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Management Styles

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In any type of organization, the concept of management plays an essential role in ensuring achievement of the institution's objectives through different activities such as planning, leading, organizing and controlling. Notably, managers are the people involved in leading companies in the achievement of goals and giving the enterprise some sense of direction. Equally, firms are set up to achieve certain goal that are aimed at ensuring both the growth and survival of the entity in the market.

To accomplish these objectives, different strategies have to be implemented to ensure proper coordination of the various resources required in the entire process. In essence, the strategies adopted by the leadership of the company are referred to as the management styles. According to Ejere & Abasilim, (2013) management styles are techniques that are used to influence the behavior and performance of employees as set in the organization's policies. As such, this study will illuminate on different management styles used institutions and how they affect the operations of both the employees and the company.

Autocratic Management Style

In this type of management, the leader or the manager retains all the power and decision making responsibilities of the institution. Notably, this kind of management enables managers to have total control of the different activities taking place in the entity. Understandably, little or no consultation takes place between the management and their employees (Schoar, & Zuo, 2017). The workers are also expected to obey the orders or rules set with no campaign or explanation expected from either parties. The primary concern on this type of management is the high level of inflexibility and sharing of power that make it hard to involve other persons in the decision-making process of the enterprise. Additionally, it does not promote creativity and diversification of work at the company as only one individual is entitled to provide directions and make rule in the institution. Undoubtedly, this type of management style is focused on achieving the tasks but not on the number of human resources needed in the achievement of objectives. Understandably, this technique increases the inability of the company to create extensive trading networks that can improve their control of the market. Equally, customers and other stakeholders have little participation in the operations of the institution

Democratic Management Style

The democratic management style represents an open method of leading the company. Understandably, ideas move freely in the entity and in the different departments and events are discussed openly by both the management and employees. Essentially, this method of management is required in dynamic environments as well as highly competitive industries. The implementation of this style requires consideration of any ideas that promise improvement of the company’s performance and keeping the systems of the institution updated. According to Ejere & Abasilim, (2013) democratic leadership entails facilitation of conversations, encouraging employees to share ideas and analyzing of all the ideas presented to develop a practical and achievable plan. Furthermore, a democratic manager should be able to involve the different groups in the company in the decision-making process as well as informing them on the plan and objectives of the institution (Schoar, & Zuo, 2017). Equally, the implementation of this style helps in increasing the level of trust and communication between various departments in the entity. Considerably, democratic management style encourages managers to keep their subordinates informed on different matters that may affect their performance, allow the employees to participate in the decision making the process of the institution and providing them with the opportunity to develop their skills.


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Persuasive Management Styles

Persuasive management style encourages managers to maintain indirect control over certain aspects of the enterprise. Understandably, instead of giving orders, managers using this technique explain to their employees how to perform specific tasks. Through that, the workers will feel more involved in the daily operation of the company and in the decision-making process of the entity (Strom, Sears, & Kelly, (2014). However, ultimate authority still rests with the manager as they have the ultimate powers in any plans executed by the organization. Understandably, persuasive management is helpful when the company makes complex decision that requires the participation of all the players and employment of different resources. Moriano, Molero, Topa, & Mangin, (2014) noted that a persuasive manger includes one who uses individual abilities to interpreted distinct situations in the company. Although this style portrays numerous similarities with autocratic style of management, in the persuasive technique the manager makes decision and then explain to the employees the reasons for the decision and its effects to the business. In summation, persuasive management styles tries to bring sense to the decision made and limits communication between the different levels of management.

Laissez-Faire Management Style

In this management style, the manager gives the employees as much freedom as they want and limits his participation in controlling the activities of the institution. Notably, all the authority and power are given to the employees that help them in determining the goals, decisions and dispute resolution mechanism to be used in the entity. Understandably, a laisers-faire manager delegates authority, delays their decision and provides no feedback to help their subordinates to arrive at a consensus without their input. Moreover, these managers believe that the freedom of employees helps in increasing their creativeness and understanding of both the external an internal factors that may affect the operation of the company. The understanding of this leadership styles rests on two pillars (Moriano et al., 2014). First, managers believe that every employee has a specialty and that they can work best if not interfered while other leaders consider that their post as elective and may lose control of the institution if they increase their control of the entity.

The choice of the management style to be used in an institution depends on the size and complexity of the activities carried out in an organization. It is therefore essential for the manager to evaluate the consequences of their leadership technique as it affects both the performance of the employees and the competitiveness of the firm.

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