Management styles are nothing more than a stylemanagement, as well as the techniques that the manager uses, interacting with his subordinates and organizing the work process. Agree, the effectiveness of the work often depends on how the authorities expressed their demands and wishes. It takes into account not only the position of the manager, but also his personality, the manner of communication, the attitude towards people and so on.
Varieties are different. Often they are combined. In general, it is worth noting that an experienced leader simply must be able to switch from one style to another, because of certain difficult situations, you can only exit at the expense of specific means.
There are authoritarian (autocratic) stylesmanagement. The leader tries to emphasize his dominant position by all possible means. The manager in this case should not ask for advice from his subordinates - all decisions are made by him and only him. Authoritarian style of management is rigid methods, exclusion of compromise, clear positions. In the organization, everyone must know his place, the violation of subordination and discipline is punished in all severity. As a rule, many administrative measures have been developed.
This style of management will be very effective inthe period of formation of the organization, when any failure can lead to failure. Also, we note that at this time not all team members understand the goals the company is trying to achieve. Authoritarian management style is a great way to convey the meaning of these goals.
In general, this style can lead to the fact that subordinates will be irritated, the atmosphere inside the collective itself will become unfavorable, there will be a turnover of staff.
The direct opposite of authoritariandemocratic management style. In this case, everything, of course, is also built on the principle of one-man management, however, subordinates are involved in the management of the organization. Sometimes they are allowed to solve certain issues related to the direction of development and the activities of the whole firm. With a democratic style, the emphasis is on the equality of subordinates and superiors. Often in organizations that have chosen this style of management, they turn to "you" to the boss.
The described style is perfectly suited for the formation of team relationships. This is due to the fact that it creates a favorable atmosphere within the collective, bringing people together. Conflicts are inadmissible.
In this case, the methods of coercion are wonderfulcombined with methods of persuasion. People work well for the reason that they do not want to lag behind their colleagues. The laggards, as a rule, are tightened. Often there are various kinds of parties, group visits to cinema, theater, trips to nature and so on. Everyone's birthdays are marked.
This style of management is bad because it is not always easy to take into account the opinion of everyone. Also, we note that in an emergency situation, it can be extremely inefficient.
Liberal management style of alllisted is, perhaps, the most specific. It is based on the fact that the bosses allow employees to do the work in the way they feel comfortable. Of course, this is provided that the work is done on time and qualitatively. It is necessary to act here as competently as possible, since the team in a moment can become "razboltannym" and incapacitated. With the right approach, the result will be impressive.
Before determining, it is recommendedconsider all possible management styles. It is necessary to rethink several times. It is necessary to take into account the current situation of the company, to think about what will happen to it in the near and far future, to take into account the characteristics of those people with whom it is necessary to work.