Unit 6: Assessment Notes

1. Autocratic
 Autocratic managers take complete control of the situation. They believe that they are the
best person to take responsibility for all decision making and are unlikely to ask the team
for their input; this is a one-way management style. The autocratic management style
results in a very structured company environment with little opportunity for creativity or
innovative thinking.
 There are advantages to this style, managers can make decisions very quickly, and there
is a very clear structure for the team members if they have questions or need to raise an
issue.
 An employee who is new to their role can find reassurance in the autocratic manager's
structure and direction.
 It could also create less pressure for team members than other management styles,
which comes down to each individual being able to focus on their work tasks.
 As the one person who makes decisions, the autocratic manager frees others from
becoming involved in what can be endless meetings and lengthy discussions.
 The limitations on contributions from their team can mean that they fail to feel valued,
which in turn leads to a negative impact on employee engagement.
 It's also highly likely that skilled individuals within the team could be instrumental in
assisting with making important decisions and presenting their ideas. Yet, the autocratic
management style may result in a reluctance to ask for their input, which can, in turn, be
detrimental to the overall success of the completion of the work.
 When you ask people how they describe being under autocratic management, they're
likely to use terms such as controlling, bossy, and dictatorial. And while it's not necessary
for everyone to like their manager, they still need to work for them.

2. Democratic

 The democratic management style encourages a more collaborative way of working.

Guidance is provided, but group members are encouraged to contribute their thoughts
and ideas to the decision-making process. This is a consultative management approach,
which is generally considered one of the most effective management styles.
 It encourages creativity and involvement in decision-making processes.
 This involvement then tends to result in a team committed to achieving results, leading to
higher productivity levels.
 Democracy motivates employees who find that a consultative management style involves
them in making decisions

 With an inexperienced group of employees, the democratic management style can lead
to poor decisions and communication failures.
 Some of the team members may not yet have the knowledge to contribute to the
decision-making processes and, in turn, can feel excluded from the process.
 Team members who are less confident expressing their opinions may find themselves
sidelined by other more vocal individuals.
Unit 6: Assessment Notes

3. Laissez-faire (Delegative Management Style)

 A French term, which means to 'leave alone,' presents a style that is at the complete
opposite end of the spectrum to that of the autocratic manager. Because that 'leave it
alone' is precisely what the laissez-faire management style is all about.
 This is a hands-off approach that provides everyone with the complete freedom to
decide how to meet their objectives without seeking agreement from managers. As a
result, it requires the manager to have a great deal of trust in their staff. It also requires
them to have the confidence in their team that they have the skills and knowledge to
make the decisions and follow through to get the work done.
 With the manager being handed off it provides excellent opportunities for personal
growth for each individual.
 Having the freedom to make decisions means that creativity and innovation are
encouraged.
 Decision making can be incredibly fast. With no management interfering, the team can
make quick decisions without waiting for approval from the chain of command.
 Without a guiding force, employees can feel that they have received little guidance on
work expectations. They may be unsure as to what Is required of them and what they
should be doing with their time.
 Laissez-faire managers can be seen as uninvolved and potentially uninterested in their
team. This can then lead to poor teamwork with no-one present to pick up on issues
and provide direction.
 Some leaders adopt this management style to avoid responsibility for any failures of
their team. When objectives are not achieved, the Laissez-faire manager can blame
everyone else for poor decision making and implementation of plans.
 At its worst, this management style allows a manager to avoid having to manage at all.
They avoid all involvement with the group and do little to motivate or recognize the
achievements of individuals.

Persuasive

 A persuasive management style can explain the logic behind the decision and then
encourages everyone to ask questions to understand the rationale. This in turn means
that employees feel as though they are a trusted and valued part of the organization.
They become involved in key business decisions which then leads to lower levels of
resentment and tension between management and staff.
 High level of trust between managers and employees, resulting in acceptance of top-
down decision making.
 Employees will respond to reason and logic in a more positive way and will feel less
threatened than when being dictated to.
 Employees may become frustrated that they cannot give feedback in a way that
influences decision making.
 Loss of creative solutions from the team can create silo decision making from the
manager.
Unit 6: Assessment Notes