The style that nobodywould like to admit to. The autocrat has all of the power along with the say over exactly what goes on. He or she is normally in complete control and also hardly ever entertains staff suggestions or ideas. Nonetheless an autocratic style of management is not automatically a negative one. Certain film directors as well as celebrity chefs are known for their autocratic style and are rightly highly regarded because of their expertise. This type of management can bring success but it is just not something which employees are usually happy to endure for long. They tend to feel marginalised rather than heard and this can generally bring about a high turnover of staff.
Devolutionary (a.k.a. Laissez-faire)
The one everyone wishes to be! All of us would like to be recognized as a devolutionary. This kind of management style involves giving the power to the workforce. Often the utopian concept expunges a view of a content and happy workforce going about their everyday chores, making rapid and accurate decisions and normally having a jolly fantastic devolved time.
This is generally nevertheless not the case. The staff may perhaps lack the potential or nous to make crucial decisions or they may reap the benefits if not being continually monitored. There can be lots of pitfalls to handing power to a few of the lowest wage earners inside an enterprise and if there is certainly not the necessary support network for the staff and sufficient training the firm may wish it had hired some ex-chefs.
On a positive note, when it functions well it can be very rewarding. Staff have a tendency to be genuinely engaged in the job and for the reason that they develop an extremely high know-how base themselves are much more likely to progress through to management.
The bureaucratic manager is extremely picky and thorough. He or she will investigate every single tiny issue or complaint to the full and, like a dog with a bone, not let go until chow time. This kind of manager is generally only a single step removed from an auditor and behaves as such. Their investigative potential is both respected and feared by the staff and they retain a high level of control over their business.
They may be, on the other hand, serial "yes" men and not normally the most inspirational of leaders. Their staff may possibly discover it tough to bond with each other and consequently morale may be low.
Technocratic management ought to get a mention right here. It truly is the management form of the downsizer, the redundancy maker. The type of individual that does really well at technocratic management usually believes that the interests of the business are the top priority.
This really is a really tricky kind of management style in that downsizing is a sensation that lots of firms are experiencing at the moment and not possessing a willing and capable technocrat to take on these obligations can lead to even greater problems within the company.
No single person is liable to become totally at ease with all these management styles (whatever the needs and requirements of the organization). But every manager will have to show these kinds of management types sooner or later. Periodic autocracy is usually a very good method of reminding the staff who is the boss whilst periodic devolution is actually a great way of reminding the staff that they are assets and not liabilities. And let's say we have a staff issue to solve? Well, we might have to engage in a little bureaucracy whilst we investigate and then some technocracy (if required) to protect the organization!