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Is a term that refers to the nature of the relationship between managers and non-managerial workforce. It includes not only the personal relationship between people but also the style of communication and the attitudes that managers have of employees and the attitudes they generate in employees. The term “leadership” is sometimes used. This refers to the ways in which managers achieve the attitudes and actions of their employees. Usually the actions desired are those which lead to the achievement of organizational objectives. A form of leadership therefore implies a style of management
Authoritarian management style
In authoritarian management style all policy, the decision making and objectives are set by the manager or the person in charge of the business, the flow communication is only one way and no feedback, employees can’t answer back, there’s no communication between them. The activities to achieve the objectives are set by the manager. Often, steps are given one at the time meaning that the future steps are uncertain to the team. The manager tends to specify the type of task and work colleagues of each team member.
The manager offers personal praise or criticism of each member’s work. However he also remains distant from active participation in the group except when demonstrating. An employee now’s who gives the orders so it’s a clear chain of command.
The major advantage of this is that it is always clear exactly what is wanted and tasks are very precisely defined. There is more efficiency, every one knows exactly what they have to do, there is no miss understanding. There are no disagreements; no arguments because there is no feedback and the decision making are mush swifter.
The major disadvantages are that subordinates are not allowed to be innovative or to suggest alternative strategies. This means that their motivation and enthusiasm are likely to be low. There is a high de-motivation because they aren’t allowed to communicate back, wish employees feel depressed and lack of recognition, is when an individual thinks he is doing a pleasant job and doesn’t get any praise from the managers.
Democratic management style
In democratic management style all policies, decisions and objectives are decided by group discussion, however is still the managers who makes the last decision. There is to way communication flow, the manager tries to create better understanding by seeking employee’s opinions and ideas, wish motivates the workers because they feel more valued, more motivated and willing to work harder and maybe it could increase the quality of the products. Group members are able to work with whomever they wish, with division of tasks left up to the group. The manager tries to be objective in praising and criticizing the employee. However he also tries to be a member of the team without doing too much work on the business.
The main advantage of the democratic approach is that it can be highly motivating to the employees. There is more point of views to help and manage the business properly and individuals feel more valued and motivated.
The main disadvantages are that it can undermine the authority of management. Decision making may take longer to occur, might be less efficient management style, its time consuming, takes long time to make a decision on the business, however it depends on the occasion.
Consultative management style
In consultative management style the policy, decisions are set by the manager, although group member’s views are encouraged, to way communication flow and horizontal communication. Activities to achieve objectives are communicated to team members to inform and allow their comments in how they should plan their objectives, there is lot of teamwork, and relations are lot more equal to every employee, everyone listens to your opinion, there is more power to make decisions. Employees have more autonomy, more independence. Group members may have a say in the type of task set them and the work of colleagues they are put with, however this is very important because there would be no argument between employees and more product activity would be produced. The leader may be involved with team members in the achievement of business goals.
However consultative management is appropriate to self starters because they’ve got the opportunity to use their own initiative to push them self’s to a higher level and to increase the business goals.
Laissez-faire management style
In Laissez-faire management style the employees has got complete freedom to make decisions, policies and the objectives. The manager has minimal involvement on how the business is going. The materials are supplied by the manager who makes it know that the other materials can be produced if requested. Manger has no other participation in discussion of the work. There is no participation at all by the leader in the achievement of objectives. No attempt is made by the leader to appraise or regulate the course of activity used by the team. Few comments on the activities are offered unless requested. However there is no deadline, so they’ve got all the time of the world to complete the task.
The main advantages is that it allows for innovation and new ideas and is highly motivating, because everyone has the liberty to do what they want to do, they take their own decisions. There are no deadlines to meet.
The major disadvantage is that subordinates are not always clear what they are supposed to be doing, or are allowed to do, and conflicts can easily arise.
Caspian’s management style
In my point of view I believe not only should a style of management be chosen according to the type of organization, it should be chosen to suit the particular situation in a given organization, however in this case is ‘Caspian’, wish publishes magazines and organises events.
Managers must therefore choose a management style to suit the situation. In some situations, Caspian could use Autocratic management because the company as deadlines to meet, they always have to be on time with their product, unfortunately if they don’t they would definitely loss target audience. Therefore Caspian needs a strict management to meet deadlines and to bestow respect on the business and work efficient to produce good quality to achieve the organisation goals.
The advantages of autocratic management, is that it would be more swiftly for decision making. There would be no miss understandings, less disagreements, less arguments, because there is only one communication flow, there is no feed back from the employees. The most important of all is, there would be a clear chain of command between the leader and worker because all employees now who gives the orders on the business.
However not all autocratic advantages are suitable to Caspian because the employees need to have a say on how the business is run, the employees need to share their point of view with the managers and communicate with them anything that is troubling them at that stage, otherwise the employees would became de-motivated and not complete their task properly. They would have Lack of recognition, when an individual feels he is doing a perfect job but receives no praise or encouragement from managers; he may gradually lose the motivation to perform so effectively well on the company. Employees might also feel dishearten because they might not get information about the organisation, only orders from the leader. Employees are dependent on the manager, if the manager becomes ill, employees want have a clue what to do because they never worked by them self’s, they wouldn’t have initiative to start a job.
There is no point in having technical staff and advisors if you don’t take any notice of their opinion. However managers should be able to rely on information staff offer and must give them due consideration. Possibly more importantly, staffs need to feel that they contribute to the organisation’s success and that they are a valued member of the team, this is why democratic management techniques are required.
In my opinion I think is more useful to Caspian because there is two way communication flows, and they seek for the employees decision making on how the business should be managed, however, at the end is still the manager that makes the final decision.
On my point of view, democratic is useful to Caspian because they are a small business and if employees are having any problems, they can communicate with the employers and solve their problems. The relationships are a lot more equal, the employees have a little more power on how the decision making is made. The employer’s gives employees empower, wish allows them to communicate their point of view and motivate the team by empowering them to direct themselves, and guide them with a loose reign.
Therefore if there is any problem with machinery, if it isn’t working perfectly, the employees would communicate with the managers and perhaps the problem might be solved. Democratic management style could help the employees to feel more inspired and work more efficient and effective, causing more product activity.
Unfortunately there is a big constraint because is time consuming, everyone shares their decision making. Decision making would take longer to occur, however it depends on the occasion the business is situated.
I believe I have a good balance between democratic and autocratic management styles. However no style is right all the time; both are needed on the right occasion.
Have effective and directed conversations, wish leads to open consultation, leading to the gathering of the maximum amount of information and leading to quality decision making.
Caspian needs to find the key to make good quality decisions, leading to better business outcomes.
Enhance your ability to empower your team, leading to increased employee commitment, leading to people motivated to take action.
Caspian should develop a philosophy and strategy for educating staff about final decisions, leading to informed staff with an understanding of why decisions have been made, leading to better morale, mood and culture.
Maximise organisational learning through communication of decision outcomes, leading to an increased ability in staff to make informed decisions in the future.
They need to develop strategies to encourage staff to engage in different ways of observing, leading to greater innovation and problem solving, leading to the organisation being able to anticipate, customer needs.