Diversity in Leadership & Management Styles in Relation To HRD

Diversity in Leadership & Management
Styles in Relation to HRD
BA 202:
Human Resource Management
Submitted to:
Prof. Alice Fe D. Laviña, Ed.D., Ph.D.
Submitted by:
Royce C. Biaquis
March 9, 2019
INTRODUCTION
Management is a complex process that deals with the various functions which include
planning, organizing, staffing, monitoring, controlling, and directing the resources of an
organization in order to achieve its goal. Given the importance of all these functions, it is
impossible to do them all alone. Therefore, management is often done by multiple
people handling a specific function, or a management team working together to carry
out all the functions. In addition, all these functions put the management, or the
manager, at the head of the organization. Consequently, being at the head of any kind
of undertaking requires a considerable amount of leadership capabilities.
How a manager leads the organization is very crucial in terms of whether or not an
organizations succeeds in achieving its goals. Given the fact that a many organizations
vary in nature, a lot of leadership styles have been developed over time, with each
leadership style adapting to the situation the organization is currently in and what it
needs. This paper will look at the most commonly practiced leadership/management
styles today.
DIFFERENT MANAGEMENT STYLES
A management style the method of how managers lead their organization, as well as
handle situations that the organizations faces. Management styles can be broken down
into two broad categories, which is based on where the authority in the organization
lies. These categories are directive and permissive.
A directive management style is one wherein the manager/leader of the organization is

the one making the decisions. Authority is very centralized, and employees have little to
no say when it comes to how the organization is run. This management style can be
broken down further into three subcategories, namely: Autocratic, Persuasive, and
Consultative.
On the other hand, a permissive management style one wherein authority is
decentralized as decision making is more collaborative between the managers and the
employees. In a permissive management, employees are involved in decision making
processes within the organization. This management style can be broken down further
into three subcategories, namely: Autocratic, Persuasive, and Consultative.
DIRECTIVE MANAGEMENT
The main characteristic of a directive management style is that most of the authority is
within the management. The main benefit of this management style is its effectiveness
in a crisis situation when immediate and accurate results are necessary. This can be
helpful when employees are unskilled or inexperienced to complete the task. While its
risk being the fact that this style can backfire when employees are highly competent or
skilled as team members might resent their manager and find their micromanaging to
be intrusive and ineffective. The three subcategories are:
I. Autocratic
In an autocratic management, the manger unilaterally makes all the decisions.
Afterwards, the decisions is relayed to the employees for immediate compliance.
This management style is particularly effective when decisions need to be made
within a specific timeframe. However, this also leads to a considerable amount of
dissection among employees because they feel like their opinions are not valued
within the organization.
II. Persuasive
In a persuasive management, the manager is still the one who makes the
decisions. However, the manager takes time to let the employees know the bases for
making such decisions, trying to let them see that the decisions made are for the
best for everyone in the organization.
III. Consultative
In a consultative management, the manager makes decisions by considering
what he thinks is best for the organization, but also takes into account some
suggestions from the employees. These suggestions are usually gathered from
company-wide surveys, and well as periodic group meetings wherein possible
changes to company policies are discussed.
PERMISSIVE MANAGEMENT
The main characteristic of a directive management style is that the employees are
involved in making decisions that affect the organization.
Because subordinates are responsible for making decisions, a workplace led by a

permissive leader may result in new leaders emerging which gives potential leaders a
chance to step forward and help guide decisions within the work teams. Self-directed,
motivated employees can hone their leadership skills since they aren't limited by a
leader who takes full control of the workplace decisions. However, a permissive
environment leaves the workplace vulnerable to undesirable situations such as the lack
of decisions or guidelines from the manager which can cause a disorganized, chaotic
work environment.
The three subcategories are:
I. Democratic
In a democratic management, the majority rules. Decisions in within the
organization are decided by the majority of the members. This kind of management
style is often considered very effective in terms of making employees feel valued, as
they are very active in the decision making process of the organization. However, the
biggest drawback to this management style is that it considerably slows down the
process of decision-making, especially for bigger organizations.
II. Results-Based
In a results-based management, the employees take initiative in decision
making. They propose possible courses action, and the manager merely approves
what seems best for the organization. This is usually common in organizations
wherein employees are more technically skilled than the mangers.
III. Laissez-Faire
In a laissez-faire management, there is almost no interference from the
manager at all. The decisions are made solely by the employees, with the manager
acting as merely a guide, fully trusting that the decisions made are for the benefit of
the organization.
Importance of Diversity in Styles of Leadership
Each management style serves their purpose, and each one is filled with their
microcosm of implications and consequences. The most important thing is to
determine the appropriate management style, then ensuring the proper practice
first, then managing a leadership style will take on an appropriate context, and the
particular needs of your situation will dictate the correct direction, accordingly. A
good practice is to gather experience in the field in order to develop an
understanding of what works.
In conclusion, the most efficient way to increase the over-all efficiency of a
work environment is to not be constrained to a single style in managing, and rather
be fluid in the approaches and demands of each situation to ensure the appropriate
response to the present situation which certainly demands the leader to be diverse
in his or her capacities in the styles of leadership.

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Diversity in Leadership & Management

Styles in Relation to HRD

DIFFERENT MANAGEMENT STYLES

A directive management style is one wherein the manager/leader of the organization is

Because subordinates are responsible for making decisions, a workplace led by a

The three subcategories are:

microcosm of implications and consequences. The most important thing is to

good practice is to gather experience in the field in order to develop an

understanding of what works.

In conclusion, the most efficient way to increase the over-all efficiency of a

work environment is to not be constrained to a single style in managing, and rather

in his or her capacities in the styles of leadership.

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