Four typical management styles

Management styles are characteristic ways of making decisions and relating to subordinates. different management styles can be employed dependent on the culture of the business, the nature of the task, the nature of the workforce and the personality and skills of the leaders. this idea was further developed by Robert Tannenbaum and Warren H. schmidt who argued that the style of leadership is dependent upon the prevailing circumstance; Therefore leaders shoshould exercise a range of management styles and shoshould deploy them as appropriate.

 

Autocratic (authoritarian)

An autocratic style means that the manager makes decisions unilaterally, and without much regard for subordinates. as a result, decisions will reflect the opinions and personality of the Manager; this in turn can project an image of a confident, well managed business. on the other hand, subordinates may become overly dependent upon the leaders and more supervision may be needed.

There are two types of autocratic leaders:

The directive autocrat makes decisions unilaterally and closely supervises subordinates;

The permissive autocrat makes decisions unilaterally, but gives subordinates latitude in carrying out their work.

 

Paternalistic (parental)

A more paternalistic form is also essential dictatorial; however, decisions take into account the best interests of the employees as well as the business. A good example of this wocould be David Brent or Michael Scott running the business in the fictional television show the office. the leader explains most decisions to the employees and ensures that their social and leisure needs are always met. this can help balance out the lack of worker motivation caused by an autocratic management style. communication is again generally downward, but feedback to the management is encouraged to maintain morale. this style can be highly advantageous when it engenders loyalty from the employees, leading to a lower labor turnover, thanks to the emphasis on social needs. it shares disadvantages with an autocratic style, such as employees becoming dependent on the leader.

 

Democratic (Democratic)

In a democratic style, the Manager allows the employees to take part in demo--making: therefore everything is agreed by the majority. the communication is extensive in both directions ctions (from subordinates to leaders and vice-versa ). this style can be particle ly useful when complex decisions need to be made that require a range of specialist skills: for example, when a new ICT system needs to be put in place, and the upper management of the business is computer-illiterate. from the overall business's point of view, job satisfaction and quality of work will improve. however, the demo--making process is severely slowed down, and the need of a consensus may avoid taking the 'best' demo-for the business. it can go against a better choice of action.
As the autocratic leaders, democratic leaders are also two types I. e. permissive and directive.

 

Laissez-faire (laissez-faire)

In a laissez-faire leadership style, the leader's role is peripheral and staff manage their own areas of the business; the leader therefore evades the duties of management and includelegation occurs. the communication in this style is horizontal, meaning that it is equal in both directions ctions, 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 our 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.