Horizontal management style. Dictator, liberal, democrat: how to choose a management style

A leader manages a group of people (organization) in accordance with his inherent management style.

The concept " management style" arose following the separation of managerial labor in the activities of the organization. But unlike management style, it does not have independent stages of its development and does not directly depend on the development of science and management practice. The main difference is that management discards outdated methods (methods, models, provisions), enriching itself with new forms and methods. Style reflects more than just best practices. The concept " management style" refers to any form in which managers perform management tasks.

There is a relationship between the concept " management style» with different control categories. Style is at the intersection of the following relationships:

• laws – principles – methods – style;
• laws – principles – style – methods;
• – objectives – methods – style;
• tasks – functions – qualities of a leader – style.

The style combines four interconnected directions into one: style – quality of managerial work – management decision – personnel activities – result.

Relationships style with basic management categories are such that style is a consequence, on the one hand, of management methods, tasks and goals, on the other hand, style influences the application of a particular management method, therefore the style of a manager (management) should be considered as management style.

Style is also subject to the laws operating in the social system and to the principles of management. Objective factors(conditions) style formation are the tasks and functions of management.

The unity of tasks, functions, management methods, leadership qualities and positions of management positions is integrated into the unity of development of the organizational structure and management style. This unity is expressed in the corresponding management mechanism or business activity of the organization.

Management style is a system of established and constantly applied principles, behavior patterns, rules, procedures, reactions to emerging situations, methods characteristic of a particular state, organization and individual.

Depending on what principles the state, organization or individual is guided in their life activities, certain management styles are formed.

Autocratic(from Greek autokrateia - autocracy, autocracy) management style is a form of management when the leader has sufficient power to impose his will on the performers, and, if necessary, does not hesitate to resort to this.

Autocratic management style includes the following types of styles: totalitarian, authoritarian(command) and authoritarian-legal.

Totalitarian style characterized on the basis of complete centralization of power and authority, using coercion, subordination, suppression of people, groups and nations up to their open destruction (examples: Hitler, Stalin, Mussolini, Pol Pot, etc.). With the development of democracy and the creation of rule of law, this style is becoming a thing of the past.

Authoritarian (command) style characterized by the fact that the manager usually centralizes authority as much as possible, structures the work of subordinates and gives them almost no freedom to make decisions. To ensure the job gets done, he may apply psychological pressure through threats. This style is also based on strict centralized control - an oligarchy with a pronounced element of coercion (examples: Brezhnev, Khrushchev, Andropov, etc.).

This management style was widely used during the Soviet period under the administrative-command system of economic management. In modern conditions, this style has been preserved by some managers, entrepreneurs and businessmen in countries in transition, in the CIS and in Ukraine.

Authoritarian-legal style management is characterized by the fact that methods, forms and means are built at the administrative level and are based on administrative legal norms, rules, procedures and laws established by the constitutions and parliaments of countries.

Democratic style governance is carried out through democratic norms, rules, procedures that are regulated by the constitution and laws. This style is based on respect for individual rights and freedoms, on the widespread involvement of people in management (develops self-government) and involves the preparation and adoption of decisions with the interested participation of team members, the most trained specialists and capable organizers. Organizations where the democratic style dominates are characterized by a high degree of decentralization of powers. A leader of this style personally deals with only the most complex and important issues, leaving his subordinates to decide on their own all the rest, in proportion to their qualifications and functions performed. Management through influence and reliance on employees is a characteristic feature of the democratic management style, therefore this style is considered the most effective.

Liberal style management is characterized by minimal participation of the manager in management; the staff has complete freedom to make independent decisions on the main areas of the organization’s production activities (coordinating them, of course, with the manager). This style is justified if the staff performs creative or individual work and is staffed with highly qualified specialists with justifiably high ambitions. This management style is based on high consciousness, dedication to the common cause and creative initiative of all personnel, although managing such a team is not an easy task.

A liberal leader must master the principle of delegation of authority, maintain good relationships with informal leaders, be able to correctly set tasks and determine the main areas of activity, and coordinate the interaction of employees to achieve common goals.

Permissive style management. With this style of management, the manager shows very little concern about both achieving the goals of the organization and creating a favorable socio-psychological climate in the team. In fact, the manager withdraws from work, lets everything take its course and simply spends time passing on information from superiors to subordinates and vice versa.

