Are You a Good Manager? Find Out Here
Managing talent is a vital responsibility in any organisation. Managers are expected to get the most out of their employees and ensure a productive work environment. A good manager is typically someone who is able to think critically, solve problems, and inspire others.
A 2021 study by Microsoft, however, found that many managers are out of touch with their employees, with 61% of managers thriving while 37% of employees struggle to keep up with tasks.
Companies can experience a high turnover rate when employees feel disconnected from their managers. This is exemplified by a Randstad study, which discovered that 30% of Malaysians intended to change jobs, with a top motivating factor being the desire for good management.
You have the opportunity to change those statistics by pursuing a Master of Business Administration from Sunway University Online. Learn how to become a modern business leader who understands which management style best suits you and your organisation, while fulfilling the growing demands of both employers and employees.
What are Management Styles?
Management styles refer to the types of leadership methods that managers use to run a company and its people. Each style is relative to personal preferences, expectations, and goals.
As a manager, you are responsible for the work of your team. By understanding what makes a good manager, you can support your team while making decisions based on the needs of the company.
There are many ways you can manage your team members, with each approach having its own positives and negatives:
Autocratic Management Styles
Autocratic management styles have rules and regulations that are not necessarily present in other management styles. They give the leader full autonomy to make decisions, in order to maintain a controlled working environment.
Despite this management style being the least preferred among employees, Elon Musk, founder of Tesla and SpaceX, is a globally successful entrepreneur known to use this method. As an autocratic leader, he regularly oversees and micromanages his employees to ensure high productivity and the quality of products.
1. Authoritative management style
This is an approach that encourages employees to follow long-established policies and procedures. Managers who practise this style of leadership often have detailed knowledge of what to do and how to do it. From the start, employees understand what their duties are, why they must carry them out, and their expected performance measures.
Positives |
Negatives |
---|---|
Decisions can be made instantly |
Employees tend to resent managers who practise this leadership style |
Less confusion as employees are given specific instructions |
Creativity and innovation are stifled
|
Increased productivity under supervision |
Increased likelihood of a high turnover rate |
2. Persuasive management style
Persuasive managers motivate their employees to achieve their objectives by encouraging and leading them with supervision and direction. This leadership style allows a manager to be both empowering and demanding, without hostility from employees.
Positives |
Negatives |
---|---|
Employees are accepting of decisions made without their input |
Difficult to discover better methods to complete a task |
Increased trust between employees and managers |
Limits feedback from employees
|
Quick and easy decision-making |
Employees aren’t able to grow their skills and enhance their knowledge |
3. Paternalistic management style
This top-down approach sees managers assuming responsibility for an employee's success and welfare. It stems from the act of paternalism, which is often described as limiting an individual’s autonomy for their own good. However, in this case, paternalism refers to shielding employees from risk, failure or reality.
Positives |
Negatives |
---|---|
Decisions are made based on employee welfare |
Managers could be viewed as patronising or condescending |
Upskilling of employees is encouraged and valued |
Employees might become too dependant on managers, resulting in inability to make independent decisions |
The rationale behind each decision is explained to employees |
Could incite feelings of disgruntlement as employees are not given a say in decision-making |
Democratic Management Styles
Democratic management styles depend heavily on the input and participation of employees, peers, and the community, to develop plans based on their needs. It’s a bottom-up approach where employees are able to influence managers, with decisions made based on consensus.
Take Tim Cook, CEO of Apple, as an example. He is known as a democratic leader who realises his own limitations and often seeks employee input in developing strategies to better business performance.
1. Consultative management style
Consultative management is a style of leadership that focuses on consensus-building, shared goals, and opportunities for employee input. While decision-making authority still lies with the manager, employees are given the chance to consult and recommend what they think is best to improve business performance.
Positives |
Negatives |
---|---|
Promotes trust between employees and managers, and within departments |
Problems may arise if managers practise favouritism |
Managers and employees are able to grow the business together |
Employees might start to lose respect for managers, who get higher pay despite consulting employees when it comes to making decisions |
Enhanced problem-solving as managers turn to employees for help and vice versa |
Time-consuming as managers would consult employees before making a decision |
2. Participative management style
This management style gives employees the freedom to make decisions on their own. It’s a great way to encourage creativity, innovation, and teamwork within an organisation, allowing employees to contribute to meaningful and significant tasks.
