What are the 3 types of management?
All businesses aim to be successful and profitable in their endeavors. Organizations give a great deal of importance to hiring the right set of employees and then make consistent efforts in training, engaging, and motivating them. Show
However, all these steps are incomplete without having the right managers. Managers are the guiding light for employees because they set the direction and are a source of inspiration and motivation for them. Their management style is equally important because they determine how the employees will perform in the long run and whether they will stay with the organization. This article will familiarize you with the different types of management styles along with their pros and cons. By the end, you will be better able to figure out if the management style will fit your organization. But first, what is a management style? What Is a Management Style?A management style is a way a manager organizes, plans, delegates work, make decisions, and manages employees to fulfill their goals. A management style speaks volumes of how managers make use of their authority. Management styles vary depending upon the industry, the manager, level of management required, nationality, and an organization’s culture. External and internal factors affect management styles. Let’s look at the internal factors first:
Moving on, some of the external factors are:
Management styles call for flexibility. An efficient manager is someone who has the ability to adjust their management styles according to their environment. Types of Management StylesAn effective management style paves way for effective leadership. For you to be able to transport your management skills and business to the next level, you should be familiar with the different types of leadership styles. Here is a list of different management styles that may suit your business. Management styles have three broad categories: autocratic, laissez-faire, democratic. Within each of these categories is a subtype with its own set of pros and cons. Autocratic Management StylesFollowing a top-down approach, this style of management is one-way communication between the manager and employees. This is the most controlling of all management styles where managers take most of the decisions. Managers monitor employees closely and do not encourage them to share ideas about the overall process. The autocratic management style is further divided into 3 subsets: authoritative, persuasive, and paternalistic. As authoritative as it sounds, this management style rests all the power in the hands of managers. They take all the important decisions and don’t involve subordinates in the process. Managers dictate tasks to their subordinates who follow them without questioning authority or suggesting any changes. This management style allows managers to micromanage employees and monitor their performance and progress closely. This is because managers believe that giving autonomy will deter the subordinates from working efficiently. This style is most applicable in times of organizational crisis. However aggressive it may be, there are some pros and cons. Pros of the authoritative autocratic:
Cons of the authoritative autocratic:
Persuasive Management StyleUnlike the authoritative style, the persuasive management style includes employees in the decision-making process but not completely. Managers use their persuasive skills to convince employees that whatever the manager decides is in the best interest of the employees and the organization. Unlike the authoritative style, this management style makes employees believe that their opinions and beliefs are valued. Subordinates feel happy that they are trusted by their managers. However, this should be used when the manager has more expertise in the subject matter than the team, Should you deploy this style in your business? Let’s have a look at its pros and cons. Pros of the authoritative persuasive:
Cons of the authoritative persuasive:
Paternalistic Management StyleIn this case, managers consider employees as family and expect loyalty and trust from them. Although unilateral decision-making still prevails, managers ensure that they explain the logic and reasoning to the employees. However, the employees are still not autonomous and cannot question or collaborate with management. The pros and cons listed below will help you decide if this is the management style for you. Pros of the authoritative paternalistic:
Cons of the authoritative paternalistic:
Democratic Management StylesUnlike authoritative, this style encourages two-way communication. Employees are encouraged to give opinions, share ideas and beliefs when making a decision. However, the power to make the final decision rests in the hands of the manager. This management style is further categorized into five subtypes. Consultative Management StyleIn this style, managers consult the viewpoints, opinions, and ideas of employees before making the final decision. Managers ensure that all the information shared by employees is fully taken into consideration and is not disregarded. This management style is used when employees have more knowledge on the subject than the manager. This style usually works in specialized fields where the input by employees and staff holds immense value. Pros of the democratic consultative:
Cons of the democratic consultative:
Participative Management StyleThis style of management allows employees to actively participate in the decision-making process. Employees have access to company information and goals and are encouraged to propose innovative solutions. This style should be used when a business is going through some grand change and consulting employees can add value to the decision-making. Pros of the democratic participative:
Cons of the democratic participative:
Collaborative Management StyleThis kind of management style creates an open forum where all employees brainstorm ideas and hold discussions with the majority ruling in the decision-making. This style has more pros than cons as mentioned below. When a business is seeking to increase innovation and employee engagement, this style of management comes into play. Pros of the democratic consultative:
