Management Styles

As I am responsible for managing a group of employees, then it is important for me to find an effective

Leadership is a facet of management. It is just one of the many assets a successful manager must possess. The main aim of a manager is to maximize the output of the organization through administrative implementation. To achieve this managers must undertake the four functions of management: planning, organization, leading and controlling. In some cases leadership is just one important component of the leading function. Predpall (1994) said, "Leaders must let vision, strategies, goals, and values be the guide-post for action and behavior rather than attempting to control others". In some circumstances, leadership is not required. For example, self-motivated groups may not require a single leader and may find leaders dominating. The fact that a leader is not always required proves that leadership is just an asset and is not essential.

Management styles are characteristic ways of making decisions and relating to subordinates. Different management styles can be employed dependent on the culture of the business, the nature of the task, the nature of the workforce and the personality and skills of the leaders. The style of leadership is dependent upon the prevailing circumstance; therefore leaders should exercise a range of management styles and should deploy them as appropriat of an organization. There are a few such popular management styles as following.

There are many different types of leadership styles that are tailored to a firm's goals and resources and the leader must be able to determine which is best. Leadership can make or break an operation as is sets the operational structure and the amount of power each individual has. No matter what a manager must be able to effectively lead a team. They need to be able to motivate individuals and keep them on task so they may reach their goal within a timely manner. Without leadership an operation can fall to pieces if employees lack direction, are unaware of the goal, or lack the passion to execute their task properly.

There are several very different types of management styles ranging from democratic which allows the subordinates to play an active role in the decisions that management makes to autocratic which cuts the subordinate out of the decision making process allowing those in management to make a unilateral decision. Both styles have their proponents as well as their detractors. This paper will outline the various forms of management and attempt to clarify and categorize their various strengths and weaknesses.

Management has changed significantly over the past 50 years. The role of leaders in an organization is an ever changing thing. At one point, a manager was also the owner of the company, and thus used a carrot and a stick to get his employees to work, just like a parent personally invested in the raising of their child. Not anymore. Nowadays, leaders are there to “serve” their employees. The focus is on motivating the individual, achieving organizational goals by integrating each and every individual into the system. We no longer rely on a one size fits all approach, and management theory is no longer focused on having a winning philosophy, or motivating large groups.

2. Employees will exercise self-direction and self-control if they are committed to objectives. External control and the threat of punishment are not the only means to make employees to work towards objectives.

Leaders are risk-takers and ready to hurdle problems that overcomes on their way. Leaders allow changes and use it to their advantage by taking the change that people would like to follow. Leaders are innovators with creativity to invent and focus on the vision. Leaders are mentors and see people strengths while manager evaluate people, restricts initiative, and looks for what employees are doing wrong. Leaders concentrate on the future while managers think about the short –term goals and focus on what needs to be dealt now with no intention of thinking about the future (Leadersdirect 2008). This is really true in the organization I work. Managers are the ones who manage the budget, reports and statistics, are preoccupied with the maintenance issues, and deals with solving problem. They are focusing on their work expecting the good effort done by the staff.. The leader in our unit works with the staff to achieve the best, and leads the other staff to reach their goals. The unit manager depends on the leader to accomplish the unit activities, and the leader is a role model that most of staff members follow to improve themselves.

In the article When the Problem is Management, author Lawrence Sawyer takes a look at the different styles that managers have in their practice, how they can better perform their functions and how they relate to the four basic functions of management. As an internal auditor, Mr. Sawyer provides some insight to these managers in helping them and their departments make better use of the tools they have and points out what basic function they are violating. This article and its basic points relate directly to the assigned 1st week 's reading in our Management 330 textbook and is an excellent example in how to relate the reading to a real life example. Ways to improve one 's own organization

Every organization has a management team, with the success the organization in the hands of these leaders and managers. How the organization is run is generally determined by the executive leaders and filtered down through a series of positions on an organizational chart. In hospital healthcare, at the end of the chart is the care provided by the nursing staff. Leadership styles are varied and there is no correct theory, however every leader must recognize which theory they practice and be aware of any pitfalls or downside to the chosen theory. I have always believed my leadership style to be democratic and recently confirmed this with the use of Clarks (2004) Leadership Style Survey. The purpose of this paper is

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Now that we have a basic understanding of management and leadership we can review a few different styles of management and I can offer personal experiences and preferences. There are six different management styles that I would like to review which include directive, affiliative, pacesetting, coaching, participative, and authoritative styles (Cardinal, n.d).

In order to be a leader or managers, a person needs not be one in the same. Because simple put, some people are managers and other people are leaders. A manager has a different agenda than a leader, for example, managers do things right, while leaders do the right thing. This means that managers do things by the book and follow company policy, while leaders follow their own intuition, which may in turn be of more benefit to the company. (“The Difference,” 1997). A leader is more emotional than a manager is. Another major distinction, is as a manager, in order to get a subordinate to do a job, the manager doesn’t have to be a leader because he or she is given that power by virtue of position, in other words, all the manager has to do is tell a subordinate to do something because he or she is the manager, they must be

The significance of leadership is a subject that helps organizations move into the future. Management is defined as getting things done through people. In order to get things done, there must be a manger to control, set rules, and motivate people or human resources. There are three main types of management styles that manager’s use, autocratic, paternalistic, and democratic. All these types of management styles are equally important for the business. However, this paper will discuss the paternalistic management style. Such as the prevention to dysfunctional turnover, motivation aspects, and the reward system it would use. All organizational and professional activities in the management, provides the desired goals, objectives, and

In every company there are a great deal of management styles among all of the managers. While some managers prefer the classical management style that focus on increasing employee productivity, others like the management style of human relations which puts emphasis on how the employee’s feel at their work place. When any new employee enters a work place they have to try and figure out how their new bosses manage and how they run their business, this is management style.