CHAPTER III
MANAGEMENT AND PROCESS (Mirjam Nilsson)
A. WHAT IS MANAGEMENT? Management by Objectives (MBO): (By
ADAM HAYES, Management by objectives (MBO)
- IS A STRATEGIC MANAGEMENT MODEL THAT AIMS TO IMPROVE
PERFORMANCE ACCORDING TO THE THEORY, HAVING A SAY IN
GOAL SETTING AND AGREED TO BY BOTH MANAGEMENT AND
EMPLOYEES. AN ORGANIZATION BY CLEARLY DEFINING
OBJECTIVES THAT ACTION PLANS ENCOURAGE PARTICIPATION
AND COMMITMENT ACTION EMPLOYEES, AS WELL AS ALIGNING
OBJECTIVES ACROSS THE ORGANIZATION
- ACCORDING TO THE THEORY, HAVING A SAY IN GOAL
COMMITMENT AMONG EMPLOYEES, AS WELL AS ALIGNING
SETTING AND ACTION PLANS ENCOURAGES PARTICIPATION AND
OBJECTIVES ACROSS THE ORGANIZATION.
- MANAGEMENT BY OBJECTIVES (ALSO KNOWN AS
MANAGEMENT BY PLANNING) IS THE ESTABLISHMENT OF A
MANAGEMENT INFORMATION SYSTEM (MIS) TO COMPARE
ACTUAL PERFORMANCE AND ACHIEVEMENTS TO THE DEFINED
OBJECTIVES. PRACTITIONERS CLAIM THAT THE MAJOR BENEFITS
OF MBO ARE THAT IT IMPROVES EMPLOYEE MOTIVATION AND
COMMITMENT AND ALLOWS FOR BETTER COMMUNICATION
BETWEEN MANAGEMENT AND EMPLOYEES.
MANAGEMENT BY OBJECTIVES IN PRACTICE
- Management by objectives outlines five steps that organizations should use to
put the management technique into practice.
FIRST STEP: is to either determine or revise. organizational objectives for the entire
company. This broad overview should be derived from the firm's mission and vision.
SECOND STEP: to translate the organizational objectives to employees. Drucker
used the acronym SMART (specific, measurable, acceptable, realistic, time-bound) to
express the concept.
THIRD STEP: stimulating the participation of employees in setting individual
objectives. After the organization's objectives are shared with employees, from the
top to the bottom, employees should be encouraged to help set their own objectives to
achieve these larger organizational objectives. This gives employees greater
motivation since they have greater empowerment.
FOURTH STEP: involves monitoring the progress of employees. In step two, a key
component of the objectives was that they are measurable in order for employees and
managers to determine how well they are met.
FIFTH STEP: is to evaluate and reward employee progress. This step includes
honest feedback on what was achieved and not achieved for each employee.
Advantages and Disadvantages of Management by Objectives
 MBO comes with many advantages and includes employees taking pride in
their work with goals and disadvantages to a company's success. The benefits
with their strengths, skills, and educational experiences. that they know they
can achieve. It also aligns employees' management and employees. Assigning
tailored goals brings a sense of importance to employees, bringing loyalty to
the firm. And lastly, management can create goals that lead to the success of
the company

 Though there are plenty of benefits to MBO, there are some drawbacks and
limitations. As MBO is focused on goals and targets, it often ignores other
parts of a company, such as the culture of conduct, a healthy work ethos, and
areas for involvement and contribution. MBO puts increased strain on
employees to meet the goals in a specified time frame. In addition, if
management solely relies on MBO for all management responsibilities, it can
be problematic for areas that don't fit under MBO.
What is the goal of management by objectives (MBO)?
- MBO uses a set of quantifiable or objective standards against which to
measure the performance of a company and its employees. By comparing
actual productivity to a given set of standards, managers can identify problem
areas and improve efficiency. Both management and workers know and agree
to these standards and their objectives.
Who invented MBO?