Mixed style management is inherent in managers who show equal concern both for achieving high production results and for their subordinates. Such leaders achieve average results in both areas of style components.

Choosing a management style is a very important stage in the development of any manager. Style and character have a huge impact on your team. The most important thing is that by knowing your style and character, you can accept people who fit your style, thereby reducing the number of management mistakes. Despite the importance of management style, new managers tend to simply copy the behavior of their boss. Such imitation sometimes works out well. But more often than not, it doesn’t look natural, it doesn’t allow you to establish relationships with subordinates, and most importantly, such a manager won’t be able to reveal his talents.

What a manager should know

I am often asked: what does a new manager need to know first? As a rule, everyone is very interested, especially and. You can also hear questions about. People like to ask these questions on. Much less often, young managers think about what style of personnel management they should choose. In most cases, a new manager simply copies the behavior of his boss. He simply did not see anything else. It is very rarely taught that people can be controlled in different ways.

Training operational management is the task of middle managers; training middle managers falls on top management. You shouldn’t hope that a person picked up some practices from university or found them somewhere on the street. Manager training should include several fundamental things.

Understanding the goals and objectives for the current position

An explanation of what tasks the manager solves and what tools he uses will help the manager understand how his new position differs from the previous one. At this stage, the manager needs to explain the difference between an operational manager and a subordinate, between a middle manager and a lower level manager. When moving from one position to another, an employee does not always understand how his responsibilities have changed. Often an employee tries to continue doing what he knows how to do and what he is good at. For example, a salesperson was promoted to , but he is still eager to go into the fields to sell.

Deliberate team building depending on the manager’s temperament

First of all, you need to pay attention to forming a team, determining the management style, determining the portrait of a candidate for a new team. The main task of a manager is to manage resources, and people are the most difficult resource. A young leader often does not understand how important it is for him. The immediate manager always talks more about daily operational goals, and team building is important, but not urgent, so it often falls out of sight. It’s rare when a manager helps his subordinate decide on his board style and create a portrait of an ordinary member of his team.

Management style depends primarily on a person’s temperament. Temperament has a decisive influence on the selection of people. Now imagine that a phlegmatic person by temperament is trying to use an authoritarian management style. First of all, it will be difficult for the employee, as a result the young manager will quickly. The consequences of such management for the team can be very disastrous.

There is an opinion that a good leader must be choleric. In fact, there are many examples of successful managers of different temperaments. But the most important thing is that it is very rare to meet people with pronounced traits of one temperament. Rather, one can see a mixture of different temperaments from which character is formed. Temperament is the innate characteristics of the psyche; character is the totality of human behavior, developed on the basis of his temperament and habitat. Character can be changed both consciously and unconsciously under the influence of the external environment. Temperament will always be with a person, all you can do is learn to control it.

Leadership styles in management

Leadership styles (management styles, management style, leader styles) are a set of methods of behavior and interaction between a leader and a subordinate. We have already talked about management styles in the article about.

In general, it is customary to distinguish three main styles of managers: democratic, liberal and authoritarian. These three styles balance two important HR characteristics: and employee initiative.

Good discipline creates high manageability; it is easy for a manager to implement any of his ideas. The staff's working day is fully scheduled and everyone knows what to do. We discussed the importance of discipline in the article -. But discipline completely suppresses staff initiative. What does it mean? Employees will not make suggestions for improving and optimizing work; they are passive and, as a rule, not interested in overall success.

Authoritarian management style

An authoritarian management style implies full attention to the task being performed to the detriment of the interests of the individual performer. The attributes of the authoritarian style are: ignoring the opinions of the team, suppressing dissent, severity and even bias in assessing the activities of subordinates. The consequence of such management is uninitiated personnel incapable of independent action. In general, in the realities of the modern labor market, an authoritarian management style is only possible when recruiting personnel who are ready to tolerate such an attitude. As a rule, these are melancholic people, although it happens that completely different people are ready to tolerate a charismatic dictator.

The authoritarian leadership style is perfect for solving quick, one-time tasks, also in situations where there is a very strong charismatic leader, and also when nothing more than executive discipline is required to achieve results.

