Management Styles

1130 WordsApr 11, 20065 Pages
Running head: MANAGEMENT STYLES Management Styles Management Styles Reflections: To be a better supervisor it's important to know the different management styles generally employed, and which one is the best fit for the manager's personality. There are many opinions and much writing on just what the various management or leadership styles there are. In my opinion the following list best categorizes the different styles. The three basic styles are: • Authoritarian or autocratic • Participative or democratic • Declarative or Free Reign But a more complete break down would be: Leadership by: • Coaching • Competition • Data • Empowerment • Example • Exception • Model • Objectives • Process • Relationship •…show more content…
This is a good fit for someone who is a strong enough personality to maintain the perfect example for employees. The "Exception" leader simply sets the goals and only wants to be informed if things are going to miss expectations. This is similar to empowerment but with out the strong guiding hand to ensure things stay on track. It allows employees to reach their full potential but also allows for a great deal of failure. This type of leader can easily turn into a "lead by fear" situation if the manager has an aggressive personality. He or she will become the manager that sets the goals and ends with a do it or else attitude. The "Objective" leader is a strong goal setter; this person will often speak of what goals have been reached and where the next goal is. This is a very effective method of keeping a work group on track to meet specific goals; however it can easily smother creativity and create unneeded pressure. This is a good fit for people who like a very structured life. The "process" leader is very concerned with the procedures utilized, this is a very rigid management style often utilized in government and law offices. This style is effective in those specialized areas but does not encourage employees to strive for excellence nor does it encourage individual achievement. The "Relationship" leader attempts to build strong bonds with the employees to encourage the employees to be loyal and hopefully to perform out of a

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