It has always been a debatable issue about which is the most effective management style that can be implemented and practiced to get maximum productivity out of all employees. Some are very effective and progressive that leads to success while others are a total failure.
But seriously, is there really the best and the worst management style?
If there was a best management style, then why all organizations do not adapt to it? And why the worst style is still practiced, if it is so?
The fact is, each management style has its own pros and cons. They implement a particular style because it suits that organization better than other styles. Its advantages outweigh the disadvantages, hence suitable to their operations. This means, no style is the best but most appropriate than the rest.
Likewise, I doubt if there are any bad management styles but only bad practices or unsuitable style that leads an organization to its failure. It is like a cutting an apple with a scissor. Can you? You could, but why you would? It’s a different matter if a chosen style is inappropriate to a business operation and whether a suitable style is practiced correctly to get optimal results.
However, there are worst management styles because it is too narrow in its approach that it stifles the growth and prospects. So I will list only the good and the worst ones here.
Good Management Styles
This may not be the final list considered to be good management styles, but the ones that are popularly practiced and proven to be effective. There could also be several variants of these styles and known by other nomenclature.
1. Collaborative
Collaborative management style uses the concept of collective efforts. It is based on the philosophy that two heads are better than one. Managers share ideas and problems and encourage employees to participate actively, regardless of their level or job title. Their collaborative activities include sharing thoughts, concerns, and suggestions to arrive at solutions that help the business prosper.
This style enables a leader to retain their decision-making authority, yet gives ample room and credit to the opinions and ideas of others. They can use this style in any business where there is enough time to plan. It may not be suitable in an emergency based business, such as with an ambulance service that requires an expert to quickly make and execute decisions.
2. Authoritative
Small business owners generally have an authoritative management style. It is a traditional style where the business owner is ‘the boss’. This style is often used by owners or domain experts who know how to accomplish their business goals. Authoritative managers know what they want and direct what needs to be done. Managers with this style tend to be straightforward and to the point.
A plus point of this style is that things get done faster and accurately. It is results-oriented, and the buck stops with the manager.
A downside of this style is that there is not much room for feedback or suggestions and perhaps leave some of the best ‘thinking’ remain untapped. It may also make the employees disillusioned and demotivated.
3. Strategic
Strategic management style has a larger canvas, in terms of vision and mission of the organization. They not only communicate that vision but proactively examine the steps necessary to achieve the goal. Interestingly, they involve managers, staff, and even the customers into their planning process and gain confidence from them to accomplish their objectives.
A benefit of this style is that it conveys and helps employees to absorb the company’s vision, brand, and direction. It motivates employees to achieve and accomplish.
A downside of this style is that it sometimes does not focus on the nitty-gritty, such as implementing the correct monitoring systems to measure progress toward goals.
4. Transformational
Transformational management style deals with evolvement. It focuses on managing transitions, adopting innovation, and getting ahead of the curve. Managers with this style know that no matter how well they plan, things change eventually. They not only anticipate such changes but also lead their organization through it. They infuse modifications on their business model to overcome the growing challenges of market forces.
A benefit of this style is that it’s futuristic, adaptive, and innovative – more likely to remain significant even as the industry evolves.
A downside of this style is that some employees may not want to adapt — they may jump ship if too much change happens faster than they can accept.
5. Role-Model
Role-model management style is practiced by many successful small business owners and department heads. The focus is on exhibiting the behavior you want your employees to adopt by ‘being the model’ yourself. It is done when bringing new employees on board or developing employees for future leadership roles. Employees can emulate their superiors to progress on the organization’s goals and objectives.
The advantage of this style is that it’s easier to implement. You just need to be yourself to make others clone your style.
The disadvantage of this style is that your employees will replicate mistakes and missteps and end up in untoward consequences.
6. Activity
Activity-based management style focuses on work accomplished rather than work procedures. The emphasis is on ‘what’ they do rather than ‘how’ it is done. This style may use project management tools to monitor key dates, deliverables, and resources to realize the input-output ratio. It typically employs some sort of automated quality control system to constantly analyze the work in progress.
The advantage of this management style is that employees are enthusiastic about the projects they work on, and in some cases, they are paid additional incentives for their productivity.
The disadvantage is that quality assurance and cost metrics are needed to ensure all projects are assigned and managed within the timeframe, budget, and customer expectations.
7. Affiliate
Affiliate management style uses this method to promote harmony, cooperation, and good feelings among employees. The manager puts people first and tasks second, to motivate people.
Affiliate actions include accommodating family needs that conflict with work goals, initiatives to speedily pacify tensions between employees, and promoting social activities within the team.
The positive aspect of this style is that it creates a friendly environment and the workforce is more cooperative to share the task willingly. The flip side is that the organization needs to invest more time, money, and efforts on non-productive activities for the sake of motivation.
Worst Management Styles
Even though these management styles were (and still is) practiced in many places, it has proven to reach a dead-end because organizational culture seldom nurtures in such an environment.
1. Laissez-faire
If there’s anything that could prevent an organization from optimizing its resources, it is a laissez-faire management style. Simply put, it is a tendency among managers to avoid too much interference in employee activities.
The aptitude of these managers is lethargic. They interact minimally on how employees work, providing no direction, feedback, or support. Consequently, this would end up with rising costs, poor quality, and unhappy customers.
2. ‘Know-it-all’
In a Know-it-all management style, they disregard the workforce for their abilities. The managers behave as if they are very knowledgeable and their employees have no skills or expertise. The interaction with their subordinates is generally demeaning and demoralizing which can lead to high labor turnover.
3. Micromanager
Micromanagement is a style that refers to a scrutinizing approach. Typically, a micromanager wants to control even the smallest details of every employee’s job. They want to know the nitty-gritty of all their tasks. While this may not necessarily be a bad thing, they give workers little to no autonomy in how they perform their jobs. Workers begin to feel like they have no power to decide on their own.
4. Autocratic
Autocratic management style is also known as “my way or the highway”. In this style, the manager makes all the decisions unilaterally and manages all employees closely. There is little or no two-way communication. They put workers opinionsdown with forceful prevention by power or authority. This can cause poor worker morale and the creation of a “them and us” culture in an organization and most employees will find the workplace stifling.
Conclusion
As I mentioned earlier, there is no best or bad management style. The ideal style for your organization depends on your personality traits, your temperament, and your business needs. But beware, stay away from the worst management styles listed above if you want your organization to grow.
Choosing a leadership style that best suits your business and your personality is like a journey unto self-realization. Many training and consulting firms provide approach methodologies to help you determine the management or a leadership style that ideally suits your organization.
Nevertheless, the willingness to change or improve your interpersonal skills and outlook in a way that helps your employees perform (and thrive) ensures your business to progress and succeed.
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ARE YOU SURE YOU HAVE THE RIGHT MANAGEMENT STYLE IN YOUR ORGANIZATION?
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