Democratic management style

The word democracy is heard in every news release; in the 21st century, wars begin for the sake of democracy. The word itself has Greek roots and means the power of the people. The democratic leader makes all his decisions together with the team and relies on their opinion and support. All decisions are supported by the team, the team makes proposals to improve work processes and takes initiative. It is worth noting that in fact, being a democrat is much more difficult than being a dictator. Since he is a democrat, he must still lead people, that is. Achieving this is not so easy; the team will initially reject all new leaders. This is why novice managers often slide into an authoritarian style.

The democratic style is the most flexible; it is suitable for solving various problems. The most important thing is the good management competencies of the manager who preaches this style. For a democratic style, it is very important that all team members are interested in the final result. The democratic style is applicable in sales, when managing managers, in teams where non-trivial problems are solved and creativity is required.

Liberal management style

The liberal style of management is often called free, sometimes even anarchic. The bottom line is that the subordinate is given maximum freedom of action. Sharp corners are smoothed out, management does not conflict with subordinates over minor offenses. In such a team, discipline as such does not exist. In general, this type of management is in demand when a subordinate is motivated to complete a task. As a rule, these are creative teams, as well as highly specialized employees, a kind of genius. For such personnel to work, they need broad autonomy, since pushing them into a general framework reduces their creativity and creativity.

How do you communicate with employees? Do you powerfully control every step, let everything take its course, practice an individual approach? So how does it work? Today we will talk about leadership styles. Make yourself comfortable, let's begin!

Or maybe you haven’t thought about leadership style at all? Business is going well, the online store is developing, why complicate things? Let's Let's look at the main management styles, as well as the pros and cons of each. This will help you understand the strengths and weaknesses of your leadership and determine what style to pursue in the future.

Authoritarian style, or “As I said, so it will be”

Gennady Pavlovich P. has been leading the team for many years. Just as he became a manager back in Soviet times, he still manages. It is clear that after so many years his style has already been formed and is not subject to change. But it should be: Gennady Pavlovich is one of those bosses who firmly believes in the instructions from the joke: “Point 1. The boss is always right. Point 2. If the boss is wrong, see point 1.” Yes, yes, there are still such things. No wonder that there is turnover in his team: young people come, brought up in a new society, who are not afraid to offer their ideas and are very surprised when they come across the principles of their boss. They are surprised and leave - to more loyal leaders. Only the main core remains in the team - people who have been working for decades and have long been accustomed to Gennady Pavlovich’s quirks. And everything would be fine, only this backbone is almost entirely pensioners. they are alien - the company has no development, everything is going on the old fashioned way. The company is not doing well.

Do you know such Gennadiev Pavlovichs? They are also found among the younger generation of entrepreneurs. Usually, very authoritarian, harsh in judgment, recognize only their own opinion. They do not allow the slightest deviation from instructions, regulations, charters and the established order of the company. They carefully observe subordination - they do not take liberties with the common people, this is not a lordly matter. Here's the paradox: they don't trust their own employees, but at the same time they want work tasks to be completed flawlessly.

Disadvantages of an authoritarian style

1. You can throw out the baby with the bathwater: those who are accustomed to not listening to opinions risk not hearing valuable ideas that will bring profit to the company. Anyone who does not allow informal relationships with subordinates may not notice the love of his life or someone who could become his best friend. Human relationships sometimes go beyond the chain of command.
2. Stubbornness is not yet persistence. Fanatical adherence to instructions a step to the left - a step to the right equals execution - a disastrous position for the company. Read the biographies of great entrepreneurs: they all admit that you need to deviate from the rules, think more broadly, and allow creativity.
3. Not everyone agrees to work with a dictator- in companies where an authoritarian management style reigns, the percentage of layoffs is higher. And, as a rule, the most talented ones leave. The ones who survive in such a team are opportunists or conservatives who don’t care.
4. Employees in such companies do not develop, do not offer ideas, and do not learn new things. Maybe they would be happy - but why should they, because it will still be as the local god ordered. And since initiative is punishable, why show it at all?

Pros of an authoritarian style

1. Iron discipline. You can't indulge a dictator: either you fulfill all his demands, or the door to the street is open. As a rule, in such a team fines for the slightest violation bloom in full bloom. Total submission makes employees obedient and agreeable to any demand from management.
2. Clarity and transparency of all business processes. The dictator boss knows exactly how and what is happening in the company at every stage, what tasks are being solved and who is performing them.
3. The employees will not be confused, but they will strictly follow the orders of their superiors - they are no strangers to this. With a democratic or liberal leadership style, this is more difficult to achieve: in the event of force majeure, both management and employees can be stormy like a ship in bad weather. And this is fraught with hasty and erroneous decisions.

