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 Autocratic Persuasive Consultative Participative

Management Management Management Management

makes decision makes decision presents presents
and tells staff. and invites problem, asks problem and
questions. for suggestions staff and
and makes management
decision work together
to make
decision
Autocratic Style
Strong, centralised control with a single source of
authority
The expectation that subordinates follow orders
One-way communication from the top down
External motivation through sanctions and rewards
Need for constant supervision
Poor working relationships
Staff fear management
Persuasive Style
Centralisation of power

Policy and decision making determined by management

Staff are encouraged to commit to tasks through use of

persuasive techniques
Decisions still made for staff even though time is taken by
management to discuss basis for decision making process
Consultative Style
Communication flows both from and to management

Policy making still rests with management but discussions

held with staff prior to the final determination
Can slow decision making
Costly
Change can take longer to establish
Participative Style

Authority and power decentralised throughout the

organisation
Encouragement of employee empowerment (involved
in decision making process)
Frequently adopted by professional organisations
where intellectual abilities and skills of employees are
similar
Employees self directed and intrinsically
motivated.
Criticised by some as style whereby management
abdicates responsibility
In the extreme can lead to a laissez-faire situation
Style of management in which organisation and its people are
allowed to drift with very few useful management outcomes.
Management style selected according to situation.