Management Styles and How to Employ Them

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Being a manager is no easy feat, and you are always confronted with new situations for which there is no precedent. Of course the training that a manager receives is meant to prepare them for the unpredictable and unscripted as well, but it is always good to have some theoretical background to appeal to. The manager has to be able to diffuse tense situations, to make every employee feel like they are valued, and to make sure they have all the resources in order to perform their jobs accurately. In what follows we are going to introduce you to a few management styles and show you when it is best to employ them as well, in what situations and with what attitude.

The various management styles have been developed in order to cater to different situations; here they are:

  • The Directive Style – This is also called the Coercive Style, and it is used in order to obtain immediate obedience from the employees, and it is mostly used to diffuse tense situations, to clear out misunderstandings and arguments. The type of manager which usually uses this management style is the “hands-on” kind of manager, who keeps close tabs on all employees and what they do, and who motivates by threatening and instilling discipline in the office. Of all management styles, this shouldn’t be used with temps, or with inexperienced employees, because it would be asking too much of them while they are still learning the job.
  • The Affiliative Style – This style is used by managers who like to instill harmony at the workplace, and who wants to get along well, through communication, with the employees. The managers employing this style likes to put people before tasks, and to resolve their problems first, thus allowing them to work unencumbered. The type of motivation here is to keep people happy and satisfied with their work and work conditions, and it is effective for managing conflict, for counseling in various domains, and in order to achieve tasks.
  • The Authoritative Style – It is similar with the directive style, and it is generally used for long-term effects; this manager is, however, much fairer, and wants both happy employees and a job well done. This manager like to provide a clear direction for their employees, he likes to motivate people and give them feedback, so they know whether they’re doing the right thing at every step. Of all management styles, this is ideal when the employees are underdeveloped and are still learning the rules of the game.
  • The Participative Style – This is the most democratic of all management styles, but it doesn’t mean it is always effective; it can be used when the manager wants to get everyone involved, and its aim is to create consensus and make people commit. This type of manager likes to receive input from everyone, and everyone’s opinions and ideas are valued; employees have a degree of decision-making, and are rewarded as a team. For it to be effective, it must be used in an environment where the employees work together, and where there is a stable working environment.
  • The Coaching Style – It is recommended for managers who want to prepare employees for long-term development, and the manager employing it wants to encourage the employees to focus on what they are best at, to learn and develop professional skills, motivating them by offering opportunities of advancement.

These are some of the most important management styles that can be used in various situations; they can also be combined for unique situations, or used to develop new styles depending on each manager’s needs.

December 2017
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