Another name for the democratic style of government. Head: types of leaders and management styles

Authoritarianism in the classical definition means the sole and undeniable power of one, arbitrarily appointed, person and his immediate environment, or a limited group of people. This type of social culture, until the 20th century, almost without alternative, dominated the mass consciousness of people.

Authoritarianism does not exclude diktat and can act as part of it, but this is fundamental various concepts. Unlike diktat, authoritarianism does not impose significant restrictions on the freedom of people in society, when choosing everything that is not related to power, and does not contradict the position of the leader. Only their right to self-government, their own point of view and disobedience is limited.

Authoritarian style

In fact, any new socio-political movement, including revolutions, is authoritarianism, since they are led by a leader with unquestioned authority. The main characteristic of the authoritarian style is unconditional submission to self-proclaimed authority, regardless of the form, scale and direction of the social structure.

At the same time, the support of an authoritarian leader by the majority of members of society does not play a decisive role. Power can be obtained through traditional, financial and/or forceful leverage. It is enough for an authoritarian leader to win the favor of the people who really hold power, and through them he will be able to extend it to the rest of the society.

Authoritarian democratic style

Authoritarianism played an important role in the social consciousness of people. The most striking examples of everyday authoritarian power are patriarchy and gerontocracy. Such authoritarianism is often referred to as traditional. The personality of the leader is not of decisive importance, since his power is accepted by those around him as self-evident.

At the same time, authoritarianism was a transitional stage between direct dictatorship and democracy. For example, the authoritarian-democratic style allows for the possibility of expressing one's own opinion on any issue that does not affect the interests of the ruling elite.

Authoritarian liberal style

The desire for power is an integral part of an ambitious personality. The authoritarian liberal style of activity generates a voluntary gathering of a group of less strong-willed people around a person with leadership qualities. The authoritarian-liberal style does not require blind obedience, but only imposes prohibitions and restrictions, without interfering with personal life.

An authoritarian person independently proclaims himself a leader. However, without recognition of this right by a decisive part of the community, actual government is impossible. For a person to become authoritarian in the eyes of others, certain conditions must be met.

Authoritarian teaching style

The authoritarian style of parenting, historically expressed in gerontocracy, can be called the most productive and even natural. The authority of parents, teachers and educators is necessary for the child to feel safe.

Moreover, authoritarian style teacher allows you to quickly perceive basic information. The relationship between a teacher and students is always built on the principle of authority, because otherwise the knowledge gained will not be perceived as reliable. However, the authoritarian style of pedagogical communication is not a dictate at all.

Authoritarian parenting style

Proper authoritarianism does not affect personal freedoms. The authoritarian style of upbringing is characterized by the inadmissibility in the learning process of controlling aspects of life that do not directly affect the quality of perception of the training program. An internal protest against an unreasonable demand can shake trust in authority, worsening the relationship between the explainer and the listener.

Authoritarian style of leadership or management

An authoritarian management style is effective when working with small groups. The most productive use of the authoritarian style is managed by lower-level managers. To maintain authority requires regular direct contact and direct communication with subordinates.

At the same time, the authoritarian style of decision-making, expressed through the personal responsibility of the leader, is good example for staff. Such an authoritarian leader style increases trust in him, strengthens power and allows for effective management. Conversely, a charismatic but irresponsible manager will not be able to force subordinates to follow his instructions.

Authoritarian style in behavior, communication and relationships

The authoritarian decision-making style, expressed through the personal responsibility of the leader, is a good example for others. A person who not only strives to make important decisions, but also is responsible for them, it is much easier to convince others to follow his instructions.

Authoritarian leadership style

First of all, a controlled society must recognize the need for an authoritative leader who will concentrate power in his hands. At the same time, the individual himself, who claims to be an authoritarian leader, must have significant influence, charisma, high leadership qualities and impressive rhetoric.

Pros and cons of the authoritarian style

The authoritarian style remains the most effective on early stages learning and for primary motivation, especially for labile people. The unconditional authority of the leader suppresses critical perception and appeal to one's own experience. This approach is productive while the student does not yet have enough information for independent analysis.

“Every broom sweeps differently” - hidden in this popular saying is the idea of ​​a variety of personality types of leaders and their management styles. By carefully observing the work of several managers in a team, you can notice the difference in the formation of working relationships. manager directly affects the performance of the company. This fact can explain why some companies close, while others live and prosper even in times of crisis.