- MBO was invented by Peter F. Drucker, a management consultant, educator,
and author. Drucker's 39 books have been translated into more than thirty-six
languages.
What are some drawbacks of using MBO?
- As MBO is entirely focused on goals and targets, it often ignores other parts
of a company, such as the corporate culture,
What is the difference between MBO and by exception (MBE)?
- where objectives or standards are managed in MBE, management only
addresses instances where objectives or standards are transgressed. thus,
workers are left alone until and unless proficiency is not met.
B. QUALIFICATIONS OF AN EFFECTIVE MANAGER
What Are the Most Important Qualifications of Managers? (Lisa McQuerrey,
2018)
- Managers are charged with overseeing staff, and in general, ensuring that an
office or business runs directing various aspects of daily business operations,
or single projects, depending on the size of a company. Managers may oversee
entire departments and the scope of responsibilities. As such, it's critical that
managers have certain qualifications to help their efforts.
KNOWLEDGE OF INDUSTRY
- One of the most critical qualifications for a manager is that of knowledge of
the industry. Understanding the best practices in a business and having a good
grasp of overall operations is key to effectively managing people and
processes. That knowledge may be gained from formal or vocational
education, or from work experience
Good Communication Skills:
- Managers must be able to communicate effectively with employees,
customers, and supervisors. This means having good written and verbal
communication skills and an ability to read people, troubleshoot problems,
and help teams collaborate as necessary. A manager should also be able to
effectively articulate needs, convey information, and provide status updates to
higher-ups in a company.
- IS A STRATEGIC MANAGEMENT MODEL THAT AIMS TO IMPROVE
PERFORMANCE ACCORDING TO THE THEORY, HAVING A SAY IN
GOAL SETTING AND AGREED TO BY BOTH MANAGEMENT AND
 EMPLOYEES. AN ORGANIZATION BY CLEARLY DEFINING
OBJECTIVES THAT ACTION PLANS ENCOURAGE PARTICIPATION
AND COMMITMENT ACTION EMPLOYEES, AS WELL AS ALIGNING
OBJECTIVES ACROSS THE ORGANIZATION
ABILITY TO DIRECT PEOPLE
- Managers often direct the activities of other staffers, and as such, must possess
the ability to bring people together around a common goal. This may mean
helping employees set goals, establishing parameters, and having the
resources necessary to do their jobs efficiently. for how work is performed and
ensuring that staffers' skill sets to necessary job tasks and help them pivot as
Managers must be able to match individual employees necessary to
accomplish objectives.
Time Management Skills:
- Solid time management skills are a critical management requirement. This
means not only being able to effectively budget their own time but also that of
employees. This relates to prioritization, delegation, juggling multiple
competing priorities, and ensuring that the most critical tasks are always
addressed. Managers must also have the ability to pick up slack for their
teams, when necessary.
Problem-Solving Ability:
 Managers are regularly charged with solving problems, ranging from the
simple to the complex. This requires a clear head, a calm demeanor, and an
ability to have pinpoint focus when necessary. Managers must have a strong
internal fortitude that enables them to help staffers assess and resolve issues,
all while maintaining the integrity of the organization.
 Depending on the particulars of the management role, managers may be
required to also hold a particular degree or certification, or have a degree or
specialized training related to their business or industry.
 General managers are sometimes called operations managers because they are
responsible for the successful day-to-day functioning of an organization.
Though they may have a nice private office, they spend most of their time
visiting different parts of their facilities to encourage teamwork and efficiency.
Formal education, strong communication skills, and prior experience are
preferred qualifications
Leadership qualities:
- General managers are often the highest-level employees in a business, and
their authority is sometimes exceeded only by chief executive leadership
skills. They must be able to coordinate officers. Being at the top of the
organization requires resources, including money, time, and people. Problems
timely manner. They juggle several tasks at once and must be quickly resolved
and decisions made in a hurry to meet looming deadlines. Interpersonal skills
must seamlessly organize and direct key business vendors and customers.
