An organization experiences different management styles that may change or remain steady with time.
There are different management styles that we come across while observing the management patterns of different private and public sector companies.
Let us take a look at the following management styles −
In the collegial style, resources and rewards are uniformly distributed. The management control over the employees is restricted, resulting into employee empowerment. Individual duty is the basis of organizational performance.
Organizational success depends on the commitment that an employee has towards the work and the business. This key element and distributed values help create a unity of direction and focus on the part of the employees.
In the meritocratic style, employees are bothered about productivity and cohesion. The management puts stress on performance. In short, this management style believes in the fact that power should be distributed on the merit basis.
Appointments are made and duties are assigned to individuals on the basis of their “merits”, namely intelligence, credentials, and education, which are determined through evaluations or examinations, for example, Civil Service Exams.
In the elite management style, the organizational hierarchy is highly improvised. Power, resources, and rewards are focused at the top levels of the hierarchy. Employees have no say in the decisions made by the senior management.
The leadership style of management has a lot in common with the elite style of management, but rather than a faction of leaders at the top level, it has leaders at different levels of the hierarchy. For example: the army.
In the next chapter, we will throw some light on how to manage diversity in workplace efficiently.