Management
Managers handle various situations in an organization using various management styles. These management styles are basically leadership strategies used by managers to run an organization. Out of all the management styles, the Laissez-Faire style is my least favorite style (Adizes, 2004, p. 147). In the Laissez Faire method, otherwise known as the delegate method, there is always minimal supervision from the manager and a lot of freedom for the employees. In this style, managers rely on their employees in decision making implying managers are only employed just for the sake of it, and they do not make major contributions to the organization. Employees work on their own and make decisions for the organization. For this style, individuals who have intentions of outshining their counterparts are given the best platform, a reason that might normally lead to unhealthy competition (BMSR, 2011).
The freedom given to employees normally leads to lack of control in the organization making the managers helpless. Most of the employees handle everything on their own and consider going to the manager irrelevant because there is no centralized control. The lack of control can always lead to missing of deadlines and, therefore, ineffectiveness in organizations' operations (Adizes, 2004, p. 149). In most cases, a laissez Faire leader may be perceived as being lazy or unproductive in the organization because employees are allowed to make decisions that would be made by the manager; this normally leads to uncooperative behavior considering that constant communication is required for this style to be successful (BMSR, 2011). In addition, some team members might consider others as unproductive due to different thinking and ideas in the undertaking of various tasks. This means the style can only be applicable if every team member is okay and ready to use this management style (Adizes, 2004, p. 150).
In addition, Laissez Faire normally leads to negative consequences when the team members are not accurate as the manager might be expecting. Though, every member of a team is responsible if anything goes wrong, the manager should be fully confident of team members, meaning the manager should be able to pick highly skilled, trained and expert teams. This process might be time consuming and costly for the organization (Rizen, 2012).
On the contrary, the paternalistic style is my favorite management style. In this management style, the manager is responsible for determining what is suitable for the employees as well as the entire organization. Managers device policies aimed at benefiting the organization and employees, by taking into consideration the subordinates ideas and concerns in reaching the best decisions (Rizen, 2012). In this style, employees feel more attached to the organization; therefore, they enjoy their work and become motivated in performing their various tasks (Rizen, 2012). There is usually a top to bottom communication with allowance for any feedbacks to improve the employee’s morale.
Managers take full charge in the organization and are responsible for guiding the employees. This reduces employee freedom and reduces cases of laziness among employees and absenteeism since the employees must meet the deadlines set by the manager and not their own deadlines. Though the managers make decisions, they have to take an employees' interest into account and employees who perform better are normally rewarded to improve their morale (Rizen, 2012). The manager always listens to the needs of the employees and will always issue commands aimed at supporting all stakeholders, the business and employees in this case. While the manager works with employees closely and changes views, the employee’s developmental and social needs are met, and the employees are able to appreciate their work (Rizen, 2012). As opposed to the laissez Faire style where employees make decisions, in paternalistic style, the exchange of ideas brings flexibility, openness and a feeling of belonging between the employees and the manager, therefore, employees will always feel valued.
References
Adizes, I. (2004). Management/mismanagement styles. New Delhi: The Adizes Institute Publishing.
BMSR. (2011, October 8). Autocratic,Paternalistic, Democratic, Laissez faire and Unorthodox management styles. Retrieved from BMSR: http://www.bsmr.com/tag/paternalistic-management-style/
Rizen, D. (2012, Marchc 20). Leadership Styles. Retrieved from https://sites.google.com/site/leadershipstylesinteams/leadership-style