The personality of the manager, management styles and company results - these things are closely related. Combining several methods of guidance, you can get closer to the ideal result. After all, the style of the leader and the effectiveness of management are inseparable things. If you are a boss, then it is important for you to understand what kind of person you really are. So you will understand your strengths and weak sides and get better results.

Brief description of leadership styles

Management style is a complex of relations between management and subordinates and methods of influencing these two groups on each other. The performance of subordinates, the atmosphere in the team and its ability to achieve the goals and objectives depend on the quality of these relationships. Leadership styles in managing a team can be of five types.

The famous American-German psychologist and writer in the 1930s published and identified three leadership styles that later became classics. A little later, they were added more inconsistent and situational. Having studied the table with a brief description of the manager, you can find yourself and immediately proceed to reading the desired section. And it is better to read the whole material - in life you will have to deal with different people, and it is better to be prepared. What are the management styles of a leader?

Authoritarian

(from Latin auctoritas - power, influence) - domineering, not loving to discuss, to be objected to, and even more so resisted. If the boss belongs to this type of people, then the manager's management style is authoritarian. This type belongs to one of the three classic ones.

Characteristics of a manager

This management style of the leader - authoritarian - is justified in stressful situations: wars, crises, epidemics, and so on, because such a person acts quickly and takes responsibility. In conversations, he is tough and uncompromising. Authoritarian leaders climb to the highest levels of power and successfully maintain their positions. This style of leadership is more common in Russia than the rest. This may well be justified in big companies, factories, creative teams and the army. Negotiations about purchases or approvals are carried out in a tough mode, in an atmosphere heated to the limit.

An authoritarian leader collects all power in his hands and does not allow anyone to even encroach on part of it. Subordinates are under strict control and constantly undergo various checks. But the authoritarian style is divided into two more models: exploitative and benevolent.

"Exploiter" fully justifies its name, it's directly "Pablo Escobar" in the company. Such a manager squeezes all the juice out of his subordinates, does not consider the interests of people, the opinion of someone does not interest him at all. It can stimulate employees with threats, blackmail, fines and other persecution.

Never allows even the slightest independence in making decisions or performing tasks. Everything must be done exactly as the “exploiter” said. Any authoritarian leader constantly issues orders, decrees and other resolutions. Everything is certified with seals, paintings and dates. In the matter of completing tasks, he is extremely demanding and impatient, although he is able to make concessions if he is not under emotions. If the leader is not in the spirit, then he can say and do anything, and then you can not wait for an apology. At the same time, this behavior should not be confused with manipulative techniques, when all emotions are just a “theatre” - authoritarian leaders love to use this. Subordinates are deprived of the opportunity to take the initiative.

The "benevolent" management style of the leader creates a more benevolent atmosphere, if you can call it that. Such a leader is already interested in the opinion of his subordinates, but can act in his own way, even if the opinion was expressed correctly. In general, such a boss communicates condescendingly, “paternally” with his subordinates, he can sympathize, but dryly and literally for a second, and then he immediately reminds that the subordinate is now at work, and no one is interested in his experiences. You should not think that the second model is very different from the first - for all its benevolence, it is still an authoritarian leader: tough, domineering and demanding.

Any of these types love letters, signs, seals, paintings, abbreviations and abbreviations. All this should be big, sweeping, imperial. Such leaders are people with a paranoid personality pattern - power-hungry, distrustful and unprincipled. As a rule, workaholics who do not know how to relax, who love and are able to impose their opinion and will on others.

Relationships with subordinates

If in relations with subordinates the “benevolent” leader builds a distance that no one can cross, then for the “exploiter” this distance becomes intergalactic. The conversation is built in an orderly rude form. Employees are depressed and devoid of motivation, while the risk of developing conflicts in the company is high. Criticism, even constructive, is absent as a concept.

Not everyone has the courage to ask such a leader about something personal, and this is justified - “Pablo Escobar” does not want to know anything about his subordinates, and even more so to think about the difficulties of his employees. The possibility of getting something, even for an enterprise, is almost zero if the autocrat himself did not speak about it. And if he said earlier, then he himself will decide when, to whom and what to receive. It is useless to argue with such a type - he has excellent tempering in tough negotiations, and a subordinate cannot speak to him. If the subordinate continues to insist, he will quickly receive a fine or reprimand, and at the same time he will still have to follow the instructions. It is useless to show emotions in front of such a leader - he will look at a person like a carpet. Zero empathy.