Democratic style, or “Let's think together”

Alexey K., a young manager, left Gennady Pavlovich’s company and founded his own business. He decided to learn from the mistakes of others and realized that he would not allow such a dictatorship as reigned at his previous place of work. Alexey recruited young employees who were more like-minded than his subordinates. From the first days, he began to adhere to a democratic leadership style: he discussed the company’s development strategy with employees, listened to their ideas and opinions, and trusted them to work on projects independently. For the workers, he was not a strict boss, but his friend Lekha. One day this almost ruined the company: the employees relaxed and stopped taking Alexey seriously. Some began to be late, miss deadlines for completing tasks, and to the bewilderment of the boss he said: “Whatever, I’ll do it, don’t worry!” When deals with profitable clients began to fall through and the company lost profits, the young businessman realized that it was time to change something.

The democratic management style is a deceptive thing. To the young and modern, it seems to be the only acceptable one and in keeping with the spirit of the times (well, don’t work the old fashioned way!), but if you loosen the reins a little, it will turn out like in the example above. To prevent democracy from turning into anarchy and permissiveness, the leader must have management experience.

In general, the democratic style is truly a priority in young modern companies. The manager does not make decisions alone - he consults with the team, organizes brainstorming sessions, and tries to ensure that each employee reveals his or her potential. He himself works as an equal or assigns himself the role of a consultant or mentor. If a democratic boss makes a mistake, he does not blame the staff for everything, but draws conclusions. At the same time, he remains the leader - he does not remove himself from the main role, does not emphasize that “we are all equal here, guys.” That is, a team is a team, but the hierarchy must be clearly built.

Disadvantages of the democratic style

1. The possibility of anarchy, belittling the role of the leader, and the emergence of opposition in the team. In general, everything that was described using the example of Alexey K.
2. Decisions can take a long time to make. The more people participate in the discussion, the longer the process can drag on. Clear deadlines for setting tasks will also save the day. For example, 3 days are given for discussion and introduction of improvement proposals - and not a second longer. This disciplines employees and speeds up business processes.

Pros of a democratic style

If you avoid mistakes, a democratic style can become the basis for creating.

1. Strengthens team spirit makes employees true like-minded people united by one goal. It’s good if the company has worked out its mission and values, main tasks for the coming years, and a common Big Idea.
2. Reduces the number of errors in work. The more people involved in solving a problem, the greater the chance that the optimal option will be found. Just remember that the discussion should not drag on.
3. Minimal staff turnover. Why leave the team if you share its values ​​and objectives, and feel involved in one common goal? That's right, there's no need. Employees rarely leave companies with a democratic management style (if, of course, they join the team and share common values).

Personality-oriented style, or “Don’t be afraid, I’m with you”

Olga B. worked with both Gennady Pavlovich and Alexey. The woman realized that both authoritarian and democratic styles have their pros and cons, and decided to act differently. Actually, she didn’t come up with anything new - she used a completely individual approach. Olga realized that You need to work with each employee in your own way, and what is suitable for one is categorically unacceptable for another. For example, a quiet person may be shy at general planning meetings and brainstorming sessions, but during a personal conversation he will begin to burst out with creative ideas. It is difficult for an owl man to come to the office at 9 am - his head is not clear, things are not getting done, but in the evening the most fruitful time comes. Olga organized a free schedule for several of her comrades and allowed introverts not to speak at the planning meeting in front of everyone. The employees appreciated the good attitude and began calling the boss “our mommy.” But there’s nowhere without a fly in the ointment: a group of people quickly emerged who considered a good attitude a weakness and began to openly neglect work. Olga was worried, had soul-saving conversations, and only when the team submitted a collective request for the dismissal of those at fault, she decided to take a bold step.

Practicing an individual approach is the right thing to do. Typically, bosses of this type (usually women) like to conduct psychological testing, organize corporate parties and get-togethers in order to get to know their employees better. However, you shouldn’t overprotect your employees: you are not a mother hen, and they are not helpless chickens. Trust, but verify, be not a mommy, but a boss - this is the moral of this fable.