Finally, general managers are important because they interact with employees
and operations. Additionally, successful general managers communicate goals,
standards, and policies clearly and persuasively.
Education and Training:
- Most general managers manage a field related to their work. For example,
engineering executives may have an electrical have a bachelor's degree in
business administration, Business Administration, especially if they have a
large engineering degree. Many also have a Master's of organizations.
Through college coursework and on-the-job training, general managers gain
 expertise in marketing and human resources. Certification is also all aspects of
business, including finance, and logistics, available from the Institute of
Certified Professional Managers. While not compulsory, the Certified
Manager credential can enhance a job applicant's prospects.
Practical Work Experience:
- A core requirement for general managers is experience, which gives them time
to learn different facets of the business. Many start in staff and technical
positions before being given tasks of increasing responsibility. They may then
be promoted to project managers, in charge of small teams, before becoming
department heads who lead larger groups responsible for specific business
areas. After proving their skills and dedication to the company, department
managers may be tapped for a general manager position.
HOW TO BE AN IMPACTFUL MANAGER
Examples of weaknesses for a manager position
- Good managers understand that teamwork is critical to organizational goals,
and fulfilment of a corporation's mission statement. Managing a team well has
many to the successful implementation and realization of positive effects such
as boosting productivity in work groups. A manager has much to offer teams,
in the way of and many other much-needed skills team needs to be
experienced, direction, goal-setting, clear communication, successful in
carrying out daily functions.
Goals and guidelines:
- A manager can offer teams goals and guidelines that are expected of them, and
so that each member of a team can take responsibility for the role they have
on so a team is confident about what a team is. Managers can provide clear
guidelines about being responsible while serving on the team. This a project
and defining what each team member should do eliminates any confusion as
to a team member's role and responsibility while on a team.
Direction and delegation:
- Managers also offer direction about where a team is going. If a team is not
headed in the right direction when trying to accomplish a certain task, or when
trying to meet certain goals, a manager can steer the team back in the right
direction. A manager can also delegate tasks to individuals on the team with
the appropriate skills, tasks, and experience to carry out those tasks in the
most efficient manner possible. A manager has the ability to empower team
members to carry out projects with direction and oversight without
micromanaging tasks and job duties. This is an encouraging way to boost a
team's morale
Communication:
- It is also important for managers to communicate with teams on a regular
basis. Some prefer daily communication, while others have weekly team
meetings. These meetings provide opportunities for employees to voice their
concerns, impressions, suggestions, or questions they have about their roles,
responsibilities, or duties. These are also opportunities for managers to show
their own experiences with team members, which can help teams from shared
experiences and build a sense of camaraderie without compromising the
manager's authority.
Offer Rewards:
- Managers also have the ability to offer incentives and rewards for meeting
their goals and project guidelines. This can serve as motivation for team
members to work together in a positive and productive manner. Managers can
work with team members in a collaborative manner to decide what type of
 reward works best to motivate each member of the team the most when
deciding an incentive.
- Good examples may include gift certificates, a lunch at a favorite restaurant, a
day off for employees on the team, a small bonus, or other incentives that
team members agree on.
UNACCEPTABLE WORKPLACE BEHAVIORS
- As the job title suggests, an assistant manager helps to keep a store,
department, or team running smoothly by performing some managerial tasks,
such as scheduling work times and evaluating employee performance.
Depending on the industry, she might also be responsible for handling
escalated customer queries, since assistant managers often work in a
customer-facing role. One of the main tasks is to step into what is often seen
as a stepping stone for those who wish to manager's shoes in the manager's
absence. The role works its way up to a management position.
Supervise the Team:
- In most organizations, it's the assistant manager, rather than the manager, who
supervises and manages employees. Day-to-day, these vacations, handling
staff queries, and taking disciplinary might include organizing the team
schedule, and authorizing action. Assistant managers are also responsible for
evaluating employee performance and arranging staff training and
development programs to plug any skill gaps.
