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59
СТУДЕНЧЕСКАЯ ТРИБУНА
УДК 331.1
ОСОБЕННОСТИ РАЗЛИЧНЫХ СТИЛЕЙ МЕНЕДЖМЕНТА KEY CHARACTERISTICS OF DIFFERENT MANAGEMENT
STYLES
Агаджанян А. С.
Южно-Российский институт управления - филиал Российской академии народного хозяйства и государственной службы
Agadzhanyan A.S.
South-Russia Institute of Management - branch of Russian Presidential
Academy of
National Economy and Public Administration
Аннотация: В статье раскрываются основные стили менеджмента, применяемые на практике менеджерами по всему миру. Рассматриваются основные черты стилей менеджмента, условия их применения. Анализируются культурные различия стилей менеджмента на Западе и на Востоке.
Ключевые слова: менеджмент, менеджер, стиль менеджмента, принятие решений.
Annotation: The article reveals main management styles practiœd by managers all over the world. The author considers key characteristics of management styles, conditions of their using. The paper analyzes cultural differences in management styles in the West and in the East.
Key words: management, manager, management style, making decisions.
Every enterprise and organization should effectively use all available resources, including the managerial. [1] Managers perform many functions and play many roles. They are responsible for handling situations which distinguish from each other. [2]
Handling such situations, managers use their own management styles.
Some management styles may be suitable for concrete situation and some may be ineffective. Therefore, knowing different types of management styles the managers will handle different situations the optimal way.
So, let's have a look at four main management styles practiced by managers all over the world.
1. Autocratic.
Using this style the manager becomes the sole decision maker. The manager does not care about the subordinates and their involvement in process of making decision. Therefore, the decisions reflect the personality and the opinion of the manager and does not reflect the team's collective opinion. In some cases, this style of management can move a business towards its goals rapidly and can fight through a challenging time.
On the one hand, if the manager has a great personality and experience, the decisions made by him or her could be better than collective decisions. On the other hand, subordinates may become dependent upon the manager's decisions and may require thorough supervision.
There are two types of autocratic managers:
Directive autocrat. This type of managers make their decisions alone and supervise the subordinates closely.
Permissive autocrat. This type of managers make their decisions alone, but allows subordinates to freely execute the decisions.
2. Democratic.
In this style, the manager is open to other's opinions and welcome their contribution into the decision making process. [3] Therefore, every decision is made with the majority's agreement. The decisions made reflect the team's opinion. For this management style to work successfully, reliable communication between the managers and the subordinates is a must.
This type of management is most successful when it comes to decision making on a complex matter where a range of expert advice and opinion is required. Before making a business decision, usually a series of meetings or brainstorming sessions take place in the organizations, which are properly planned and documented. Therefore, organization can always go back to the decision making process and see the reasons behind certain decisions. Due to the collective nature, this style of management gives more employee satisfaction. [4]
But it is significant, that making decision through the democratic style takes too long for a critical situation, then using autocrat management style.
1. Paternalistic.
This is one of the dictatorial types of management. The decisions are usually made for the best interest of the company as well as the employees. When the direction makes a decision, it is explained to the employees and obtains their support as well.
In this management style, work-life balance is emphasized and it eventually maintains a high morale within the organization and guarantees the loyalty of the employees.
One disadvantage of this style is that the employees may become dependent on the managers and the creativity within the organization will be limited because of that.
2. Laissez-faire.
In this type of management, the manager is a facilitator for the staff. The employees take the responsibility of different areas of their work. Whenever the
employees face an obstacle, the manager intervenes and removes it. In this style, the employee is more independent and the manager has only a little managerial tasks to perform.
Comparing with other styles, there is a minimum communication between employees and managers in this management style. It is the best suited for companies such as technology companies where there are highly professional and creative employees.
But it is also important for manager to know another significant thing when they choose their own management style: there are some cultural differences in management styles in the West and in the East.
The typical East management style can be summarized as «Parental» versus the more «Democratic» style in the West.
In the West, the ideal boss is a «resourceful democrat». He sets the vision and strategy for the business but empowers subordinates to execute. He encourages two-way communication with his employees and allows bottom-up input in decision-making.
In the East, the ideal boss is a «benevolent father». He is like a parent who supervises his children on everything that need to be done. He believes in discipline and attention to details and manages his people at a micro level. He also spends lots of time caring for the personal welfare of his employees and regards it as part of his job.
In conclusion, different management styles are capable of handling different situations and solving different problems. Therefore, a manager should be a dynamic person, who has insight into many types of management styles.
Список литературы:
1. Денисенко В. А. Эффективность управленческих практик руководителей организаций сферы торговли и услуг // Государственное и муниципальное управление. Ученые записки СКАГС. 2013. №3. С. 73-80.
2. Полковникова Т.Н. Развитие управленческих способностей руководителя (социально-психологические особенности) // Государственное и муниципальное управление. Ученые записки СКАГС. 2011. № 3. С. 26-40.
3. Котова Н.С. Диалог как средство социокультурного взаимодействия людей // Гуманитарные и социально-экономические науки. 2005. № 4. с. 92-93.
4. Царев А.И. Стиль работы руководителя - залог эффективности деятельности муниципалитета // Государственное и муниципальное управление. Ученые записки СКАГС. 2009. № 2. С. 56-67.