Disadvantages of a person-centered approach

1. As a rule, bosses of this type are soft, sensitive people. Good relationships are more important to them than the company’s profit and its development. Therefore, sad as it may be, a soft boss can be quickly “eaten” his more resourceful colleagues or someone from among his subordinates.
2. Absence . Instead of clearly issuing instructions and monitoring the process of completing tasks, such managers either do everything themselves or forgive endless delays. Wake up guys, this is a business! Here you need to make tough decisions and take big risks, otherwise you risk going broke.

Advantages of an individual approach

1. Good relationships in the team. Human relations are perhaps the most important thing for half of the employees. If you are lucky enough to find an understanding boss, many will hold on to this position with their hands and teeth, even despite the low salary and small career prospects.
2. In a crisis situation employees will stand behind the boss and won’t let the company fall apart. “One for all, and all for one” - this slogan still works.

So how should it be done?

We found our own flaws in each of the three styles. So what management style should you choose and how to behave with subordinates? Much, of course, depends on your personality and character type. A dictator by nature will never “deliver snot” and care about the personality of each employee. But a quiet, intelligent woman is simply not capable of slamming her fist on the table and forcing her subordinates to work.

What to do? Combine management styles depending on the situation. This is called situational management. For example, if force majeure occurs, you need to turn on the dictator mode and give clear instructions that can save the situation. If you see that an employee is not coping with his job, use an individual approach, communicate with the person personally, find out what worries him. If you need to solve a new problem, adhere to a democratic style, find out the opinions of all employees and solve the problem together. Moreover, even in interaction with the same person, it is possible to use different management styles - again, depending on the situation. Somewhere to be a tough leader, somewhere to be a wise mentor, sometimes to provide the necessary fatherly support. Here's a chart to help you skillfully navigate between multiple management styles.

Of course, to do this you need to be an experienced leader and a fairly flexible person. All this comes with time. Good luck to you, may everything work out!

Specific features of the authoritarian management style are unity of command and high power distance. The authoritarian style is characterized by the fact that the leader takes the reins of power into his own hands, demanding complete obedience from his subordinates. This management style implies that all decisions in the organization are made by the manager without taking into account the opinions of employees.

Characteristics of an authoritarian management style

Control is also clearly expressed in an authoritarian management style - strict, driving ordinary employees into strict boundaries and depriving them of the opportunity to exercise initiative. As for communication in an organization, it is only a means for employees to carry out common activities.

Friendly relationships are not welcome, since it is not the interests of the individual, but the interests of the company that are valued above all else. The manager, in turn, also prefers to maintain a certain distance between himself and his subordinates, which no one has the right to violate.

Methods of authoritarian management style

Unlike other management styles, the authoritarian style is more focused on punishment for any faults of employees, rather than on rewards for any achievements. Among the main methods of this management style are: reprimands, orders, comments, deprivation of all kinds of bonuses and benefits.
The main psychological factor affecting employees of an organization is fear - fear of shame, punishment, dismissal. Thus, it cannot be said that the authoritarian management style is characterized by a lack of motivation. Motivation exists, but it represents the reinforcement of employee activity by fear.

Because the authoritarian management style comes in two forms (benevolent and exploitative), management methods depend on which type of authoritarian style operates in the organization. It is easy to guess that the benevolent form of the authoritarian style implies a softening of management methods, as well as a significant reduction in the number of punishments.

Disadvantages of an authoritarian management style

Of course, the authoritarian style is by no means the best management style for the normal functioning of an organization. Experts believe that this style can be used in working with subordinates only in certain cases:

1. In emergency situations, which are understood as all kinds of emergency circumstances and disruptions to the company’s work, requiring prompt action and quick decision-making, as well as in conditions of limited time.

2. Anarchic sentiments of the organization, requiring immediate restrictions on workers by introducing strict discipline that prevents the occurrence of various riots, strikes, etc.

In a company that does not have clearly defined problems, an authoritarian management style can lead to internal discord in the functioning of the organization, the destruction of self-control, decreased performance, deterioration of the socio-psychological climate, lack of initiative and creativity of subordinates, increased staff turnover, and decreased responsibility of employees for the work they have done.

Managing people is not at all as simple as everyone used to assume. First of all, this is a colossal responsibility not only for employees, but also for the organization as a whole. The scale of the enterprise’s activities or the number of personnel does not matter, because management is a whole science. Every company has a leader. The types of leaders and the management styles they choose have a direct impact on the development of the organization, as well as on relationships with subordinates.