Help Unhappy Customers:
- In retail and hospitality people help unhappy customers to their overall
satisfaction, such as organizing refunds and returns. The assistant manager
will also be the first escalation point for customer complaints. To successfully
perform these duties, an assistant manager needs to have strong interpersonal
and communication skills and the ability to stay calm and polite under
pressure.
Stand in for Management:
- Assistant managers work side-by-side with a general manager and must be
capable of "acting up" in the general manager's absence. This means she must
be familiar with the main aspects of the manager's job and be ready to perform
those duties when needed without burdening upper management. As an
assistant manager, you are next in line for a promotion to general
management. Stepping up to the role, albeit temporarily, is a good way to
showcase your abilities.
Handle Employee Complaints:
- Most businesses have a process for employees to report problems, whether
those problems concern a scheduling conflict, pay discrepancy, or an issue
with one of their co-workers. Often, the process starts by reporting the matter
to the assistant manager. To succeed in this role, you should be comfortable
listening to grievances and understand the proper channels for getting them
resolved quickly and professionally.
10 REQUIREMENTS OF THE PERFECT MANAGER (Alan Nortor, 2012)
1. Be a "people person" - Nord is people and we are looking for managers who
are people. You should be comfortable with the section. You should know how
people work and know how to motivate your team. If you are better e
computers than people and understand Klingon better than English, you are
not a good fit for our Communications Services Center, and suggest your
general team. We may, however, have an opening in sending your resume/CV
via email with the words "CSC MAS, ROOM in the subject line. A good sense
of humor is a must-have attribute.
2. Be visionary - who can Identify the next product or service that will Can you see
the future? We need managers who can identify the next product or service that will
be in demand and bring it to life. You should be going your definition of "visionary"
is the try and effectively use your resources to "create the ability to see out a large
envision your career with to see out a large picture window in a corner.
3. Be a good communicator - You should be able to communicate effectively. Good
communication is a two-way street. You will public speaking, email,
teleconferencing, and face-to- using methods, including visual presentations, be
required to routinely update your employees on their and the team's performance. You
will communicate any feedback from upper management and customers'
performance. will provide feedback via a process called "Rate your and provide status
information when asked. Employees boss," which will enable managers to improve
their performance.
4. Be technically proficient - The we products create are technically complicated.
You don't need to be able to code in C#, but you should be able to give technical
guidance and decide the best strategies and methods for success. And no, having
watched Happy Feet or the March of the Penguins does not qualify you as technically
proficient.
5. Put your employees' needs first - We need managers with a selfless attitude who
are willing to fall on their sword (figuratively not literally) to meet the needs of their
staff. Climbing the corporate ladder should come second to the needs of those
working in the weeds. Our philosophy here is that our managers succeed best by
satisfying the needs of their team. For example, you will be required to provide the
tools your team needs. Each quarter, you will be given a bonus to distribute as you
wish. "Selflessness" means giving those funds to your top performers and not using
them for a round of golf with the secretary.
6. Encourage teamwork - Teamwork is important. Not only are you required to
encourage the best practices for building teamwork, you are considered a part of the
team. We have no doors.
7. Lead by example - The best managers lead by example. All managers are required
to dress and act professionally at all times needed. Leading by example means
working late and being available to give guidance and help when on weekends with
your employees, parking with your employees, and using the same washroom as your
employees. It's all about doing instead of pontificating -- and doing the right thing.
We consider leading your team off a cliff the wrong thing -- misguided lemmings
need not apply.
8. Treat your staff like professionals - You should have confidence in your team's
proficiency to decide most issues by themselves with only your guidance, as required.
We treat every employee as a professional who doesn't need immediate supervision.
You will be looking over your workload and not over your employees' shoulders. And
isn't that a comforting thought
9. Encourage professional growth - All managers are expected to grow their skills
and those of their team members. One of our mottos is "Be more than you are." No,
that motto is not displayed outside the company cafeteria. Another of our mottos that
encourages professional growth is "Keep moving forward" -- and it is proudly
displayed in the cafeteria and on the dashboard of all company vehicles.
