There is no one “right” way for a leader to work with their team or subordinates. There are many different ways that bosses try to get their subordinates to do what they want. Managers have to look at the current work environment to figure out what to do next. The way people are managed can be changed based on who they are and how they think. This article will go into types of management style in detail and provide some examples for your convenience.
When describing a manager, you have to think about how they go about reaching their goals. A manager’s management style is how he or she plans, organizes, makes decisions, delegate tasks, and manages staff. It depends a lot on the company, the manager, the industry, the country, the culture, and the person. A good manager can change how they do things while keeping their eye on the prize. For a comprehensive guide to styles of leadership in management, check out this post from our website.
Top 12 – Types of Management Style
A person’s management style is the way they handle everything from a single employee to a whole department. How you handle employees, projects, and resources may show what kind of leader you are. In the workplace, there are many different ways to manage people, and each has its own pros and cons. Managers who are good at their jobs use a variety of methods. They ensure that they always meet their needs and goals. In this article, we will cover the types of management style along with equivalent matters around the topic.
Transactional Style of Management
Managers who use the transactional approach give raises and bonuses to people who do a good job and punish people who don’t do a good job. They often act as mentors, giving direct advice and guidance to help staff members do their jobs better and reach their goals more consistently. This style of management works well for leading teams to financial success, but it doesn’t work well for creative projects.
It takes careful observation and thought to figure out which management style works best for each of the leadership positions in your company. Keep in mind that great leaders are flexible and will use whatever management style works best for their team and organization at the time.
Management Style that Sets the Pace
Leaders who raise the bar for excellence by doing their jobs with a “can-do” attitude “set the bar.” Leaders set the pace for their teams and aren’t afraid to step in when someone falls behind or doesn’t meet expectations. Types of management style refer to the different approaches and methods used by managers to lead and direct their teams.
Skilled, enthusiastic workers who do not require much direction or coordination can perform well using this method. But pace-setting could be bad if the team needs more coaching or development to reach its goals and move the careers of its members forward.
The pacesetter’s high standards may scare some employees. This is especially true for those who are new to the team or have less experience. So, morale might go down if the pacesetter isn’t good at communicating and doesn’t explain what “excellence” means and how it should be reached.
Management Style that is Democratic
Democratic types of management style involves the manager seeking input and ideas from team members before making decisions. In a democratic management structure, it’s important for employees to work together.
Before acting on ideas or making decisions, these top-level managers talk with their teams. They encourage their workers to try new things and listen to all of their ideas to keep them going. This style of leading has the potential to make the workplace more peaceful.
Style of Affiliative Management
Murat Evin, the artistic director of The London School of Make-Up, says, “The style of management you choose for your workplace depends on the type of business you run and the personalities of your employees.”
Evin says that it’s good to use an affiliative management style because it makes the workplace calm and encourages employees to talk to the company’s leaders about any problems they may have.
Affiliative management tries to make a place where employees and bosses can get along and work well together. One of the main goals of this style of management is to build team spirit. Evin says that this is why “this style of management works less well when it isn’t combined with another strategy.”
Style of Visionary Management
A leader with a clear vision can get people to work together to reach a common goal. This kind of leadership is set apart by charisma, empathy, and the ability to persuade. Leaders can use this method to guide their teams towards their future goals.
They can demonstrate the necessary steps to get there. Because of this, visionary leadership has a deeper and longer-lasting effect on an organization’s culture than many other ways of running a business.
The visionary method works best when the leader is an expert in his or her field and a fresh look at the future is needed. To “rally” the team behind their plans and goals, they rely on their past work experience. They use it to earn the respect and trust of their coworkers. Visionary leadership doesn’t work as well when staff members aren’t as skilled or need more training.
Style of Management that Takes Charge
This kind of leader is authoritarian, which means that they always do what they want and won’t let anyone disagree with them. “Managers who take this strict approach rely on the fear of punishment to keep their employees in line and take full control of everything in the business. The demanding style of management is common, even though it isn’t always the best way to change the way employees act.
