what are the different types of management styles
Democratic Here the democratic management styles allow his subordinates to take part in the decision-making process, a consensus is developed before reaching any decision. High-level brainstorming and communication from the top to bottom and vice-versa is followed by a decision.
Democratic management styles can be useful in developing competent marketing strategiesthe higher management can provide good information about the organizations objectives, it profit and sales detail and what they actually want from the new market strategy and the bottom line people can pool in ideas and, provide field-based information about shopping trends and habits of the customers. Although these democratic management styles are efficient to some extent; but it can also lead to unwanted delays due to the brainstorming sessions and consensus building process.
What is a boss?
Chaotic This is a modern technique followed by many organizations today. It believes in giving the workers full freedom to work. They can develop their own ideas and strategies to enhance their performance and success of the organization. The higher-ups do not interfere in any way; they allow their employees to develop a sense of creativity and innovation.
Introduction to Leadership
These types are best suitable for organizations working on research and innovation development, like pharmaceutical companies. Laissez-faire This management style emphasizes encouraging the subordinates to develop their own creative ideas and strategies to prosper in their respective fields. Here the higher management plays the role of a guide and advisor; they plunge into action whenever the need is felt.
They allow their subordinates to work out their own ways to tackle a problem or situation. The manager keeps himself informed about all the activities and interferes or guides whenever and wherever there is a bottleneck. This types of management system develop a sense of responsibility and motivation among the workforce. They feel loyal to their organization.
But in some cases delegation of work and initiative to take responsibility becomes difficult.]
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