Management styles determine the performance of an individual company, corporation or the whole state. A well-chosen methodology of actions helps to respond less painfully to transient changes in the world and sometimes set the pace of development. This explains the importance of understanding all management methods and styles. You can learn more about this in this article.
Management methods
Management methods are specially selected and systematized methods and techniques for influencing employees in order to fulfill assigned tasks and achieve the mission of the enterprise.
There are a huge number of them. For instance:
- to identify opinions using interviews, questionnaires, sample surveys and expertise;
- to assess decisions and situations, trees of significance (PATTERN) are chosen, an assessment of the effectiveness of innovations, risks and the threshold of profitability;
- brainstorming, 6-3-5, synectics, and business play are used to generate ideas.
But it is worth considering a broader classification of management methods.
Economic Management
Economic methods involve the measurement and comparison of costs and revenues. They are divided into:
- state regulation: taxes, antitrust laws and subsidies;
- market regulation: competition, demand, lower or higher prices, sales;
- internal regulation.
The latter type of economic methods is mainly aimed at the interest of employees in the success of the company. In turn, they are:
- aimed at employees: bonuses, awards, punishments and continuing education courses;
- focused on the workflow: job improvement, flexible hours or remote collaboration;
- aimed at the enterprise itself.
Organizational and administrative methods
They are distinguished by direct impact, bear a directive character. The main principles are: strict discipline, responsibility, power and coercion. They are classified as follows:
- organizational: design, regulation, rationing and standardization;
- administrative: orders, teams, recommendations and instructions.
The methods themselves can influence the situation in different ways. Thus, certain categories perform stabilizing functions, while others reflect the current use of organizational ties and their adjustment in connection with changes in working conditions (for example, an order or an order).
Social and psychological methods
Socio-psychological methods are based on the use of intangible incentives, special communication tools, images and other ways of influencing the emotional state of people. They are divided into:
- Social, which streamline the relations of collectives and individual workers by introducing certain norms and restrictions. Individual organizations attract employees of all levels to social management. An example of this group are the rules of the internal work schedule, internal etiquette and disciplinary action.
- Socio-psychological, which affect the team from different angles: the formation, development and processes that occur within it. The main objects of management are formal and informal groups, the cult of personality and the social needs of workers. Key tools include: suggestion, persuasion, imitation, or coercion.
- Psychological, which are based on the optimal selection and placement of personnel. They include: the acquisition of small groups, the humanization of labor (exposure to color, music, the expansion of the creative side of the activity), professional selection and training.
Depending on the chosen management styles, a set of management methods is formed, where different tools are combined. The right type of leadership determines the climate in the team, the status of the boss, horizontal and vertical communications of subordinates.
Liberal management style
"Employees complete freedom." It is one of the main management styles and implies an almost complete lack of control and monitoring of employee actions. So, the leader explains to the performers the essence of the problem and sets tasks. The team, in turn, ponders the decision itself and shows the leader the finished result.
Among the shortcomings are worth noting:
- the possibility of anarchy and the nomination of an informal leader, on whom the situation within the team depends;
- lack of moral incentives (support, praise, etc.);
- passivity of top management bodies and the inability of the head to cope with conflict situations;
- decrease in speed of achieving goals.
The advantages include:
- work arouses interest and healthy competition;
- freedom of activity for all employees and individual individuals, maximum disclosure of potential;
- independent determination of a clear chain of hierarchy and systematic actions;
- high probability of generating new ideas.
Such a characteristic of the management style helps to clearly see the flaws in the system and correct them in time. This model will function effectively in IT firms, event agencies and other enterprises where creativity is encouraged and encouraged. For example, in all Silicon Valley companies.
Democratic management style
Management styles in management should help the manager to rationally coordinate the work of staff. The democratic model is the golden mean: in this case, employees are given the freedom of action only within the framework of their authority and qualifications. It is based on justice, an objective system of punishments and rewards.
- “Advisory democracy” - the manager entrusts decision-making to subordinates and consults with them. Tasks are defined at the top management level.
- “Participatory democracy” implies that almost all employees are involved in setting goals and setting goals.
Among the minuses should be highlighted:
- the difficulty of providing the necessary conditions;
- inhibition of decision making.
How the pros appear:
- validity and qualification of decisions made;
- high degree of team motivation;
- unloading managers.
This is the best option for companies that have long been present in the market and want to maintain their position.
Authoritarian management style
The style of managerial activity, which is based on the formal authority of the boss. The marked desire of managers to rely on tough instructions and orders. Objections from subordinates are not allowed, there are restrictions in the expression of ideas and personal preferences. Its fundamental purpose is unquestioning submission. A long-time ineffective “carrot and stick” model, with an emphasis on punishment and threats, has been chosen as incentives.
The negative sides of the described style:
- lack of employee initiative;
- heavy loads on managers;
- high costs of constant monitoring.
Despite such a tight framework, of all management styles, an authoritarian is more quickly able to coordinate work to achieve a result. He was the foundation of enterprise management in the Soviet Union. In the modern world, it is used only in especially critical situations to quickly get out of an unfavorable situation and eliminate undesirable consequences.
Coaching as a new style
The standard classification of management styles is limited to the first three models. In the 21st century, the concept of “coaching” is gaining more and more popularity - the method of consulting and training, during which the coach helps his clients achieve professional and life goals without direct intervention.
The companies use business coaching. It is aimed at finding the most effective ways and all possible alternatives for solving tasks. This is achieved by:
- assistance in career advancement;
- improving communication skills;
- strengthening leadership and labor organization;
- creating a productive team.
A wise manager knows how to vary all management styles. To be a good friend for employees, a strict boss, the same employee and personal psychologist. This determines the effectiveness of the activities of superiors and subordinates, and hence the successful development of the entire company.