Management is an amalgamation of art and science. Some managers are good at managing due to their personality, while others hone their skills over time after gaining experience in the field. Some organizations use specific frameworks to implement a more structured management system. With so many people and personalities involved in a company, it is crucial to figure out the best organizational management structure for your business — just one of the factors that will lead your business to success. Whether you are organizing a team of ten people or more than a hundred, there are different organizational management styles that you can use as inspiration for your organization.
7 Different Organizational Management Styles
This article provides an overview of seven typical organizational management styles; that can be an excellent way to create common grounds for your employees to get things done.
Laissez-Faire Organizational Management Style
A laissez-faire organizational management style is where the manager does not tell their employees how to perform their jobs. This management style is often applied to knowledge workers and professionals; although it can be used in any workplace. The manager delegates responsibilities and objectives and then steps back, allowing the employees to manage themselves and make decisions. This style of management is often characterized by very little direct supervision or communication; although the manager can easily step in if necessary.
Laissez-faire managers believe that autonomy and self-direction give employees a greater sense of ownership over their work, resulting in more pride and motivation than they would have if we micromanaged them. The management style is typical in small businesses where it may be difficult for a top manager to monitor the day-to-day activities of all employees. Laissez-faire management is a bit complex. That is why many laissez-faire managers acquire a msom degree that helps them understand the complexities of implementing a hands-off management style.
There is no room for staff members to challenge decisions or offer alternatives, regardless of whether they are right or wrong, in an autocratic management style. This type of organizational management style does not foster creativity within an organization and limits the potential for new ideas for growth. However, it is only effective where accountability is necessary. For example, a top-down leadership style in military organizations can be effective because everybody needs to know their expectations and why.
The value of an autocratic leadership style lies in its consistency; and employees learn how to do things right and promote within the company structure. That is why autocratic leadership works best where there is not as much change or variety in daily tasks and activities.
Persuasive Organizational Management Style
This organizational management style is ideal for businesses growing rapidly and requires more coordination from management than others. This type of management is closely aligning with the idea of servant leadership; as it makes the needs of employees the priority.
The main goal of the persuasive management style is to ensure that all employees are on the same page by making sure that they are working toward a common goal. The leader will typically hold meetings with their subordinates and ensure that everyone works hard. If someone is not pulling their weight, the leader will be sure to let them know. This management style works well when multiple workers need direction and supervision.
Transformational organizational management style is a type of leadership based on transforming an organization or group into a more effective and efficient entity. A transformational manager aims to use their skills to change the way people work and think to improve performance and achieve company goals.
Transformational managers believe that people are inherently good and can nurture their excellence to produce high-value results for the organization. A transformational leader can inspire people to do things they did not think were possible or would never have considered doing before. They are more interested in results than relationships and may appear cold or uncaring. They are not afraid to make tough decisions because they know that success will exceed expectations and the trust of their followers.
Democratic management is a kind of management in which all employees feel that they have the freedom to express their opinions, participate in decision-making, and share the rewards of their efforts. They have power to make decisions themselves and pitch in and help everyone else when needed. The key to democratic organizational management style is a collaborative spirit among all workers. Democratic management style is effective; where people are motivated by interest rather than power and control.
Under this management style, employees work more enthusiastically because they feel appreciated. Management does not need to worry about any problems because all team members will feel responsible for its success. Thus, positive interaction between the managers and employees results in productivity, loyalty, and better employee performance.
Bureaucratic Management Style
Bureaucratic organizational management style style is an administrative management system that attempts to plan, control and evaluate performance through a detailed set of rules, procedures, and organizational structures. A bureaucratic management style relies on the use of uniform policies and guidelines created by the management to regulate the conduct of organizational members in the accomplishment of their tasks. In this way, it is a form of mechanical organization based on compliance.
The bureaucratic management style is more suitable for managers who want to manage larger groups of employees; such as middle and upper-level managers. The tasks are structured hierarchically; and the roles and responsibilities of employees are clearly defined. Authority flows from top to bottom, with each worker having clear instructions regarding; what they should do and what they should not do at any given point in time. The main objective of this management style is the smooth functioning and efficiency of the organization. This management style ensures that decisions are made at appropriate levels only; after thorough analysis by the designated decision-makers. This style works well in most industries, especially those highly regulated, like defense, aviation, and healthcare.
Paternalistic Organizational Management Style
The paternalistic organizational management style is a management style where; the manager is seen as responsible for their subordinates’ well-being. The paternalistic manager acts as a parent towards their employees; taking care of them and ensuring that they are happy and content.
Those who work in paternalistic environments often feel like their jobs are secure; because they have complete trust and confidence in their superiors, which are available to answer questions or offer advice regularly. Employees also benefit from high-quality training opportunities; since those at the top are more likely to invest in people when they see them as an essential part of its long-term success. However, treating workers like children is not always ideal; because it makes them feel infantilized and disempowered, which leads to poor performance. Paternalistic management can also leave good employees because their managers do not feel challenged or appreciated. This does not mean that all paternalistic leadership is terrible; it just means that it works better for some situations than others.
These are precisely some of the most familiar organizational and management styles; but it is essential to remember that styles vary by industry. Different industries may use different management styles more commonly; and many businesses will use one or two methods with a few variations on them. The key to remember is what works best for your company.