A “benevolent” type can listen to a subordinate, but he will have to immediately get to the point and not pull the rubber, otherwise everything is “your time is up”, and you can only get to him with your question in the next life. It happens that the leader can even give advice. A "benevolent" can provide a vacation, an urgent departure, or an overpayment - but for this you need to "defend" your plan in front of him, as if to sell him the idea of ​​\u200b\u200bwhy he should do this for you. But even if everything is done brilliantly, there is big risk what the manager will do in his own way, and it is impossible to know the reasons for the decision.

Problem solving

Everything is simple for the "exploiter" and the "benevolent" - everyone must work without rest and break and lay down their lives for the benefit of the enterprise. Those who disagree with this are declared "enemies of the people" and must leave the company.

Subordinates are required to follow orders implicitly. The faster and better the duties are performed, the more successful the enterprise achieves. And the more new tasks the autocrat will lay on the shoulders of his subordinates. In solving problems, authoritarian leaders have no principles - the end justifies the means. This should be remembered, because the greater the level of influence of the autocrat, the tougher he will act.

Way of communication

It’s not worth playing around with such managers and showing duplicity - they will figure it out in no time. Let not today, but tomorrow, and even then it will not be good. An autocrat knows how to weave intrigues better than anyone, so it’s not worth competing in this direction either. By the way, about competition - this is the strong point of an authoritarian (and paranoid too) person, it is better not to get in his way. Why? Because there are no principles, and to achieve the goal, the autocrat justifies any means. Attempts to suggest will fail - autocrats have zero suggestion. The best approach is collaboration. So everyday work will flow easier, and career growth opportunities will appear on the horizon. Examples of leaders: Donald Trump, Joseph Stalin, Adolf Hitler.

Democratic

The style of work and management of a democratic leader is a mirror image of an authoritarian one. This style of work implies an even distribution of duties and responsibilities among the employees of the company. The leader-democrat gathers a team of subordinates around him, on which he can rely. A team that solves problems and launches even complex projects, and for this you do not need to force or intimidate employees. At the same time, there will still be responsibility, because a democrat is not a liberally conniving person, but a leader focused on a specific result.

Democratic managers also reach great heights in business and politics, just like authoritarian ones. Only they create a more benevolent atmosphere than autocrats.

Characteristics of a manager

People with expressed but at the same time not putting their ego in the first place gravitate towards the democratic style. A democratic leader is a peaceful warrior: he does not start the war first, but if he is attacked, he will have to answer to the fullest extent of the law. This management style of the leader creates a friendly atmosphere in the team and helps to take care of the staff in solving problems with a certain degree of creativity. Such a leader can, without any special claims, consider the issue of time off, help or purchase new technology For the company. If you provide an evidence base for your ideas or requests, then the manager can be persuaded to make a positive decision on your issue.

Relationships with subordinates

Comradely, business relations are developing, which can flow into friendships, although this is rare. Whatever the manager's management styles, do not forget that this is the leader, and there is no need to overstep the bounds. A democrat leader uses a humane approach to his subordinates, enters into their position to a certain limit, easily arranges motivational contests or gifts for overfulfillment of plans.

People with this style of management feel best in middle-level positions, for example, the head of a department or the head of a city district. Even in companies with an authoritarian management style, departments with a democratic leader develop "their own atmosphere" - while the authority of the head of the department is higher than that of the head of the organization.

Of the minuses, the following can be noted: a democrat can play "friend", and then more and more disputes will arise and conflict situations instead of work. The shift in focus from achieving goals to increased attention to employees does not bring the team closer to achieving goals. In this case, the Democrat leader loses authority and the level of influence on the team, but he still has a bonus in the form of a fine or an order up his sleeve, although such bosses rarely use it.

Problem solving

Problem solving boils down to the fact that at first a plan of action is developed by collective efforts. After that, performers are selected based on skills and abilities. Without any resistance, such a leader invites an external expert to the team and listens to his opinion. By the way, none of the subordinates is forbidden to express their opinion, because the leader is concerned about achieving the result, and realizes that he risks missing something important.

When planning deadlines, it puts a margin of time into the plan, because it takes into account the likelihood of errors by the staff, and it still takes time to correct them. If difficulties arise in the course of the work or there is an opportunity to do everything differently, then the manager is quite easily reorganized according to the situation, although he does not really welcome this.