Cons of the democratic consultative:
Transformational Management StyleFocused on growth, this style pushes employees to accept challenges and take leaps to accomplish greater things. Employers inspire employees to step out of their comfort zone and reach new heights. This management style is more evident in fast-paced industries where employees are required to be more agile and flexible. Pros of the democratic transformational:
Cons of the democratic transformational:
Coaching Management StyleHere, managers act as coaches to employees, mentoring and guiding them for personal and professional development. In this style, managers encourage employees to acquire new skills to be able to grow in the organization. If you have a business that operates in a competitive environment, hiring and promoting internal talent will work wonders. This is where the management style will come into play. Pros of democratic coaching:
Cons of the democratic coaching:
Laissez-faire Management StylesIn this leadership style, employees have the full autonomy to do their work as and when they like. The management takes a back seat and is only present when delegating tasks or when someone requires assistance. There are two subtypes of this management style. Delegative Management StyleIn this case, the manager delegates tasks to employees and gives them the freedom to work at their own convenience. The manager only steps in to review the work and suggest changes. This style works best in decentralized organizations where the team is more skilled than the manager. Pros of the laissez- faire delegative:
Cons of the laissez- faire delegative:
Visionary Management StyleIn this style, managers lead by sharing their vision with employees. Employees formulate their workflow as per their wishes with minimal interference. Best suited for companies that are looking to breakthrough industries. Or come up with innovations never known to the world before. Pros of the laissez- faire visionary:
Cons of the laissez- faire visionary:
Influence of Culture and Values on Leadership and Management StylesA company’s culture impacts leadership and management styles significantly. There are two aspects that a company’s culture influences. Let’s have a look at each of these individually. MotivationRisk-averse organizations have managers and executives who are very meticulous about their goals. They make calculated decisions and think through a problem thoroughly before many any decision. Such managers minimize risk and pass that culture to their employees and subordinates. With a risk-averse culture, employees and managers are constantly learn, grow and improve. On the other hand, some cultures are more flexible and prefer taking risks. Managers in such cultures do not mind ambiguity and uncertainty. They are more inspired by the unknown and pass this motivation to their subordinates. CommunicationCommunication is the key to success in any business. But does it have to be verbal or non-verbal? Well, some companies give more weightage to non-verbal than actual spoken words. Managers in such cultures expect their employees to understand the nonverbal cues such as body language to understand the actual message. Such cultures don’t value words nor do they use many words. Instead, assign more weight to the emotional quality and relationship of the parties. However, some cultures operate oppositely. They prefer spoken words over non-verbal communication and communicate in words either spoken or written. In this case, it is the sender who is responsible to get the message out with clarity. If the receiver is unable to understand, the sender is responsible to ensure clarity and eliminate confusion. How to Adapt Management Styles in Different Situations?A leader, however great an all-rounder has to adapt according to situations. A few steps that can help a leader adapt their management styles are: Identify the NeedIf you are someone who follows a collaborative style of leadership but senses a change in the environment, you may want to give it a thought. You should study the situation carefully before making any change to your style. You also wouldn’t want to exhibit rigidity when it comes to changing your style as it may not yield the desired results. Change Your MindsetPeople resent change especially when they have been following a certain practice or style for a long. However, one has to despite the reservations. It is advisable to get rid of preconceived ideas and notions and pave way for new, dynamic ideas. Select the Most Appropriate StyleThis can be tricky. However, you can consider a few questions before making a choice:
How to Improve Your Management Style?Your management style is dependent on your goals, the business, and the employees involved. There is no one perfect style that will suit you the best. You will have to use a combination of styles to yield the desired outcome. What style you choose depends on your traits, temperament, and the kind of employees that work under you. This is because a management style that is incompatible with your personality and the situation will not even produce half of the desired results. It is advisable to keep improving and evolving your leadership style to be an effective leader. What are the 3 top management?The roles and responsibilities of what a manager does can differ from organization to organization, but they are typically categorized into three levels: top-level management, middle-level management, and lower-level management. Top-level management are your executives such as a CEO, CFO, President and Vice President.
What are the 3 management concepts?Three functions—analyzing problems, making decisions, and communicating—are called “general” or “continuous” functions because they occur throughout the management process rather than in any particular sequence.
What are the 4 types of management?The four most common types of managers are top-level managers, middle managers, first-line managers, and team leaders.
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