Management is key when running any type of business. You must know everything that goes into management. Exactly, how to properly run a business and the key elements in doing so. In this business you meet a lot of manager that are autocratic which are only concerned about the result. You don’t come cross a lot of managers who genuinely care now a day. The one-minute manger is an amazing book by Ken Blanchard and Spencer Johnson. A book that tells a story that recounts the three special techniques and secrets of an effective manager. The book goes into detail about each of the three different styles. There is the one-minute goal, one-minute praising and the one-minute reprimand. Then the book talks about the four style types of management. …show more content…
This type of style of management leads to the work getting done on time because there are less people involved in the decision making process of it. The only thing is that with this type of management style the staff will eventually loose motivation while working in an environment where they have no say. The employee turnover is likely to run high as they can move on to other opportunities where they can have an impact and grow.
The second one is the democratic style this is the manager willing to share work with his or her staff by assigning it to someone to get the job done. You are relying on the competency of your team to get the job done on time and to have it done correctly. Employees surely love this type of management style because from the business part they can get a better understanding and be part of the whole process. The employees get to feel involved. Depending on the type of work it is employees may feel like the work is being pushed off on them because they might feel like the manager doesn’t feel like doing it.
The third type of style is known as the, Democratic-Participative style. This decision making style in management revolves around getting lots of feedback from your staff before coming to a conclusion and making a decision. Which means that the process can take a little bit longer as there are more voices to be heard, but getting an answer on major decisions can lead to buy in from those who might otherwise have been opposed to the
ways to lead, and each style comes with its own pros and cons. Identifying which style of management is
An authoritative leader addresses the end but generally gives workers freedom to innovate, experiment and take risks. The authoritative style works best for organizations that are off track, it helps in creating a new course and fresh long-term vision. The affiliative style strives to keep employees happy to create harmony among. The style has a positive effect on communication. People who like one another a lot talk lot. They share ideas, inspirations leading to flexibility, innovation and risk taking. This style should only be employed when trying to build team harmony. The democratic style allows leaders to build consensus through participation. By spending time getting people’s ideas, a leader is able to build trust, respect and commitment. This style works best when a leader is uncertain about best direction however, it does not make sense if employees are not competent. Pacesetting is a leadership style that expects excellence and self-direction. The leader is obsessive about doing things better and faster, and expects the same of everyone around
There are four main leadership styles, the first being Autocratic style which the manager retains as much control and decision making authority as possible, the manager does not give employees any input or consultation. The next is Bureaucratic which is where the manager manages ‘by the book’ which is where everything must be completed according to procedure and protocol. Mangers using this style will only consult with those above them in the chain of command. They simple enforce the rules of the workplace. The next style of leadership is Laissez-Faire which is also known as the ‘hands off’ approach to management. The manager usually provides little or no direction and give employees as much freedom as possible. All power is given to employees and they are to dictate their own work ethics. The last leadership style is the Democratic style which is also known as the participative style and this is where employees are encouraged to be a part of the decision making process. The democratic manager keeps their employees informed about everything that affects
As stated above this does have its disadvantages as decisions can be slow and staff can become to involved in the managing of the business.
Some management styles may be best for the situation and some may not be. Therefore, awareness on different types of management styles will help the managers to handle different situations the optimal way. Different management styles are capable of handling different situations and solving different problems. Therefore, a manager should be a dynamic person, who has insight into many types of management styles such as:
A leader can help the staffing ratio issue by creating a vision. With this vision, they are able to create a plan that incorporates new ideas to find solutions. Leaders are risk takers and like to challenge others to formulate ways of doing things better. Leaders like to build relationships and promote those around them and help them develop so they as well as the company can grow. (Coonan 2007) Since leaders are not always in manager roles, they often are the ones who are working at the bedside and can help staffing ratios because they can base them on the individual needs while taking into account the training and experience of the nurse taking care of those patients. They are trying to look out for the best solution for everyone involved. Leaders act as guides to those around them rather than try and control others. Leaders are the ones who stand up for others. These kinds of leaders are able to inspire and motivate people to achieve solutions to problems.
Management style: there are two types of manager: autocratic and democratic. Autocratic managers make decisions without involving the staff. This can be a good idea in some circumstances (for example the need to make a
There are constantly problems arising from poor time management. Last week, a welder took too many breaks and did not complete his task. Yesterday, an ironworker did not complete his assignment, because he took an extended lunch.
An effective leader has many factors that enable them to be successful. Some of the key characteristics of an effective leader are passion, charisma, dependability, problem solver, communication skills, and multi-tasking abilities. Marquis and Huston (2015) describe four types of leadership styles; autocratic, democratic, laissez-faire, and bureaucratic. The autocratic leadership style deals more with acquiring control and accomplishing tasks rather than relationships (Marquis & Huston, 2015). This type of leader generally makes independent decisions and uses force to implement power. Democratic leadership differs by having human relations and teamwork as the main focus (Marquis & Huston (2015). This leadership welcomes open and two-way communication. Laissez-faire leadership has minimal established policies abstains leading (Marquis & Huston, 2015). The bureaucratic style leans on established rules and policies and lacks security (Marquis & Huston, 2015). Most of the time, the rules are inflexible and the relationship with staff is impersonal. An effective leader can recognize the needs of the organization and foster that leadership style. W.C. recognizes fairness, consistent decisions, listening ability, and knowledge of the field as key qualities in a leader. She believes she has a combination of democratic and bureaucratic leadership styles. Her bureaucratic style promotes corporate policies and mandated regulatory compliance. Part of the qualities of a
Each of these leadership styles has its own benefits (advantages) & disadvantages and they are as follows:
The four functions of a manager are planning, organizing, leading, and controlling. These are key elements that managers must understand to run a successful organization. I will view each concept as well as their roles to acknowledge how these functions have been related to my personal experience in the work environment. Behind the scenes of a manager, they spend an equal amount of time planning so that he or she can successfully achieve the leading and controlling functions. These functions are standard for any industry that is striving to maintain a strong organization. While reviewing this paper, try to think of the four functions as a method that is established to build on each other. The four functions must be performed efficiently, and when done correctly, an organization will reap the accomplishments from a well-defined plan. My own experiences of how the four functions operate illustrates that each role requires a manager to devote time and patience in order to ensure that the main principles are achieved.
The One Minute Manager by Kenneth Blanchard, Ph.D. and Spencer Johnson, M.D., seems like a practical simple plan on managing people and there for other areas of one’s life, however I must admit I am a little skeptical. The three philosophies do make sense especially once analogies are used to put them into more simple terms. Being in the work force for more than fourteen years I have witnessed many types of mangers. I have worked for hostile managers, calm caring managers and managers who fit somewhere in between. My skepticism with this theory is simply applying its use. On paper this method sounds great and makes a lot of key points, but again after
The best way to learn how to manage a business is to acknowledge mistakes, and the strategies that resulted in failure. Knowing the internal and external factors that contributed to financial distress, is key to find opportunities for improvement and success, and considered critical to avoid future business failure. Failure is a threat that any organization can face, the key is to acknowledge the issues that arise, as soon as they are presented, and counteract it with the correct approach, and restructure plan as needed. When we talk about restructure, it is referred to leadership and/or management changes, as business failure is directly related to managing styles, and as such a key component of business success. It is vital to understand
3. Participative Leadership: This style of Leadership behavior gives a better outcome when the subordinates believe that they control their own destiny i.e. internal locus of control.
The last style is called laissez-faire leadership. Here leader usually participates minimally and let team members find their own way out by allowing complete freedom in decision making (Simmons and Striley, 2014).