The manager of the company bears enormous responsibility for the decisions he makes. Beginning managers often stumble because they do not yet understand what exactly they need to do. Over time, experience comes, and with it new management issues. Leadership style is a fundamental concept in this science. Only the right choice and its successful implementation will help the manager direct all the talents of his employees in the right direction, which will lead to excellent results.

The ideal manager

The manager who manages the company must understand the essence of all ongoing processes, as well as know the structure of departments and divisions. Naturally, the manager does not have to have a great understanding of the work of each employee. Sometimes this is simply not possible due to the size of the organization.

As already noted, types of leaders and leadership styles are very important concepts in management science. We need to make sure that employees feel comfortable working in the company, then they will try their best. And staff efficiency is expressed in labor productivity. The formula is simple: the higher the job satisfaction, the better the result.

To succeed, a leader must have the following qualities:

• The desire and ability to regularly engage in the interests of clients, improve the company’s status in the market, and work tirelessly in this direction.
• Be a good organizer. This means that the manager must be able to properly coordinate his subordinates, organize their work, take care of the timely payment of wages, etc.
• Be enterprising and creative. A leader must see several steps ahead and make non-standard decisions. Sometimes it's worth taking risks for the sake of results.
• Have a strong, stable character. It is necessary for employees to feel protected at any period of development of the enterprise. During a crisis, it is the manager who needs to reassure people and assure them that together they will cope with any difficulties.

The Importance of Leadership Style

The fact is that not a single manager in the world has all of the above qualities. But the point is different: every manager makes certain mistakes, here are the main ones:

• the management style is incorrectly chosen;
• incorrect positioning as a leader;
• inattention to the psychological characteristics of workers.

In fact, the other two follow from the first problem. Types of leadership power are divided into three well-known types: authoritarian, democratic and liberal. If a manager makes the wrong choice in favor of one of them, then the following consequences are inevitable:

• Incorrect distribution of responsibilities.
• The manager considers his employees to be insufficiently experienced and performs most of the work independently, which does not give him the opportunity to control the process from the outside.
• The manager overloads the staff with tasks, as a result of which the employees do poor quality work in order to meet deadlines.
• Subjective attitude towards employees. Unfortunately, this fact cannot be disputed. Each manager treats an employee based on a personal system of likes and dislikes, which in some situations can have a negative impact.

Management styles are determined by the personal qualities of the manager. Types of leadership behavior will be discussed below.

A manager who cares about production but is dismissive of staff

There are a huge number of classifications of manager types. If we summarize them, we can distinguish five main ones. Types of leader power are characterized by individual abilities. The manager of the first group has a pedantic character. He knows how to achieve success and directs all his strength and efforts towards it.

Subordinates in such an organization do not have the right to vote; all decisions are made personally by the manager. It demands blind obedience for the sake of productivity. The staff is constantly being checked to find mistakes and then punish them for it. Considering the types of relationships "manager - subordinate", in this case we can draw an analogy: "warden - prisoner".

Managers of this type help the organization in a crisis situation when it is necessary to improve production. Also, this management method is quite effective in the short term. If repression continues for a long time, an unfavorable situation arises in the team, anger and reluctance to work grow.

The promotion of such managers occurs at an average pace. However, in most cases they succeed and get promoted to higher positions.

A manager who is attentive to staff and indifferent to production

In this case, the manager creates a favorable atmosphere in the team and tries with all his might to please the employees whom he himself chose on the basis of sympathy. He will always support the employee, help with advice and listen. He is quite generous with various kinds of bonuses, and tries to immediately smooth out any misunderstandings with the help of a positive mood. However, this method is not always correct.

Considering the types of managers and their relationships with subordinates, it should be noted that in such an organization they are friendly. The manager always listens to the opinions of employees and in all situations makes a decision that will satisfy everyone. Despite having his own position, he is in no hurry to defend it. He is slow to move and does not want to change anything on his own until others tell him to.

In most cases, in such a situation, employees stop working hard and try to create the most comfortable conditions for themselves, because management allows this. Types of leaders, as already noted, can be varied, this one is the softest. Career advancement is weak; promotions occur only with the loyalty of the highest authorities.

