Autocratic:

Communication: one-way (topdown)
Authority/control: with the manager
Decision making: centralised

Persuasive:

Communication: one-way (top-down)
Authority/Control: with the manager
Decision making: centralised

Consultative:

Communication: two-way
Authority/Control: still with the manager
Decision making: centralised

Participative:

Communication: two-way
Authority/Control: shared
Decision making: decentralised

Laissez-faire:

Communication: multi-directional
Authority/Control: almost entirely with employees
Decision making: decentralised

When to use them?

• Nature of the task

• Available time

• Experience of employees

• Manager preference

Management styles

A management style refers to the behaviour displayed by and attitude of a manager when making decisions and interacting with staff.

We will explore 5 different management styles:

• Autocratic

• Persuasive

• Consultative

• Participative

• Laissez-faire

Autocratic management style – ‘do it the way I tell you’

An authoritarian approach to management where a clear hierarchy is established between the manager and employees – the manager is in charge and employees are expected to follow ALL instructions.

Managers show no real interest in developing personal relationships with employees with their primary focus on ensuring work tasks are completed on time and within budgets.

Key features

• Communication in this management style is one-way (top-down)

• Authority and control is held by one person

• Decision making is centralised, meaning that only the manager determines what happens in the business not the employees

• There is a high degree of task orientation

Advantages

• With control and authority resting with one person and decision making being centralised problems can be solved and decisions can be made quickly

• With a high degree of task orientation, employee expectations and work tasks are clearly identifiable – leading to high efficiency

Disadvantages

• A high chance that staff will experience low morale from constantly being told what to do and having no input

• With control being so centralised employees can feel excluded and miss out on development opportunities

Persuasive management style – ‘I think this is the best way to do it’

(As the name suggests) a manager will try to persuade/give reasons to employees as to why they are doing certain work tasks. The key features of the persuasive management are very similar to those of the autocratic…

Key features

• Communication remains one-way, top-down

• Authority and control is still held by one person

• Decision making is still centralised but the manager will explain the reasons behind why certain decisions have been made

• Completing set tasks (task orientation) remains a high priority

Advantages

• Managers can gain some trust and buy-in from employees in support of their decisions through persuasion

• Acceptance of negative situations can occur when reasons behind management decisions are explained

Disadvantages

• Employees may disagree with the reasons behind why decisions are made and resist changes

• Employees may feel frustrated that their viewpoints are still not being considered

Consultative management style – ‘what do you think we should do?’

This type of management style involves the manager actively seeking out the input of employees, consulting them, before making decisions or implementing workplace changes.

Building relationships between the manager and employees also becomes a focus with a consultative manager rather than the sole priority being to get things done.

Key features

Communication is two-way – manager to employees and employees to managers Authority, control and decision making is still held by the manager but the ideas and suggestions of employees are taken into consideration There is a shift away from solely focusing on task completion with greater importance placed on achieving the best outcome for the business

Advantages

• Employee ideas/suggestions are listened to & valued by management which can lead to better outcomes being achieved for the business

• Employees will experience higher levels of motivation and job satisfaction leading to increased productivity

Disadvantages

• Continually seeking the input of employees can make the consultative management style a time consuming approach to implement

• It is also not appropriate in situations when widespread consultation is not necessary for decision making

Participative management Style – ‘together we can achieve our objectives’

This approach to management breaks down the traditional workplace hierarchy (manager at the top, employees at the bottom) and places equal importance on the contribution that employees can make to the business. It develops a greater commitment to and engagement from employees and encourages them to display their strengths and abilities to help drive the business forward.

Key features

• Communication is again two way

• Authority and control is shared amongst the team

• Decision making is decentralised with employees encouraged to take ownership of decisions made

• The completion of set tasks now becomes a group focus

Advantages

• Good working relationship between management and employees can be created

• Greater empowerment of employees leading to higher productivity and efficiency

Disadvantages

• The role and authority of a manager can be weakened or undermined the more control employees have

• Can be a cause of workplace conflict and confusion with many views and opinions shared, all deemed to be of equal value

Laissez-faire management style – ‘I let you decide what we should do’

A very ‘hands-off’ approach to management, where the employees are essentially left to determine how they are going to get the work done. The manager will set the objectives and be available if needed but employees take responsibility for implementing actions to achieve the set goals of the business.

Key features

• Budgets and timeframes are set, then it is the employees responsibility to determine how best complete set tasks

• Communication is multi-directional – manager to employees, employees to manager but mainly it will occur amongst employees and between work groups

• Authority and control is completely decentralised across the business

• The vast majority of decision making and business operations are left to the employees

Advantages

• High motivation, empowerment & job satisfaction as employees are encouraged to be creative & innovative

• Employees feel a sense of ownership which can lead to outstanding performance

Disadvantages

• The lack of management guidance could be problematic for unskilled or unmotivated employees

• There is a potential for employees to take advantage of their freedom regarding time, money and business resources