The management style is a strategy or a technique that managers have to apply to achieve their goals and objectives. The management style comprises planning, organizing, managing staff, delegating, and decision-making. However, it depends on various factors like the person, culture, country, industry, management level, and the company. Today, we’ll discuss the most effective management styles, and how to choose the right management style for your company.
Table of Contents
10 Types of Management Styles
The top 10 types of management styles along with their pros and cons are as follows;
Authoritative Management Styles
The authoritative management style is a type where the managers order their subordinates what to do and punish those who do not comply with their orders. It’s the job of employees to follow orders without asking any questions and perform the same repetitively as required.
Managers carefully and closely evaluate the performance of their employees at the micromanagement level without trusting them that they could perform the task without their supervision. The authoritative managers believe that the employees won’t successfully complete their tasks successfully.
- Growth and productivity increase in the presence of managers
- Clear guidelines for the big teams and unskilled workers and they can perform their tasks without uncertainty
- It allows clear expectations, roles and responsibilities, and quick decision making
- Limited innovation and inefficient practices remain operational
- The negative or bad authority would cause lower employee engagement in professional development, higher turnover rate, an increase in dissatisfaction level, and resentment
Persuasive Management Styles
Persuasive management style is a type where the managers make unilateral decisions and convince their team and employees that their implemented decisions are good for them, the department, and the company as a whole.
Instead of ordering employees to perform their tasks, they ask questions and give reasons behind their policies and decisions. They make their employees feel that they value and trust their staff and involve them in the decision-making process in order to lower the tension and resentment between the management and the employees.
- The positive response of employees to their logic and reason, and has fewer restrictions than the authoritative style
- Develops trust and confidence between management and employees
- Employees at the lower level would feel frustrated that they can’t improve their skills, offer a solution, or give feedback
Paternalistic Management Styles
A paternalistic management style is a type where the managers make decisions in the best interest of their employees from their heart. Such companies consider their staff as family and want the trust and loyalty of their employees.
Managers make unilateral decisions and they tell their employees that the teams of experts are making the decision in their best interests. They tell their employees about the decisions they have made without any questions or collaboration.
- They educate their employees to improve their skills, and make them happy, and productive in the workplace
- Their focus on the welfare of their employees and they make their decisions based on the interests of their employees
- Employees consider this style as condescending and belittling
- It develops resentment among employees because the employees don’t consider the company as a family
- Employees heavily rely on the manager and it slows down the problem-solving process and the innovation
Consultative Management Styles
Consultative is a type where the managers ask for the views, thoughts, and feedback of employees, and they ask for their views from every member of the company. The managers would make the final decision by keeping in the views and feedback of the employees. Often, companies follow this style in highly technical and specialized fields where the managers need input from experts to make an informed decision.
- Encouraging innovation and creativity to solve the problems
- Managers improve their growth by learning their experiences, opinions, and ideas
- They promote the connection and trustful bond between management and employees
- Heavy reliance on the expertise of employees would result in the form of loss of trust in managers
- Favoritism increases and the managers don’t listen to some employees, and they become disrespectful to the managers
- If managers don’t know how to manage time, it drowns them in the paperwork
- Consultation can be a highly time-consuming activity
Participative Management Styles
Participative is a type where the managers and the employees actively participate in the decision-making process. Team members have the access to the goals and objectives of the company, and they have to find the solution. The managers ask for their feedback, thoughts, and views; collaborate with the team members while making the decision.
- Higher innovation and engagement and they understand the goals and objectives of the company
- Employees think that the managers value them, and it amplifies their productivity
- If employees don’t want to participate in this type of decision-making, they develop resentment toward the managers
- They would have the access to the trade and industry secrete, and that can be highly risky
- Amplifies the risk of conflict among more assertive and less assertive employees
Collaborative Management Styles
The collaborative is a type where the managers create an open forum for employees to share their ideas, and they make decisions based on the majority. Employees have the option to take responsibility for the result, and it amplifies innovation, creativity, and engagement.
- Lower turnover rate due to higher customer engagement and the better decision-making process
- Open communication channel decreases conflicts and resolves problems
- Encourages everyone to put forward the best version of problem-solving
- Managers value, trust, and hear their employees
- The majority rule is not the best strategy for businesses and companies; if the majority decides something that is not in favor of the company. The managers should step up and stop such things from happening
- It is a very time-consuming process
Transformational Management Styles
Transformational is a type where the managers focus on growth and agility. The managers motivate and push their employees to get out of their comfort zone toward achieving and accomplishing something. The managers would work alongside employees and teach them about work ethics.
- Increase in innovation, creativity, product development, and problem-solving skill, and it would make the staff more flexible
- Higher innovation, employee engagement, and limited disruptions
- Employees would feel tired from pushing and making and not keep up with the pace of the trends
- If not applied appropriately, it would make the employees feel exhausted
Coaching Management Styles
Coaching is a type where the managers offer guidelines to their employees and they consider the valued member of the team. The job of managers is to guide their team and give them priority over everything else. However, it focuses on the long-term growth rather than the failure of the short term, and the managers promote learning, growth, and skillset in the workplace.
- Managers develop a stronger connection with their employees and their guidance delivers better results
- Employees think that the managers are valuing their skills and expertise
- Over emphasis on the long-term goals results in the form of short-term failure
- Creates a toxic workplace environment where you favor some employees for some roles
Delegative Management Styles
Delegative is a type where the managers give only assign tasks and duties, and they have the obligation of completing the work successfully. After assigning the work, it is up to the employees to do the work however they consider the best way to do it. After the completion of the work, the managers would review the work and give feedback for improvement.
- Higher autonomy and job satisfaction levels in the workplace
- Teamwork and problem-solving skills would increase and the employees would solve issues on their own
- Creativity and innovation would grow
- Employees would think that the managers aren’t doing anything and it creates resentment in them
- Poorly managed conflicts and higher resentment
- Limited focus, uniformity, and direction
- Productivity and leadership skills would decline
Visionary Management Styles
Visionary is a type of management style where the managers inspire their employees to do the work. Leaders tell their goals and objectives to their team members with reason and logic and convince them to execute the company’s vision. Employees would have a higher motivation level, and managers give them a free hand in their work. The managers would check their performance from time to time to track results.
- Higher problem-solving skills and innovation
- Satisfied employees and lower turnover rate
- Higher employee engagement rate and they would perform better
- Employees feel the inspiration and they won’t work
- Not all managers have the capability to inspire their employees
How to Choose the Right Management Style
Some of the tips on how to choose the right management style are as follows;
The culture and environment of your company would impact your management style. For instance, if your company is going through some structural changes, then you should apply the visionary style. If you have got divided and unmotivated employees, then you should apply the servant leader approach.
You should know whether your team has got experience and expertise, or they have limited experience, and then apply the style according.
Some managers find it difficult to lose control over things, and a democratic style won’t be suitable for them. They should follow the style that is relevant to their personality.