One benefit of this kind of leadership is that it gives leaders a lot of power in their organizations. Long-term, however, this style of management makes employees less independent and creative, which has a chilling effect on the atmosphere and culture of the company. In times of organizational crisis or when changes from the plan pose a risk, a firm management style can be very helpful. When the problem or crisis is over, leaders should go back to a more positive way of running the business to boost morale.
Management Style with Charisma
People like charismatic leaders because they are convincing and passionate about what they do. People who are charismatic care about building relationships and getting their followers to work towards a common goal. This style of leadership makes employees feel valued, gives them energy, and makes them want to work hard to reach company goals.
Autocratic Style of Management
Autocratic management style is a types of management style where the manager makes all the decisions without consulting the team members. In an authoritarian management structure, at the expense of employee freedom and teamwork.
A leader who is authoritarian has full control over the people who work for them and closely watches. They follow all policies and procedures. Some parts of this style of management could be helpful in a crisis.
Style of Relationship Management
Bartholomew says that one thing that sets this type of management apart is that the manager and employees can trust each other. The goal of relational management is to create a social setting. This allows employees to feel safe enough to try new things and grow. Bartholomew says that this way of managing can be ineffective and take a long time. “If a new manager doesn’t make these connections, it might be hard to get much done.”
Relational management says that if an employee’s boss has a better idea, that boss should be asked about it. Bartholomew says, “Sometimes this is a good thing and leads to a better way to do things in the future.” Relational management may be the best way to give employees the freedom to take the lead at a company that encourages creative thinking. So, it wants them to try new things and make mistakes.
Coach Management Style
In the coaching management approach, the way people lead is often like that of a sports coach. They care about how their employees grow and change, and they know what motivates each person to do well.
A coaching leader can assess each employee’s strengths and weaknesses. They can then create a plan to help employees become more well-rounded contributors. Businesses may give employees tasks that get harder and harder so that they can improve their skills and move up in the company.
Bureaucratic Management Style
Leaders who use a bureaucratic style of management give tasks to their employees within a strict set of rules. They care more about obeying the rules than helping each other.
Bureaucratic leaders give power and responsibility to each employee, which makes it possible to streamline operations from the top down. This style of management works well in organizations with a lot of rules, but it doesn’t work well in places where originality is valued.
Laissez-faire Management Style
Laissez-faire Executives at the top have a lot of faith in their workers and don’t get involved very often. Leaders who employ this management style demonstrate trust in their workers’ ability to perform their jobs without constant supervision. The “hands-off” approach to management is effective when supervising experts.
When given more freedom, these workers who are already self-disciplined often take more initiative. Laissez-faire types of management style is a hands-off approach where the manager provides minimal guidance and allows the team members to make most of the decisions.
Frequently Asked Questions
What is the Most Effective Business Management Approach?
Leaders explain their goals and why they are important. This makes their followers want to work hard to make their dreams come true. Before stepping back and letting the team do their jobs, the manager gives them a sense of purpose and helps them act on it.
What are the Optimal Methods for Business Management?
A manager’s power grows when he or she has a clear, long-term plan for the group or company. These people give off a lot of self-assurance and drive. A manager can better show his or her team the end goal and how to get there by using an authoritative management style.
How would you Characterize your Style of Management?
What makes me different is that I always try to see if my team needs help and then jump in to help them if they do. I don’t wait to be called to talk to my direct reports; I go to them instead. This means that employees’ performance, as well as their sense of purpose and well-being at work, must be evaluated often and informally.
Conclusion
The lesson learned about management is that there is no “magic bullet.” Even though we may have a favorite way to manage, it’s important to make sure that our methods fit the needs of each employee and assignment. For example, you might use a more authoritarian style of management with a new employee. We will go over the types of management style in detail in this article.
