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Types of Management Styles

A management style refers to the way a manager plans, organizes, makes decisions, delegates work, and manages their staff. There are three broad categories of management styles: autocratic, democratic, and laissez-faire. Within these categories are specific subtypes including autocratic, consultative, persuasive, democratic, and laissez-faire styles. An effective manager can adjust their style in response to different factors while achieving targets.

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331 views3 pages

Types of Management Styles

A management style refers to the way a manager plans, organizes, makes decisions, delegates work, and manages their staff. There are three broad categories of management styles: autocratic, democratic, and laissez-faire. Within these categories are specific subtypes including autocratic, consultative, persuasive, democratic, and laissez-faire styles. An effective manager can adjust their style in response to different factors while achieving targets.

Uploaded by

Lilya Avetisyan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Management Styles

A management style is a way in which a manager works to fulfill their goals. Management
style includes the way that a manager plans, organizes, makes decisions, delegates, and
manages their staff. It can vary widely depending on the company, level of management,
industry, country, and culture, as well as the person themself. An effective manager is
someone who can adjust their management style in response to different factors while
keeping their focus on successfully achieving targets.

Types of management styles

There are three broad categories of management styles: Autocratic, democratic and laissez-faire.
Within these categories, there are specific subtypes of management styles, each with its own pros
and cons. And we’re going to go over 5 most utilized ones.

Autocratic management styles

This type of management follows a top-down approach, with one-way communication from bosses
to employees.
This is the most controlling of the different management styles, with the management making all
workplace decisions and holding all of the power.
Employees are treated as drones, to be monitored closely as they perform within clearly defined
perimeters.Employees are not encouraged to ask questions, submit ideas, or share their thoughts
on improving processes, and are in some cases actively discouraged from doing so.
Consultative management style
In this style, managers ask for the opinions and thoughts of their team, consulting the viewpoints of
every member of their team.
The manager will make the final decision, but they will consider all of the information given by team
members before they do so.
Pros: This style promotes a deeper bond between staff and management, and builds trust within
teams. Management grows with the team, as they learn from the ideas, opinions
and experience of the employees that they lead. Innovation and voicing opinions are
encouraged, leading to better problem-solving.

Cons: The process of consulting staff can be labor and time-intensive. If a manager is not skilled in
the time management aspect of this process, they can easily get bogged down. If
there is an appearance of favoritism or bosses not listening to opinions, employees
may become resentful and distrustful of the manager. Excessive reliance on this style
can lead to staff losing trust in their boss, as they will start to wonder why they are
always called on to help solve problems instead of management handling it as part
of their job.

Persuasive management style


In this style, managers use their persuasive skills to convince employees that the unilateral
decisions that the manager implements are for the good of the team, department, or organization
Pros: Management can establish a higher level of trust between themselves and employees, and
employees will accept top-down decisions more easily. Employees respond more
positively to reason and logic than they do the threat of punishment, and may feel
less constricted than those managed with an authoritative style.

Cons: Employees will still chafe under the restrictions they are placed under, and become frustrated
that they cannot give feedback, create solutions, or upskill in a meaningful way.

Democratic management styles


In this style, managers encourage employees to give input during the decision-making process, but
are ultimately responsible for the final decision.
Communication goes both ways, top-down and bottom-up, and team cohesiveness is increased.This
process allows for diverse opinions, skills and ideas to inform decisions.

Laissez-faire management styles


In this style, management takes a hands-off approach to leadership.Staff is trusted to do their work
without supervision, and they are left to control their decisionmaking and problem-solving.
Management is present at the delegation and delivery stages of work, but otherwise steps back and
gives staff the freedom to control their workflow and outcomes. Management is only involved
during the process if the staff requests their assistance.

By better understanding management styles, your organization can create and implement
guidelines for the type of managers best suited for you, which will lead to more engaged
employees, lower turnover and better business outcomes.

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