Way of communication

Democratic leader chooses conventional style communication. You can go to his office and “steal” some time. He listens to the opinion of the staff, especially if the words are backed up by facts and figures - this is worth using. You should not put pressure on such a leader - although he is soft, he bends like bamboo, and if you press hard, he will seriously answer. Whatever the leader, styles and methods of management will be very different. The best way to communicate is cooperation. You need to act within the framework of the task, without breaking the deadlines. If you can improve or redo the work - you need to immediately contact the boss, keep him up to date. Examples of personalities: Vladimir Putin, Evgeny Chichvarkin, Lavrenty Beria.

liberal anarchist

This style of governance is similar to democratic, but there are differences. It is characteristic that the leader, having set the task clearly and clearly, setting the deadlines and speed of implementation, fades into the background. Thus, he allows subordinates to act independently, while almost not limiting the means and methods of performing tasks.

Liberal style is suitable for management At the same time, it is not necessary that it will be a song and dance group, the editorial office of a magazine, a design bureau, and other similar groups will do.

Characteristics of a manager

The liberal style can be divided into two areas: anarchist and expert. In the first case, the leader is a weak person, non-conflict, conformist. He puts off the solution of important issues until the last moment, or tries to completely relieve himself of responsibility by shifting it onto the shoulders of deputies or subordinates. Such a leader can sit in the office for days and not go out to the workers - let them work for themselves.

The second type is more suitable for the role of an expert or an invited manager for temporary tasks - he gives instructions on how and what to do, how and in what time frame. Otherwise, he does not get into work, does not pull his subordinates, only if the situation is out of control. Authority rests on the level of his expertise, knowledge and skills in the current work.

Relationships with subordinates

A liberal expert develops friendly, informal and strong relationships. Leaders grow up in such collectives, who then either take power from the liberal, or go to new collectives - as practice shows, these are authoritarian leaders.

The leader-liberal almost does not interfere in the work of subordinates, providing the maximum possible freedom of action. Provides subordinates with information, tools, trains and instructs, reserves the right of the final decision.

Problem solving

You should not think that a liberal leader will sit in his "shell" and not show his nose. It happens, but it does not characterize all liberal leaders. On the contrary, in the current situation, the popularity of this method of managing people is growing. This is especially noticeable in scientific, creative or other teams where the level of knowledge, competence and experience is high - a highly qualified specialist does not tolerate a slavish attitude to himself, as well as excessive guardianship.

In the "manager and organization" relationship, "liberal" management styles are well known. Soft management, trust, cooperation and cooperation - these are the foundations of the liberal style of company management. There is no bad way to manage people, only the wrong use of the tools in your hands. Determining the manager's management style should be started as early as possible - it will be easier to adapt to the situation or quickly find a new job.

Way of communication

The leader-liberal does not attach much importance to the chosen method of communication, because the impact of this on the result of work is minimal. It is worth communicating with the leader himself, based on the goals of communication and what type of personality the leader has. At the same time, management styles can be different - either an anarchist or an expert. Do not worry too much if you suddenly called the boss "you" - he will correct you, but will not punish you with a fine, like an authoritarian. Examples: Roman Abramovich, Robert Kiyosaki.

Inconsistent

The name speaks for itself - there is no consistency and logic in actions. Such a boss moves from one management style to another, but does it out of inexperience, and this is the difference from the situational style.

Characteristics of a manager

Today, such a manager is an authoritarian leader, and tomorrow - an anarchist with a developed conniving character of work. The results of the work of such a team are extremely low, and there is every chance to spoil the work of the enterprise or even ruin it. If the leader has experience in such a position, but he adheres to an inconsistent style of work, then he can be called a suggestible, weak-willed manager who cannot achieve goals.

Relationships with subordinates

The team of an inconsistent leader is dissatisfied with their manager, does not know what to expect from the boss, and besides, everyone has little idea of ​​​​the ultimate goal and their growth opportunities. Relations are developing very tensely, all this causes a growth of a negative atmosphere in the team. There is a high probability of omissions, intrigues and scandals.

Problem solving

It is impossible to achieve goals with such a leader, because he vaguely imagines how the team should work. Problem solving is shifted to deputies and subordinates, and then taken over. Then some tasks are canceled, replaced with new ones, and so on. This style of leadership breeds confusion and anarchy.

