Management style theory - Essay Example

Management style is usually an extension of personal style. As explained by Prucell, management style is an extra dimension linked to wider business policy, and at the least, related to guiding principles which infuse management behavior in dealing with employees (Blyton & Tumbull, 256). Management style also depends upon other factors such as organizational culture, local culture, customs, and social dynamics. Based on different traits and behavioral aspects possessed by the business owners, four distinct management styles have been identified autocratic, paternalistic/consultative, democratic and laissez-faire management style (Calvert, Coles & Bailey, 69).

Autocratic management style is considered as one of the oldest styles, and individuals with such style tend to keep most of the authority to themselves. These individuals take their own decisions and tend to give orders. By retaining authority, they take charge of work and are extremely quick in actions. In this management style, delegation is absent because the leaders have very little trust in their subordinates. They do not encourage staff feedback or input on any issue. Individuals with this style accomplish the tasks by using power and depend on others for completion the tasks.

This kind of management style is best suitable for fast-paced businesses and even unstable businesses. In such businesses, time is a critical factor that determines the fate of the business in terms of growth, profits and sustenance. Hence, decisions and actions need to be very quick. This management style also works very well while dealing with inexperienced workers because their commitment and motivation will be very low. Besides the benefits of autocratic management, its disadvantages are that it creates bitterness and frustration among workers because they tend to feel that their involvement is not given due importance; they feel ignored.

Moreover, autocratic managers tend to take all decisions by themselves, and thus limit other possibilities and even block innovation and creativity from workers. This further leads to lack of employee development, which could otherwise be helpful in organizational development too (G Kishel & P Kishel, 157). From employee perspective, autocratic management helps in creating clear goals and expectations without any ambiguities; and it creates a common understanding to a large extent. The best example of autocratic management is the military.

Democratic management style encourages employee participation in most of the decision making processes. However, the leader still retains the final right of approval of decisions. Unlike autocratic management, democratic management style involves strong staff participation. Delegation of critical responsibilities and decision making are the most evident features. Sometimes, democratic management involves staff members in goal-setting activities. Staff members have the authority to control and coordinate activities.

Moreover, democratic managers focus on providing positive feedback. Yet, democratic management also follows a top-down communication method. Too much involvement from staff tends to create ambiguity or delay in decision making process (Statt, 118). Democratic style is best suited in organizations with knowledgeable and skilled workers because