10. Do something special - Satisfying all the above criteria is not enough. employees
that need guidance. You are also required to do something special for your We believe
that life is too short not to have a little sleep, followed next by time spent working.
We bit of fun along the way. Most of our lives are spent therefore require our
managers to create an atmosphere of fun (in the workplace that is, not in, bed). A
good manager is also in the memory creation business. In the big scheme of things, a
manager who doesn't create happy memories is a failure in the game of life.
The bottom line is that looking for the perfect boss can be fun. Of course, I expect
you to "add" to the fun by including your job requirements.
A word of caution - At one company, my team and I had the privilege of
interviewing applicants who wanted to be our next supervisor. I emphasized that I
expected our supervisor to be available to help in any way he or she could to meet our
team's objectives. Somehow, that requirement was lost after the hire. I attribute this to
the swelling of the head and the pressure on the prefrontal cortex that often results
from landing a managerial position. I've solved that problem.
OUR COMPETITION
CONTOSO
- Our product is priced below that of other companies on the market
- Design is simple and easy to use, compared to the complex designs of the
competitors
- Affordability is the main draw for our consumers to our product
COMPETITORS
- Company A The product is more expensive
- Companies B & C The product is expensive and inconvenient to use
- Companies D & E The product is affordable but inconvenient to use
C. EFFECTIVE MANAGEMENT STYLES
- Management Techniques and Leadership Strategies You Can Use Right Now
Whether you're taking your first foray into leadership or you simply want to
enhance your style and tap into a new process, here are 6 techniques that can
boost your ability to lead and improve the performance of your team.
1. Motivate, Don't Dominate - It often happens that new leaders have trouble
exerting power and influence without being overbearing. An attitude of
domination certainly won't help encourage your team or help you earn trust.
Instead of focusing on being controlling, focus on ways to motivate the work
each individual does; recognizing a job well done team to do its best. You can
do this by incentivizing and making each person feel like she has the power to
accomplish everything you expect is far more effective than instilling fear or
worry in your employees.
2. Learn How to Listen - You're more than just an authoritative figure to your
team, you're also a confidante. By listening to your employees, you can not only
build up their trust, but you can also identify legitimate problems they are having
and help them find solutions.
3. Learn How to Hold People Accountable - You have certain expectations for
your team, as any good leader should. And if a team member doesn't live up to
your reasonable expectations, there should be a set of consequences in place. You
can always start with a simple verbal warning, and then move on to a written
warning and so on depending on the regulations in place. your company
4. Be Human - Too many new leaders think they must be robotic and free of
personality in order to get respect. But your team will respect you more if you act
like you. Always be professional, but don't be afraid to let your real self show. It'll
make you more relatable and trustworthy.
5. Look at Failure and Mistakes as Learning Opportunities - No one looks
forward to making a mistake or failing to meet an objective, but everyone can
learn from mistakes. Second chances can encourage better work you apply lessons
learned from errors; they will feel the next time around. Further, when your team
sees more comfortable and confident working under you and learning from you.
6. Show Your Employees That They Matter - There is nothing worse for
motivation than unimportant. Every employee brings a necessary talent, and
working with a dismissive leader who makes people feel - a contribution to the
table -never forget that.
10 GOLDEN RULES MANAGEMENT OF EFFECTIVE
Even if your job title doesn't include "manager," there's a good chance you'll have
to handle some management duty sometime in your career. And, as an
entrepreneur, you're already a manager, because almost every one of your
responsibilities has some management element to it.
In short, your employees are the ones making your vision a reality, and your job is
to make sure they do it efficiently.
But being an effective manager is about more than just driving your employees to
work harder -- or more efficiently. Forcing employees to work a certain way can
breed resentment, even disloyalty while being too soft can lead to bad habits,
laziness, or boredom. There's no "right" management style, as each employee and
company is going to have an individual perspective.
