consultation. The leader likes to control the situation they are in. Decisions are quick because staff is not consulted and work is usually completed on time. However, this type of management style can decrease motivation and increase staff turnover because staff are not consulted and do not feel valued.

Permissive: Leader permits subordinates to take part in decision making and also gives them a considerable degree of autonomy in completing routine work activities.

Combining these categories with democratic (subordinates are allowed to participate in decision making) and directive (subordinates are told exactly how to do their jobs) styles give us four distinct ways to manage:

Directive Democrat: Makes decisions participatively; closely supervises subordinates.

Directive Autocrat: Makes decisions unilaterally; closely supervises subordinates.

Permissive Democrat: Makes decisions participatively; gives subordinates latitude in carrying out their work.

Permissive Autocrat: Makes decisions unilaterally; gives subordinates latitude in carrying out their work.

Paternalistic managers give more attention to the social needs and views of their workers. Managers are interested in how happy workers feel and in many ways they act as a father figure (“pater” means father in Latin). They consult employees over issues and listen to their feedback or opinions. The manager will however make the actual decisions (in the best interests of the workers) as they believe the staff still needs direction and in this way it is still somewhat of an autocratic approach. Paternalistic is where the leader also makes all the decision, but is more concerned about the well-being of employees.

A democratic style of management will put trust in employees and encourage them to make decisions. They will delegate to them the authority to do this (empowerment) and listen to their advice. This requires good two-way communication and often involves democratic discussion groups, which can offer useful suggestions and ideas. In a Democratic style, the manager allows the employees to take part in decision-making: therefore everything is agreed by the majority. The communication is extensive in both directions (from subordinates to leaders and vice-versa). This style can be particularly useful when complex decisions need to be made that require a range of specialist skills

Democratic is where decisions are made collectively. Managers must be willing to encourage leadership skills in subordinates. A democratic manager delegates authority to his/her staff, giving them responsibility to complete the task given to them (also known as empowerment). Staff will complete the tasks using their own work methods. However, the task must be completed on time. Employees are involved in decision making giving them a sense of belonging and motivating individuals. Because staff feels a sense of belonging and are motivated the quality of decision making and work also improves. Although popular in business today, a democratic management style can slow decision making down because staff needs to be consulted. Also some employees may take advantage of the fact that their manager is democratic by not working to their full potential and allowing other group members to 'carry' them. Democratic managers, on the other hand, are much more egalitarian (or participatory, a term that is sometimes also used to describe them). They believe that seeking consensus with staff is the best way to draw on the broadest range of resources and thereby get the best results. Democratic managers also believe that providing staff with responsibility and showing confidence in them helps them to develop as employees and as individuals. In the long run, this also means less managing on the part of the manager.

A democratic manager will, at the very least, consider what you have to say regarding your assignment. This type of manager might even bring others into the discussion. Of course, this just means that your input won't be ignored, not that a vote will be taken on your suggestion or that your suggestion is guaranteed to be implemented.

Consultative Management style

A consultative management style can be viewed as a combination of the above two. The manager will ask views and opinions from their staff, allowing them to feel involved but will ultimately make the final decision.

Laissez Faire Management style

A laissez faire manager sets the tasks and gives staff complete freedom to complete the task as they see fit. There is minimal involvement from the manager. The manager however does not sit idle and watch them work! He or she is there to coach or answer questions, supply information if required. There are benefits; staffs again are developed to take responsibility which may lead to improved motivation. However with little direct guidance from the manager staff may begin to feel lost and not reach the goals originally set within the time frame. Laissez-faire is where decisions are not made in a concerted effort. In a Laissez-faire leadership style, the leader's role is peripheral and staff manages their own areas of the business; the leader therefore evades the duties of management and uncoordinated delegation occurs. The communication in this style is horizontal, meaning that it is equal in both directions, however very little communication occurs in comparison with other styles. The style brings out the best in highly professional and creative groups of employees, however in many cases it is not deliberate and is simply a result of poor management. This leads to a lack of staff focus and sense of direction, which in turn leads to much dissatisfaction, and a poor company image.

These are the different Management Styles that are applicable different

varieties of management especially in managing a business.

REFERENCES:

Web Page:

v http://www.rpi.edu/dept/advising/free_enterprise/business_structures/management_styles.htm

v http://tutor2u.net/business/gcse/people_management_styles.htm

v http://www.learnmanagement2.com/leadership%20styles.htm

v http://www.medhunters.com/articles/managementStyles.html

v http://softwaresurvival.blogspot.com/2008/02/management-styles-beyond-x-and-y.html

v http://en.wikipedia.org/wiki/Management_styles