Absolutely indifferent manager

The types of behavior of leaders depend on their character. In this case, the manager’s abilities do not manifest themselves in any way. He is indifferent, does not interfere anywhere, takes a neutral position in disputes, and tries to avoid conflicts. These are the type of people who expect everything to be resolved by itself. I am not inclined to perform any actions or deeds unless there is instructions from above. Although most often he simply transfers the execution to his deputies, and he himself again finds himself on the sidelines.

It is unfair in the selection of employees, hires everyone and has virtually no control over their productivity. Characteristics of types of leaders involve a description of their personal qualities. This type of manager simply tries to “survive” in the organization for as long as possible. Most often these are people working until retirement or who are disillusioned with work.

The promotion of such managers is extremely poor. They are usually ballast for the company. If the top management is quite attentive, such managers do not stay at the enterprise for long.

"Intermediate" manager

This leader is distinguished by his attentiveness to all details. He is neither scandalous nor inert. Tends to solve problems by reaching a compromise. Strives not to stand out from the general picture, but tries to make a good impression. Stabilizing all processes in the organization and avoiding extremes is an “intermediate leader.” The types of leaders and the styles chosen significantly influence the company. The position of compliance with existing rules and smoothing out conflicts is welcomed among the employees of the enterprise.

People are selected based on their suitability to the rest of the staff. During work, he does not look for errors, but gives advice and helps. It’s easy for a newcomer to get comfortable in such a company, because the manager will always point you in the right direction and explain incomprehensible points.

The personality types of a leader are of great importance for creating a comfortable environment in the team. This type of manager tends to listen to the opinions of employees and make a decision based on the best offer. He can sacrifice his principles for the common good.

Communication with the manager takes place face-to-face. He does not like to communicate with the crowd; it is easier for him to talk with each person and hear all points of view separately. The conversation usually takes place in an informal setting, there is no pressure. Such a leader advances well in his career due to his views.

A manager who brings priorities together

This is a kind of collective image of the best qualities of the first and second types. The types of behavior of managers differ from each other in their attitude towards the choice of employees. Such a manager is very attentive in this regard. He selects workers personally or entrusts the job to a trusted person. He needs professionals with strategic thinking to join his team.

He helps them open up and supports them in their endeavors. It gets to the point where the staff sincerely wants to achieve the set goals and works tirelessly. Employees develop communication with each other, and by helping each other, they improve their professional level.

This type of manager is energetic and knows what he wants. Slowly but surely he is moving towards his goal - fulfilling the strategic objectives of the organization. He strives for harmony in the team and the absence of conflicts. Quite creative, constantly looking for new ways and ways to solve problems.

What types of leaders are the best? This question is impossible to answer. Each company needs its own manager with a certain character and individual abilities. In some places there is a need for emphasis on labor productivity, in others there is a lack of simple human relationships.

Types of organizational leaders

There is a very interesting classification proposed by the famous scientist D. Cairsey. It is based on psychological qualities and is characterized by the mention of Greek ancient names:

1. Ethymetheus. He is not distinguished by a sharp mind; in Greek mythology he is the brother of Prometheus. Such a leader is conservative in nature and takes into account all the details. Doesn't like to take risks, doesn't want to change anything. Usually has a competent deputy subordinate to him.
2. Dionysus. This type of manager is distinguished by the ability to make decisions in difficult situations. Performs well during a crisis. However, monotonous routine work is not his element. Success is achieved only if there is a deputy who understands planning and precise activities.
3. Prometheus. This manager focuses on strategic tasks. Completely immersed in work, does not like to be distracted by unnecessary conversations. He rarely communicates with staff and deputies, only when necessary. He doesn’t like and doesn’t know how to relax, he works 24/7. He can achieve success if he learns to support and help people.
4. Apollo. Such a manager is aimed at individual communication with each employee. Tries to solve all personal and organizational problems that arise. Sometimes he takes on too much and fails to complete it on time. He needs an assistant who will tell him how to correctly share responsibility among everyone.

Passive managers

Based on their focus on specific actions, experts distinguish between passive and active managers. The first type includes those who want to maintain their position in the company at any cost. They are ready to commit base acts, act according to a pattern and are weak specialists.

