Different management styles and the advantages and disadvantages
Different management styles and the advantages and disadvantages - infoweb24.com

Different management styles and the advantages and disadvantages

Management style is the way in which a manager tries to achieve his goals. Management styles include how to plan, organize, decide, delegate and manage the employees of an organization.

A successful manager is one who is able to adjust his management style in response to various factors while maintaining his focus on achieving goals successfully. It is also important to know that management styles are influenced by various internal and external factors.

Internal factors include organizational culture, policies, priorities, level of conflict between employees, and their skill level. External factors also include employment rules, economic conditions, competitors, suppliers, and customers. These are all factors that are beyond the control of the organization but will affect both managers and employees.

Types of management styles

Different management styles and the advantages and disadvantages
Different management styles and the advantages and disadvantages – infoweb24.com

In general, there are three broad styles of governance: Autocratic governance, Democratic governance, and Laissez-faire. In these categories, there are specific subgroups of management styles, each with its own pros and cons.

Authoritarian management styles

This type of management goes from top to bottom with one-way communication from bosses to employees. This method has the most control in different management styles. Management makes all the decisions in the workplace and has all the power.

Employees are treated as drones because they are closely monitored when working in well-defined environments. Employees are not encouraged to ask questions, come up with ideas, or share ideas about process improvement, and in some cases, will actively give up.

Authoritative management style

In this style, employees do exactly what managers want, and they know they will be punished if someone does not pay attention to these principles. In other words, employees are expected to follow orders, not question management authority, and perform their duties, in the same way, each time.

Managers monitor employees closely and monitor their performance with micromanaging management, without trusting or assuring that their employees can achieve their goals without direct and continuous supervision. These types of managers believe that without this supervision, employees will not be successful.

Pros of a powerful management style:

This management style allows for quick decisions. Creates well-defined plans and expectations. Only in the presence of the manager, the productivity of the organization will increase.

Disadvantages of a powerful management style:

This style increases employee dissatisfaction, which leads to higher turnover, resentment, lack of professional development and conflict between employees, and the formation of a “us” versus “them” mentality between employees and management. Innovation is killed and inefficient processes remain in place.

Persuasive management style

In this style, managers use their persuasive skills to convince employees that the one-sided decisions that the manager makes to get the job done to the team, department, or organization will benefit everyone.

Managers ask questions and explain the decision-making process and the logic behind policies. This approach can help employees feel that they are trusted and valuable members and are involved in important organizational decisions. This reduces the amount of resentment or tension between management and employees.

Pros of persuasive management style:

Management can build a higher level of trust between themselves and employees, and employees can make top-down decisions more easily.

Disadvantages of persuasive management style:

Employees continue to work under the constraints imposed on them and are frustrated that they are unable to provide meaningful feedback, solutions, or skills.

Paternalistic management style

In this style, the manager acts according to the interests of his employees. The organization often refers to employees as “families” and asks employees for loyalty and trust. Decisions are explained to employees, but there is no room for cooperation or questions.

Pros of paternal management style:

A manager with a paternalistic style focuses on the well-being of his employees and makes his decisions based on the best condition of the employees. Upgrading employees’ education is very valuable and leads to being happier, more skilled, and more productive.

Disadvantages of paternal management style:

Employees can become overly dependent on management. This leads to a lack of initiative and problem-solving. There is a good chance that this style will provoke resentment among employees who do not believe in the concept of “organization as a family”.

Democratic management styles

Managers encourage employees to obtain information during the decision-making process but are ultimately responsible for their own final decision. This process allows you to provide a variety of ideas, skills, and ideas to inform you about decisions.

Consultative management style

In this style, managers ask their team for their opinions and talk about the opinions of each member of the team. The manager makes the final decision, but they consider all the information given by the team members before making a decision. This style is often used in specialized fields, where employees are experts in their field and need to be managed to make informed decisions.

Pros of consulting management style:

This style creates a deeper connection between employees and management and builds confidence in teams. Management grows with the team as they learn from employees’ ideas, opinions, and experiences. Innovation and expression are encouraged, which will lead to better problem-solving.

Disadvantages of consulting management style:

The process of consulting with staff can be time-consuming and lengthy. If a manager is not skilled in this time management process, he can easily fit in. Excessive trust in this style can lead to employees losing confidence in their boss because they wonder why he always calls them to solve problems instead of using them as part of his business.

Participative management style

In this style, managers and employees are all active members of the decision-making process. Employees are allowed to access more information about the company and its goals and are encouraged to come up with new solutions. The management seeks out employees’ thoughts, ideas, and opinions to use in practice.

The result of management styles speech

In this article, we tried to help your organization improve communication between managers and employees and create training paths for managers to develop management styles that are appropriate for your organization.

 

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