Trending October 2023 # 10 Different Types Of Management Styles # Suggested November 2023 # Top 11 Popular |

Trending October 2023 # 10 Different Types Of Management Styles # Suggested November 2023 # Top 11 Popular

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Introduction to Management Styles Leadership

Management styles leadership is a very common word in today’s corporate world. Before going into details, we must first understand who a manager or a leader is:

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A manager is a person with a vision to resolve problems.

He can make clear and effective decisions under pressure.

He possesses excellent communication skills.

A manager has the desire and passion for achieving the goals and objectives of the organization.

He is well-informed, experienced, and knowledgeable about running an organization effectively.

Thus, we can say that managers have different management qualities and styles of leadership to achieve set goals and objectives. Now, what exactly do we mean by management styles leadership? A manager or a person holding a management position needs to perform numerous roles and functions in an organization. How he handles these different roles and responsibilities depends on the type of management styles, leadership skills, or strategies he adopts. Management styles are strategies, concepts, and theories which a manager adopts to enhance the work environment of an organization. In short, types of management styles leadership is a method one applies to overcome various challenges. It is characterized by the way one makes his decisions and guides his subordinates to perform at their level best.

Types of Management Styles

The 10 different types of management styles are as follows:

1. Autocratic

Here the manager prefers to take decisions independently by himself. Such decisions replicate the mindset, opinions, and personality of the decision-maker. In such a situation, subordinates have very little or no say. Autocratic management styles can further subdivide into:

Directive autocrats: They prefer to take decisions single-handedly and also monitor the actions and work of their subordinates on their own.

Permissive autocrats: They prefer to take their decisions independently but allow a bit of liberty to their subordinates as to how they will carry out the work or follow the decision.

These types are best in the time of crisis. When the decision from the higher-ups is unavailable due to certain reasons, the manager requires to take up the responsibility and give immediate orders. These orders must be obeyed immediately so that no further problems arise and the situation can be tackled efficiently. Such types of decisions are very common in the defense forces, paramilitary forces, and police forces. It is very effective in certain circumstances, like dealing with militant and terrorist encounters, controlling a mob, etc.

2. Conflict

Here too, the decisions are autocratic, but the decision is made by keeping in mind the interest of its employees. Conflict management styles have encouraged decision-making from the higher-ups and believe in developing a feedback system from the subordinates for the effective working of an organization. Conflict management styles bring motivation among the workforce as their social needs are taken care of, and they develop a sense of loyalty towards the management and organization. This style, on the one hand, can help develop a good relationship between the employer and the employees, indirectly enhancing their performance level. On the other hand, the downline may get used to taking orders from their higher-ups and become completely dependent on them. Restaurant managers and IT consultancies highly use these conflict management styles.

3. Persuasive

Here also, the decision-making is done by the manager. The manager controls the whole decision-making process but in a different way. He works in unison with his subordinates and tries to convince them that the decision is positively beneficial to them. Here too, the manager has his final say but does it through persuasion. This style has its own benefits. The task becomes easy to perform when the subordinates understand why they need to perform a task in the way the manager orders. In this way, the work is executed the way the leader plans it, but after the co-workers fully understand the logistics and reasons behind it.

4. Democratic

Here the democratic management styles allow his subordinates to participate in the decision-making process. A consensus is developed before reaching any decision. High-level brainstorming and communication from the top to bottom and vice-versa are followed by a decision. Democratic management styles can be useful in developing competitive marketing strategies; the higher management can provide good information about the organization’s objectives, its profit and sales detail, and what they want from the new market strategy. The bottom-line people can pool in ideas and provide field-based information about shopping trends and habits of the customers. Although these democratic management styles are efficient to some extent, they can also lead to unwanted delays due to the brainstorming sessions and consensus-building process.

5. Chaotic

This is a modern technique in many organizations today. It believes in giving the workers full freedom to work. They can develop their own ideas and strategies to enhance their performance and the organization’s success. The higher-ups do not interfere in any way; they allow their employees to develop a sense of creativity and innovation. These types are best suitable for organizations working on research and innovation development, like pharmaceutical companies.

6. Laissez-faire

This management system develops a sense of responsibility and motivation among the workforce. They feel loyal to their organization. But in some cases, a delegation of work and initiative to take responsibility becomes difficult. This management style has effective usage in public sector companies. CEOs of car manufacturing companies use such a style. The CEO sets the sales, revenue, and cost objectives, and the bottom-line managers and employees decide their strategies on how they will fulfill these objectives.

7. Management by Walking Around

Management by Walking Around (MBWA) is a classic technique managers use. Here the manager encourages constant and frequent feedback from its employees. He tries to gather as much information about a situation or problem as possible and uses this information to tackle the problem and avoid any further crisis situations. This style is very efficient for developing objectives, processes, and policies related to the organization as a whole. This management style is limited to taking feedback from the workforce; the decisions depend on the manager’s will. Therefore it may lead to low motivation or initiatives from the workforce. This style can be much more effective if the manager intervenes only in high-level decision-making and leave the smaller issues to the subordinates. This will not only improve the performance of the subordinates, but they will take the initiative to handle problems on their own.

8. Participative 9. Team Work

This style encourages the employees and co-workers to pool their knowledge and experience to expedite the project’s work efficiently. It believes in teamwork and coordination building. It encourages solid communication between its team members and the higher-ups. This style emphasizes crisp, efficient presentation; and documentation. Here the manager appreciates and rewards his employees’ team spirit and efforts to encourage motivation among his team members. This management style can be a very efficient hospital setting, where each member has specific duties and responsibilities towards their clients.

10. Asian Paternalistic

In this style, decisions happen considering the benefits of the organization, its employees, and the benefits of the manager himself. Communication is downward, and this style is based on group harmony. This management style demands loyalty and hard work from its employees. The ultimate decision-maker is the manager who keeps into account the benefits he reaps, along with the benefits of the subordinates. Here the decisions are based on understanding what is good for the organization, staff, and its consumers or clients. One of the drawbacks of this system is that the employees depend on the higher-ups when addressing decision-making issues. They lack creativity and initiative-taking ability. Such management styles have wide usage in the oil and gas industries. Here the employees work at high-risk factors. Therefore, the company takes care of all their needs, for example, their accommodation, food, insurance, medical facilities, and so on.

Management by coaching and development

Management by developing a competitive edge

Management by developing different decision models

Management by matrices, or by developing charts and graphics

Management by organizational development

Management by developing the performance of its workers

Management by work simplification

While choosing a management style, the manager or leader should keep in mind the organization’s goals, objectives, values, and culture. It has been found that leaders who have used people-oriented, goal-oriented, and task-oriented management styles have been more successful in developing motivation, commitment, loyalty, profit, and efficiency in the organization. One should remember that management styles can succeed only when efficient managers or leaders handle them. They have proper knowledge about these styles and have the capability and enough experience to make them work so that the organization flourishes in a positive way.

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