Every manager has his own unique way of looking after and organizing employees, but a few management styles and techniques have been documented as tried and tested methods of encouraging greater motivation and productivity from staff. These methods lay the foundations of a management style, and the manager then adapts them to suit her personality.

Democratic Business Management Style

Learnmanagement2.com notes that a “democratic manager delegates authority to his/her staff, giving them responsibility to complete the task given to them.” This method of management is also known as “empowerment” and allows employees to complete tasks using their own methods.

This gives team members the ability to become more involved in decision making, meaning that they have a greater interest in their work and are more motivated and productive as a result.

Autocratic Business Management Style

Some managers like to have full control over a situation and dictate orders to employees, making decisions without consulting them. Work is usually completed on time, on account of these quick decisions, but employees can feel left out and unvalued, which can lead to low morale and poor productivity.

In extreme cases, this style of management can result in a backlash from the team, who feel unable to demonstrate their own abilities and techniques, and are stifled by the dictatorial style of the manager. This management style is to be avoided in many instances.

Consultative Business Management Style

This method of managing is a combination of both democratic and autocratic styles. The manager will consult his staff members when decisions need to be made, listening to their opinions and suggestions, but making the final decision. This allows staffers to feel involved and motivated while reaffirming professional boundaries, reminding them that their manager has the authority to make final decisions.

Laissez-Faire Business Management Style

This method of management sees minimal involvement from the manager or supervisor, who sets the objective and gives her employees total freedom to complete the task as they wish. The manager does not become idle, however, but is on hand to give guidance, encouragement, motivation and clarification. Staff members feel fully involved and empowered to make their own decisions, but run the risk of becoming confused or losing sight of the objective, which can result in a project that is not completed on time or accurately.

Conclusion

Managers often alter their styles to suit their own personality and character, and in doing so can – over time – hone and perfect a technique of management that is effective and results in increased team productivity.