Management style: the way in which managers deal with their employees.

 

The styles can be categorised under three headings: autocratic, democratic and paternalistic.

 

Autocratic:

Autocratic managers are authoritarian; they tell employees what to do and do not listen much to what workers themselves have to say. They use one-way, top-down communication. They give orders to workers and do not want much feedback.

 

Democratic:

Democratic managers like to involve their workers in decisions. They tend to listen to employees’ ideas and ensure people to contribute to the discussion. Communication tends to be two-way. Managers put forward an idea and employers give their opinion.

The delegation of authority which is at the heart of democratic leadership can be reached in two main ways:

 

Paternalistic:

A paternalistic manager thinks and acts like a father. He or she tries to do what is best or the staff/children. There may be consultation to find the views of the employees, but decisions are made by the head of the family. Paternalistic managers are interested in the security and social needs of the staff – nevertheless it’s an autocratic approach.

 

 

Management by objectives:  The leader agrees clear goals with staff, provides necessary resources and allows day-to-day decisions to be made by the staff. This approach is advocated by Peter Drucker and by Douglas McGregor (Theory Y approach)

 

Laissez-faire:

This occurs, when managers are so busy or lazy that they do not take the time to ensure that junior staff knows what to do or how to do it. Some people might respond very well to the freedom to decide on how to spend their working lives; other may become frustrated.

 

Example Bill Gates: In the early days of Microsoft Bill Gates hired brilliant students and told them no more than create brilliant software. The dividing line between MbO and laissez-faire style can be narrow.