But there are some universally "wrong" ways to manage. Avoid them by
following these 10 "golden" rules of effective management:
1. Be consistent. This is the first rule because it applies to most of the others.
Before your management approach can be effective, it must be consistent. You
must reward the same behaviors when they appear and treat every behavior
every time they appear, discourage the member of your team with an equal,
level-headed
2. Focus on clarity, accuracy, and thoroughness in communication. How you
communicate with your team can dictate your eventual success. or just doling
out company updates, strive for relaying instructions, recapping meetings the
clarity, accuracy, and thoroughness of your communication. This goes for any
other medium, email, or a phone call. Clarity, accuracy whether that means in-
person communication, way the best miscommunication and keeping your
team on the thoroughness of your communication.
3. Set the goal of working as a team. If you want your team members to work
together, have them work on something together. Setting goals just for the
department or one individual breed a limited mentality and forces team
members to remain isolated. Instead, give staffers a unified focus and purpose,
to inspire them together.
4. Publicly reward and recognize hard work. When a member of your team
does something with a bonus, an exceptional, reward him/her small trophy, or
even just a vocal recognition. Do this in front of the group; it will make the
intended recipient feel good and show the rest of the team that hard work is
rewarded. The only caveat goes back to rule one: Be consistent in your
rewards so you won't be seen as playing favorites.
5. Be the example. As the manager and leader, you should set an example in
terms of your behavior. If you show up late, your team will be less punctual. If
you lose your temper easily, others will be amiss in keeping their emotions in
check. Strive to be your own ideal of the perfect worker, especially in front of
the team.
6. Never go with 'one-size-fits-all - Your team has strengths, weaknesses, and ideas.
Never use the comprised of individuals with unique preferences, the exact same
approach to motivate, encourage customize your approach to fit each one. or mold all
of them. Focus on individuals, and
7. Remain as transparent as possible - Transparency shows your integrity as a
leader, and builds trust with the individual members of your team. If you lie about
something or withhold information, you could jeopardize your relationships and the
respect you command as a leader.
8. Encourage all opinions and ideas. The more people actively participating in
discussions and attempting to make improvements to the organization, the better.
Never chastise a team member for voicing an opinion respectfully -- even if it goes
against your original vision or isn't well thought out. Cutting someone down for
voicing an opinion builds resentment, and discourages people from sharing their own
new thoughts.
9. Help people enjoy work. You don't need a pool table or dress code abolition to
make work fun. You can make the workday more enjoyable with such new elements
as surprise lunch outings, a dedicated break room, or even just casual conversations
with your workers. Help your people enjoy coming to work, and they'll do their best
work for you.
10. Listen and ask questions. If someone doesn't agree with your management style
or doesn't like the direction of the company, don't silence that person. Listen. And ask
questions of your entire team: What do you think of this? How do you feel about that?
This open dialogue makes it easier to proactively identify problems and work together
to create a mutually beneficial environment. It will also make your employees feel
appreciated and acknowledged.
As you'll notice, these rules leave plenty of leadership and management. They stand
as wiggle room to apply your own personal "brand" fundamental truths,
considerations, and principles rather than a strict instruction manual to success. Stay
that govern an effective management role rather true to these principles in addition to
your own, and you'll unify your team in an enriching environment. rewarding and
D. IMPACT OF MANAGEMENT STYLES?
How do Different Management Styles Affect Employee Motivation and Productivity?
(PAUL TOWERS, 2017)
Whether you manage a large team, an entire business, or perhaps just one or two other
people, it is why the use of popular dispatch software is being put your job to make
sure that the work is done. No wonder into placed in various businesses. Every
business owner wants to get the best results from their business and with the help of
technology, this can help them reach their goals.
If you are struggling to think of innovative ways to effectively manage your business,
it might help if you look into something like Managed Services Diagram, just so you
can get an idea as to why productivity and management are important factors in any
business. As well as this, we all know that running a business is not always easy. But
it can be a lot easier with the help of online tools such as Evosus' all-in-one business
management software and implementing these various management styles within the
workplace. Every business is different, so as long as you can find what works for you
and your team, that's all that matters.