Positives |
Negatives |
---|---|
Increased productivity as employees feel respected and valued by managers |
Decision-making takes longer as more people are consulted |
Encourages employees to have a growth mindset |
Potential conflicts among team members as one employee might outshine others |
Develops critical-thinking skills among employees |
Risk of data breaches as employees are given access to sensitive information |
3. Collaborative management style
As the name suggests, this leadership style allows employees to collaborate with each other and their leaders. It encourages frequent communication between managers and employees pertinent to organisational development, ultimately creating a culture that is open, transparent, and honest.
Positives |
Negatives |
---|---|
Employees are motivated to perform better |
Employees might become disgruntled when their ideas are not used |
Workplace conflicts are solved quickly |
Time-consuming as there are many layers of ideation and approval |
Lower turnover as employees are engaged in the job |
In-house promotion might lead to internal conflict |
4. Transformational management style
Transformational management is a leadership style based on the needs of the people in an organisation. This style of management focuses on improving the well-being of employees by honouring their values, fulfilling their needs, and developing mature leaders.
Positives |
Negatives |
---|---|
Employees are more confident in their decisions |
Employees might resign to pursue other endeavours |
Employees are able to adapt to changes and disruptions |
Could potentially cause employees to burn out as there is a constant need to be creative and innovative |
Increased creativity and innovation among employees |
Employees might be bombarded with work, resulting in an unhealthy work-life balance |
5. Coaching management style
In this style of management, managers are able to develop a strong working relationship with their employees by providing support and helping them meet or exceed expectations. Managers who practise this approach offer advice and coach employees through their learning and development.
Positives |
Negatives |
---|---|
Increased employee engagement |
Long-term development that might overlook short-term projects |
Employees produce better work |
The work produced is only as good as the manager’s coaching skills, which take time to develop |
More opportunities for employee upskilling |
Employees might not want to step out of their comfort zone |
Laissez-Faire Management Styles
Laissez-faire management styles are practised by managers who allow employees to take on tasks and responsibilities according to their skill set. This creates a safe environment for workers to experiment with new ideas and challenge themselves to improve their skills.
A famous example of a leader who implemented this management style is the late Steve Jobs, founder of Apple. He believed in hiring experts who could tell him what to do to improve the company’s products and services.
1. Delegative management style
This leadership style entails delegating certain tasks and responsibilities to employees. By doing so, employees are given more freedom in their work as they are trusted to make decisions.
Positives |
Negatives |
---|---|
Fosters innovation and creativity among employees |
Potential decrease in productivity as employees work without guidance |
Promotes teamwork and cultivates problem-solving skills |
Departments may suffer from a lack of direction, resulting in increased workloads |
Higher rate of job satisfaction among employees |
Employees might resent managers for receiving higher salaries while delegating decision-making to lower-level employees |
2. Visionary management style
Visionary managers are leaders who focus on building an organisation based on their vision. They aim to create a culture that supports this vision and, in return, employees are given the freedom to work as they see fit with minimal supervision.
Positives |
Negatives |
---|---|
Decreases turnover rates as employees are satisfied with the job and company |
Some managers lack the means to inspire employees to do better |
Problems are easily overcome as employees possess adequate problem-solving skills |
Focusing solely on the manager’s vision might result in new and improved ideas being overlooked |
Employees produce better work as they aim to achieve the organisation’s goals |
Failure to communicate the vision clearly will result in low-quality work |
Managing in the Digital Age
The pandemic changed how employees and businesses approach productivity, especially when it comes to working from home. A study by Jobstreet in 2021 found that the work-from-home culture is popular among employees from all generations — baby boomers, Gen X, Gen Y and Gen Z — with more than 60% of respondents across these generations giving it a positive reception.
Similarly, a 2021 McKinsey study found that 52% of employees prefer flexible work arrangements. This could result in better performance as they are given more autonomy to carry out tasks and make decisions. Hence, it can be concluded that a blended management approach that incorporates laissez-faire management styles is best suited for remote working arrangements.
What Kind of Manager are You?
Knowing what kind of manager you are is of utmost importance. Sunway University Online’s Master of Business Administration offers a treasure trove of subjects, including People and Organisations, and Leading in the Age of Digital Disruption, that can transform you into a modern business leader with all the right skills.
Learn the ropes of management at Sunway University Online. Schedule a 15-minute call with our Education Counsellors today!