MANAGEMENT STYLES

Management Styles

Abstract

In this study we try to explore the concept of Management Styles in a holistic context. The main focus of the research is on “these styles” and its relation with organization and its environment. The research also analyzes many aspects of different management styles mainly authoritarian, democratic and laissez-faire management styles and tries to gauge its effect on the organization.

Table of Contents

Introduction4

Discussion4

Autocratic/ authoritarian management style4

Democratic Style of Management8

Laissez-Faire Style11

Conclusion14

Management Styles

Introduction

This paper analyzes the activity of the head. It discusses the basic techniques and methods of work of the manager. This work is particularly relevant at the moment, because now attention has been placed on the most effective interaction of the head with his subordinates.

Currently, there are certain minimum characteristics of different manager and one of the main, this management style. The importance of this question is obvious. Because the management style of the head of his subordinates, largely determines the success of the organization, the dynamics of the firm, employee motivation, their attitude towards work, relationships and much more. The main purpose is to analyze the classifications of leadership styles that apply in their practice managers.

Discussion

Autocratic/ authoritarian management style

Autocratic style is characterized by a high degree of centralization of power manager. This is directive style, which means greater freedom in choosing the head of the impact of a weak control. Autocrat solves the majority, but relatively minor issues of life group, and he imposes its will upon the performers and not delegates to them any powers(Bennis, 2006). In doing so he deliberately appeals to a lower level of the needs of their subordinates. In relations with their subordinates actions autocrat can come from the following premises:

1) People initially do not like to work and whenever possible, avoid work;

2) People have no ambition, and they are trying to get rid of the responsibility, preferring to be led;

3) Most people want security;

4) To get people to work, you must use coercion, control and punishment.

Based on these assumptions autocrat usually centralizes authority structures the work of subordinates and gives them a little freedom in making decisions. Head-autocrat closely supervises all the work within its jurisdiction and to ensure that the work could have a psychological pressure, threats. Structuring the task and by imposing strict observance of the huge number of rules, autocrat tightly regulates the behavior of the employee (McCall, 2007).

Head-dogmatic autocrat, surely craves obedience to his will, does not tolerate opposition and does not listen to others' opinion. He often intervenes in the work of subordinates, and tightly controls their actions, demanding punctuality follow his instructions to "do what told to." If meetings are held, it is only for formality, since all the decisions a manager ready before the meeting. Criticism does not make and does not recognize his mistakes. However, he loves to criticize. Of the opinion that the administrative penalty - the best way to influence subordinates in order to achieve high employment figures (Bennis, 2006).

In dealing with people often not sustained, and even rude, He can be benevolent, correct ...