One of the main influencing factors in this has to be the motivation of your
employees.
Employees who are lacking in motivation are less likely to be focused on their work.
They will also be less likely to take on any challenging parts of the role or to go
above and beyond what you expect from them.
What you may not realize is that your management style could be having a huge
impact on employee motivation, and employee productivity.
Here are some of the ways that your own particular approach to management could be
having a detrimental effect on the motivation of your employees.
Autocratic Management Style: How different Management Styles affect motivation
and Productivity – Autocratic.
This particular style of management is when there is usually one person who has the
say on any decisions that are made. There is no argument when it comes to the
decision they have made, and they will not accept suggestions.
Adopting an autocratic management style can affect employee productivity and
motivation as it tends to:
 Create a sense of mistrust between Managers and employees
 Not the ideal place to foster creative ideas from employees, nor encourage
them to take ownership of their roles.
 Make staff feel as if they are easy to replace, and not key to the company,
given they are only performing a job that has been laid out step, by step for
them.
 Each of these management traits can impact employee motivation, and if you
find yourself adopting an autocratic management style, you should ask
yourself how you can empower staff to make their own decisions and take a
more proactive role in the day-to-day management of their job function.
Democratic Management Style
How Different Management Styles Affect Employee Motivation & Productivity
Democratic
 If autocratic is a "do as I say" approach, then democratic is definitely more geared
towards everyone.
These types of managers will be more than happy to listen to thoughts and concerns
raised by their staff, even when it comes to making a big company-wide decision.
As a result, a more democratic management style typically has a more positive impact
on employee productivity and motivation by:
Giving employees a sense of ownership of their to-day role. Allowing the
employees to feel as if they have real input into the daily operations of the business,
and to see that their voice is actually heard by management.
Create an environment move open to new ideas and innovation, or at the very
least provide a platform in which they can be discussed. While a democratic
management style is often considered the best approach, there are times, and people
who don't have highly regulated industries or positions that involve a necessarily
respond well to this type of leadership. In a great deal of risk (i.e., working in the
armed forces) it is often worth trading employee flexibility/independence for the
safety and security of the team as a whole.
A laissez-faire management style is a much more casual approach to leadership.
These managers believe that an employee-led approach is the way to go and provide
minimal oversight into the day-to-day role of their employees.
Often, they will encourage their staff to make their own decisions and set their own
task list. This works particularly well where you have a self-motivating workforce
who have “bought into" the project as a whole and aren't necessarily working in the
role solely for
The key benefits of the Laissez-faire management style when it comes to employee
productivity
 Lead to new and innovative ideas being rapidly adopted within a company.
 Employees are self-motivated and work at a higher pace/intensity given their
personal interest in the tasks assigned to them. Now don
 A flexible management structure allows employees to better balance work and
family commitments which may increase employee retention rates. The
United States of America has reported that 90% is the average employee
retention rate and this could be because of the flexible structure that has been
provided for the employees.
 While the laissez-faire approach can be a very productive environment in
some industries it doesn't suit all employee types. Often there are people who
want direction or to simply be told what to do.
In this instance adopting a laissez-faire management structure is likely to lead to a
decrease in productivity as your employees simply don't know what to do on a daily
basis.
At the end of the day, your job as a management and leader within your organization
is to understand your employees, the industry and the tasks that need to be completed
and then adopt the management structure that is going to lead to the best possible
outcome. In many instances you may even find yourself taking a hybrid approach
depending on the specific projects or people you manage.
How These 6 Leadership Styles Affect Performance (Jade Anderson, 2018)
Leadership Styles
The leadership of a company can greatly impact a range of aspects within the
business. Poor leadership will see poor performance and potentially even hit profits.