The face of the company is the manager. Types of managers, according to Western experts, who are passive:

1. Specialists. These are people who can be called professionals in their field, are quite peaceful, and know how to hear other people. But they are immersed in work and do not devote time to management as such.
2. Masters. Such managers try to maintain their position by creating the most unfavorable atmosphere. That is, total control over subordinates, demands to unquestioningly carry out orders, refusal of any innovations, work strictly according to the plan.
3. Company people. These leaders speak in general terms and do not take specific actions. By creating the illusion of eternal employment, they try to maintain their position.

Active managers

Managers of the proactive type constantly challenge themselves, strive to expand the scope of their activities, and improve the production process. The following types of managers and subordinates are distinguished:

1. Jungle fighters. These are people seeking to gain unlimited power, to “take over the world.” They destroy competitors while using their own workers.
2. Players. Such managers are passionate; they are interested in the process of moving up the career ladder, and not the power they receive. They tend to make immediate decisions and like to compete with other companies. They develop innovations and implement them to stay ahead of their enemies. Mostly they harm the organization, since everything can change at any second.
3. Open managers. As a rule, these are experienced specialists who see the real state of affairs. They listen to advice, take criticism into account, and encourage new ideas. Instills trust and respect among staff.

In any company, the most important issues are dealt with by management. The types of leaders and their influence on the work process largely determine the success of the organization. What management style will the manager choose? Will he be able to achieve his strategic goals? The existence of the company and its position in the market depend on this.

Authoritarian leadership style

It is historically the first and still the most widespread. This style is considered universal by many. Its essence lies in the fact that the manager issues orders and instructions to employees without any explanation. In turn, employees carry out actions without asking unnecessary questions.

The relationship between such a manager and the staff is formal, and a certain distance is maintained. Regardless of the manager's personality type, he will apply rigor and steadfastness in his decisions.

The types of leaders and management are interrelated. Only a strong, charismatic personality can use the authoritarian style in their organization. Subordinates do what the manager says, thereby increasing his personal power. In some situations, workers simply have no choice; they are obliged to follow management’s orders. The simplest example is military service.

The employee usually feels disgusted with his duties and wants the day to end quickly so he can go home. He tries to avoid work due to his reluctance. Therefore, the leader has to force him to act in various ways.

Democratic management style

This type is the opposite of authoritarian. There is a division of initiative, responsibility and authority between the leader and the subordinate. The manager is always within the team. When making a decision, he is based on the opinion of the staff.

The atmosphere with this management style is almost always friendly. People are ready to help each other and their leader. Communication takes place in the form of requests and advice. Only in exceptional cases can a leader express his thoughts in a commanding tone. Employees in the organization do not fear the manager, but respect him. And this makes a big difference. Relationships based on respect are much stronger than any other.

The main functions of a leader are coordination and easy control over the actions of subordinates. You need to interest them, and then they will do their job responsibly.

At any time, an employee, regardless of his position, can approach the manager and propose his idea on a particular problem. The initiative is welcomed, and if the idea is really good, then it will definitely be used. The management has no secrets from the staff; the actual state of affairs is constantly discussed. This has a positive effect on the execution of production tasks. In addition, in such a company access to information is almost always open.

The types of leadership styles are quite varied. The use of democracy in management is relevant if subordinates are well versed in the work that needs to be done. They can also bring new ideas and options for solving the problem that will be used in the future.

Liberal leadership style

Here the passivity of the manager comes to the fore. That is, he does not take an active part in the life of the company and prefers to remain on the sidelines. As you know, the main person in any organization is the leader. Types of leaders and management style are important aspects in the development of an enterprise. In this style, employees are left to their own devices and, by and large, do what they want.

The system of punishments and rewards is completely absent. In such a situation, the manager is recommended to focus on improving human relations with his subordinates, rather than on the organizational factor. If there is a good relationship between the administration of the enterprise and the staff, labor productivity will increase by itself.

With this style, delegation of authority becomes especially important. The main types of managers, regardless of character traits, tend to delegate their responsibilities to performers. In this case, decisions are actually made by the employees themselves. They just need to clear them with the manager. The success of an enterprise with a liberal management style depends on the personal interest and competence of employees.

Drawing a conclusion, it can be noted that the role of the manager here is similar to the role of a consultant or appraiser. This style can be effective, but the organization must employ highly qualified employees who will receive internal satisfaction from the work performed. In this case, the system of punishment and reward does not play a role.