Types of Management
Types of Management
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There are three broad categories of management styles: Autocratic, democratic and laissez-faire.
Within these categories, there are specific subtypes of management styles, each with its own pros and cons.
- Autocratic management styles
This type of management follows a top-down approach, with one-way communication from bosses to employees.
This is the most controlling of the different management styles, with the management making all workplace decisions and holding all of the power.
Employees are treated as drones, to be monitored closely as they perform within clearly defined perimeters.
Employees are not encouraged to ask questions, submit ideas, or share their thoughts on improving processes, and are in some cases actively discouraged from doing so.
The subtypes of autocratic management style are authoritative, persuasive, and paternalistic.
- Authoritative management style
In this style, managers dictate exactly what they require their subordinates to do and punish those who do not comply.
Employees are expected to follow orders, not question the authority of management, and perform their tasks the same way each time.
Managers monitor the employees closely, micromanaging their performance without placing trust or confidence that their employees can achieve their goals without direct and constant supervision. These types of managers believe that without this supervision, employees will not operate successfully.
- Paternalistic management style
In this style, the manager acts with the best interests of their subordinates at heart.
Usually, the organization will refer to staff as ‘family’ and ask for loyalty and trust from employees.
Management using this style will use unilateral decision making but will explain to employees that the decision-makers are working from a place of expertise, and thus, legitimacy. Decisions are explained to employees, but there is no room for collaboration or questioning.
- Persuasive management style
In this style, managers use their persuasive skills to convince employees that the unilateral decisions that the manager implements are for the good of the team, department, or organization.
Rather than simply ordering employees to perform tasks, managers employing this style would invite questions and would explain the decision-making process and rationale behind policies. This can help employees feel as though they are a more trusted and valued part of the staff and are involved in key business decisions, leading to lower levels of resentment or tension between management and staff.
- Collaborative management style
In this style, management creates an open forum for ideas to be discussed extensively before making decisions based on majority rule. Staff is empowered to take ownership of outcomes, which can lead to increased engagement, innovation and creativity.
- Coaching management style
In this style, managers see themselves as the coach and their employees as the valued members of their team. The manager’s job is to develop and guide their team, putting their team’s professional development at the forefront of their priorities. Long-term development is valued above short-term failures in this style, and the manager wants to promote learning, upskilling and growing in the workplace.
2. Democratic management styles
2. Democratic management styles
In this style, managers encourage employees to give input during the decision-making process, but are ultimately responsible for the final decision. Communication goes both ways, top-down and bottom-up, and team cohesiveness is increased. This process allows for diverse opinions, skills and ideas to inform decisions.
- Consultative management style
In this style, managers ask for the opinions and thoughts of their team, consulting the viewpoints of every member of their team. The manager will make the final decision, but they will consider all of the information given by team members before they do so. This style is often used in specialized fields, where staff are experts and their input is needed for the management to make informed decisions.
- Participative management style
In this style, managers and staff are all active members of the decision process. Staff are given access to more information about the company and its goals, and are encouraged to innovate solutions. Management seeks the thoughts, ideas and opinions of staff, works together with staff to make decisions and then the company acts on them.
- Transformational management style
This style of management is agile and growth-focused. Managers focus their efforts on pushing their staff to ever greater accomplishments through encouragement, pushing them past their comfort zones regularly, and consistently motivating their teams to raise their bar for achievements.
Managers work alongside with their employees, inspiring their team to ever greater efforts by demonstrating their own work ethic.
3. Laissez-faire management styles
3. Laissez-faire management styles
In this style, management takes a hands-off approach to leadership. Staff is trusted to do their work without supervision, and they are left to control their decision making and problem-solving.
Management is present at the delegation and delivery stages of work, but otherwise steps back and gives staff the freedom to control their workflow and outcomes. Management is only involved during the process if the staff requests their assistance.
- Delegative management style
In this style, the manager is only present to assign tasks, although they still are responsible for tasks being completed successfully. Once the task is assigned, then the employees are empowered to do their work as they see fit.
After the task is complete, the manager steps back in to review the work and give advice about how to improve future projects.
- Visionary management style
In this style, managers lead through inspiring their staff. Leaders explain their goals and the reasons behind them, convincing their team to work towards executing their vision.
Team members are motivated by their manager, then allowed the freedom to achieve their tasks with minimal interference. Managers will check in from time to time, but they trust that their shared vision will keep employees on track and produce good results.
Managers offer a lot of constructive feedback during and after the process to assist their employees, and make sure to give praise liberally.
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