It's often said that people leave managers, not companies, which would suggest it's
clear that leadership on the culture and the performance of a company. Staff look to
managers and leaders to motivate and encourage them. Good managers will empower
Effective leaders’ cycle through different styles throughout the week to best engage
with certain staff, navigate a particular situation, and get the desired results.
It can be difficult to understand the different styles of leadership and when to use
them, but the better a leader knows which styles they can and should use, the more
effective their team will be.
Here are six leadership styles and how they affect performance:
1. Coercive. Most of the time, a coercive leadership style is not the best approach. A
coercive leader demands authority and complicity. They have a strong drive to
succeed but are often negative, and critical and rarely give out praise.
Good leaders shouldn't exert their authority over others, namely because people don't
appreciate being ordered what to do. This leadership style greatly affects the team's
morale and can make it difficult for employees to be honest and transparent, for fear
of being humiliated or demeaned.
If employees are too afraid to voice issues, s can arise. This type of leadership will
likely see despise the company. A coercive leader can often assume a high turnover
rate, and those who stay may eventually that money is the only motivator for people.
Because of employee's job satisfaction and commitment to the company can be
greatly affected. can be helpful.
While it's clear that this style of leadership is where quick decisions and actions need
to be made, it
2. Pace Setter. The pacesetter generally sets high standards by leading by
example. They're hard workers, highly motivated, and constantly use initiative
to try and move the company forward at a faster and better rate. Often, they
will pressure their team to do the same. While at first glance, this might sound
like a good, strong leader, it can negatively impact performance.
Those who can't keep up with the high expectations feel as though they are failing,
and morale will suffer. Because pacesetters like to move fast, they rarely stop to give
feedback or encouragement, or simply point out the things that are wrong.
Often, pacesetters will micromanage their team. This will have a negative impact on
motivation and commitment, and will also affect the trust within the team. As a
leader, it's important to remember the individuals in the team. Everyone is different
and will work at a different pace.
As long as expectations are fair, moving a bit slower than the pacesetter does not
always constitute poor performance.
3. Visionary. Visionary leaders lead with their confidence, enthusiasm, and good
communication skills to create, communicate, and work toward a vision.
Visionary leaders work great for a team that needs a goal to work towards but
wants the freedom to innovate and experiment.
Visionary leaders empower, giving those in their team the confidence This helps
employees see how they fit into the team to take calculated risks and work
towards a shared goal. what their contributions mean in the bigger picture.
What is Workplace Abuse?
- Great visionary leaders also resolve conflict, which will happen when
giving people the freedom to innovate. And while they promote
innovation, visionary leaders still set boundaries and parameters, keeping
people accountable for their actions. This makes visionary leadership one
of the most effective and positive styles for most circumstances.
4. Democratic. Democratic leaders look to build strong teams through consensus
and collective knowledge. Teams under a democratic leader often have high levels
of commitment due to being involved in the decision-making process. This
inclusiveness keeps the morale high.
This leadership style is best used when a strong direction is needed to be in place.
It allows the company to move towards goals that the whole team can get behind.
However, if a consensus can't be reached, it can slow down workflows and cause
frustration. Therefore, the democratic leadership style is best used in certain
situations. For example, when the leader isn't experienced, or uncertain of what
the next step should be.
5. Coach. The coach leadership style aims to provide one-on-one, personalized
feedback to help employees improve and reach their personal goals.
The coach, so to speak, encourages their team members to try things, experiment,
and not be afraid of failure. Coaching works best when people want to improve
their weaknesses and focus on career development. A good coach leader will be
empathetic
6. Affiliate. Affiliate leaders aim to please people. This involves frequent praise and
feedback and can result in a confident, strong team.
This is great for organizations that are in communication and trust. In an environment
where need for a morale boost, team building, or improvement trust is strong
communication is open, ideas are shared easily and innovation is free to occur.
The downside of an affiliate leadership style, especially if it's the only style used, is
that poor performance can go uncorrected.
This can spell disaster for the team as they can be misguided. In other circumstances,
it could frustrate a team when someone who isn't pulling their weight seemingly goes
unnoticed.