Management Styles Throughout the World

Thus, if employees are treated in a Theory X manner, they will become lazy. If they

A democratic leader generally accept any opinion and voices which means that the team would feel free to voice their opinions and ideas without them being dismissed straight away. The positive side to this style is that the team/workforce can be highly motivated, skilled and experienced members can be used in decision making which makes them feel more committed and could less resistant to managerial changes it also help with communication between the workforce and the managers. The negative side to this style is that individuals can dominate participation or make disruptive contributions it can also be very time consuming for the leader because of the two communication it can also result in actions that are the most effective and also people may view this style as incompetent to handle the job responsibilities.

A management style is an overall method of leadership used by a manager. There are two main management styles: Autocratic (leader makes all decisions unilaterally) and Permissive (leader permits subordinates to take part in decision making and also gives them a considerable degree of autonomy in completing routine work activities). Combining both categories with democratic and directive styles give four distinct ways to manage:

An advantage of the democratic style involves a considerable job satisfaction of subordinates, through augmenting their responsibilities which results in more interesting and diverse work (Ribbins, 1997). Bush (2008) agrees; when responsibility is shared the self-confidence of group members is enhanced, as they have a key role in planning and decision-making. The democratic leadership style provides high quality expert knowledge and skills are identified and implemented towards achieving targets (Dimmock and Walker, 2005). Grace (1995) supports this, and claims that goals are more likely to be reached since; they have been established by group consensus.

belief that a team is not successful without its team members. In my field, a successful team is comprised of individuals who are dedicated, experienced, motivated and supported by management. A1a. Strengths Job Satisfaction: In organizations and companies that utilize participative leadership as a management style, many of the employees are satisfied with their jobs. The reason is rather simple; staff sees their suggestions and/or recommendations are being put into practice. Simply stated, their voices are being heard, their input clearly has significance, and there is a sense of being an essential part of the organization. Within our organization, specifically in the operating room arena, nurses are an important aspect of trialing new equipment or materials that may be utilized in the operating rooms. By enabling these individuals to trial new equipment and provide feedback, management ascertains that the items selected by the staff assist them in performing their tasks successfully. In addition, staff is encouraged to suggest alternatives to equipment being trialed. This particular group of nurses originated from other hospitals that utilize a variety of equipment. Thus there may be better suggestions regarding the

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.

‘ What are the differences of managers’ leadership styles between the Western and Non-Western cultures ?’

In a democratic leadership style, the decision making process and overall responsibility among team members is shared. Decisions are made by the leader consulting each member of the team; therefore the outcome becomes a group effort. In the democratic leadership style, tasks are delegated to employees effectively, where the implementation is mostly in their hands. As opposed to the authoritarian leadership style, the democratic leader welcomes feedback from every team member. Team members are also encouraged to function as a

Another reason that I employ the democratic leadership style is based on the culture within my organization. I work of the Naval Sea Systems Command (NAVSEA) where we build and support the U.S. Navy's fleet of ships and its combat systems. Our decision-making process often involves the use of Integrated Project Teams (IPTs) which uses the collaborative thinking of stakeholders, meeting daily or weekly, in the delivery of a project. Use of the IPT structure of decision-making has greatly influenced my leadership

The Health commission (HEALTH COMMISSION) is a regulator of health and social care services in England. Their work of 2010 included registering all NHS Trusts and care homes under the Health and Social Care Act 2008 while continuously monitoring the performance and compliance of these services. With over 2500 staff nationwide and being the company in which I work for, HEALTH COMMISSION is an excellent company for me to use for analysing management styles and teams within the organisation. The commission itself is broken down into many sub parts and based in Newcastle are the national contact centre, the operations administrative staff, team leaders, senior managers and the head of Newcastle Services. Being an organisation that is bounded

This is a good fit for someone who is a strong enough personality to maintain the perfect example for employees.

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

There are many positive outcomes that are attributed to using the Democratic Leadership style. These include: A more positive work environment; because the staff feel more valued, they are more invested in their work. In this environment the staff and management work together to find solutions which results in less conflict over the final decision. Another benefit

The Democratic Management style is considered to be a non-effective style. According to Everett-Nollkamper, there are two types of democratic management styles, they are: “(1) all attorneys have management responsibility, or (2) only owners have management responsibility. The democratic management style is one of the more popular forms of management in most large corporations in today’s business market” (Everett-Nollkamper, 2014). This type of management style is ideal because it allows employees to be free. They are able to express themselves and their ideas with managers and other

Leadership, in context of culture relates to utilizing different styles or approaches in motivating and directing teams that are in tandem with the firm’s culture that needs to be develop especially in multicultural teams with diverse demographics (e.g Anita Rothacker a & Georg Hauera, 2014 ). The prerequisites for such radical approaches in management is due to rapid globalization that bridges the gap for plurality in culture consisting of multi-faceted team members from dissimilar backgrounds. Managing such complex teams not just proves to challenge existing theories of leadership styles such as situational , transformational and authentic leadership styles but requires an amalgamation of styles in order to form the right culture (e.g Anita Rothacker a & Georg Hauera, 2014 ). Another perspective that drives the need for having a holistic system which consist of good leaders and a healthy culture is being sustainable (Martina K. Linnenluecke *, Andrew Griffiths, 2010) together fostering efforts of firms to find the ‘perfect DNA’ matched leaders that is symbiotic to the culture rather than alienating.