Way of communication

The same ambiguous and depends on the state of affairs in the company and the mood of the boss himself. Today he can tell stories about how he spent the weekend, and tomorrow he can play the role of the authoritarian “Pablo Escobar”. A subordinate with developed leadership and manipulative skills is able to unsettle such a leader for a long time. And then from his own chair. Examples: such people rarely achieve serious heights, but a prime example yet there is - Mikhail Gorbachev.

Situational

The management style in which the relationship policy adjusts to the current state is called situational. This is the best way to manage people and enterprises - in times of crisis it helps to get together, and when the market rises, strengthen competitive advantages.

Do not confuse the situational approach and the duplicity of the leader. In the first case, the boss chooses a communication style based on the behavior of a particular person or group of people, in order to launch the work as efficiently as possible. In the second case, the boss takes different positions based on his own benefit.

Characteristics of a manager

These are experienced managers with many years of experience who have worked in different areas in several areas. In some people, management skills are inherent in nature - these are the so-called managers from God. But talent is replaced by diligence and constant learning. Knowing how to influence a person now comes with experience. This is one of the most acceptable ways to lead a team. With inept attempts to copy the style, there is a danger that the leader will turn into a opportunist who says what is profitable at the moment.

Relationships with subordinates

They develop confidentially, openly and easily - the team constantly has the feeling that their work is literally on fire in their hands, and the leader always knows what needs to be done, how to punish and cheer up the team. Due to their extensive practical experience, such leaders really seem to see through their subordinates and have the gift of foresight. Such bosses enjoy authority in the team.

The situational leader knows how best to communicate with a given group of subordinates or a single employee. In which case it is possible to remain silent or even to condone something, but it only seems to an inexperienced eye that the leader has given up slack.

Problem solving

Disputes, problems and tasks are resolved quickly and professionally. An experienced leader is able to quickly debug most work processes, and if force majeure happens, then people are assigned to correct the situation, based on the abilities and experience of employees, and not personal preferences.

In general, the manager himself is more like a shadow - he hides his personal and is only engaged in work. He has no favorites, and if he does, then you can guess for a long time who was awarded such a role. It does not show obvious negative, on the contrary, with each problematic employee, such a manager tries to find mutual language. Through experience, this is often successful. It seems that such a person does not think about himself at all: where are all the "Wishlist" and other complexes? To this question, the situational manager will only smile and shrug his shoulders.

It is rare that such a manager is not a workaholic.

Way of communication

Like the liberal expert, the situational manager chooses a simple style of communication. Despite the high rank, such people are simple and open, and often optimistic and endowed with a sense of humor. Often enter the position of an employee and can help beyond the working relationship. With age, managers become too kind and resourceful, sometimes they can lose their grip, which is used by unprincipled workers. But the team usually stands up for the leader, and if they see meanness towards their patron, they immediately take action.

Examples: most of the military, directors and heads of factories and factories of the war and post-war period, such as Konstantin Rokossovsky, Ivan Romazan, Avraamiy Zavenyagin and others.

What style leader are you?

No matter how a manager behaves, it is worth remembering that the individual management style of a leader is made up of the characteristics of a person’s upbringing and character, so labeling is not worth it.

Management as an implementation of the leader's individual style is a complex and multifaceted process, accompanied by a high level of stress, psychological and physical loads. Becoming a leader takes a lot of time, takes a lot of time and effort, and is associated with high risk. Therefore, support from higher-level managers and ongoing training are needed.

What to do if you find yourself on this list? Take your strengths and focus on strengthening and developing them. Weaknesses should be given considerable attention - problems are points of growth. The sooner you reconsider your attitude towards your negative traits, the faster and better you will become a leader.

What to do if you find your manager on the list? Now you know how it is better to build relationships with him, and what moments should be avoided.

Managing people is not at all as simple a matter as everyone used to think. First of all, this is a colossal responsibility not only for employees, but also for the organization as a whole. It does not matter the scale of the enterprise or the number of employees, 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 great responsibility for the decisions he makes. Novice leaders often stumble because they do not yet understand what exactly they need to do. Experience comes with time, and with it new questions of management. Leadership style is a fundamental concept in this science. Only right choice and its successful implementation will help the manager to direct all the talents of employees in the right direction, which will lead to excellent results.

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 leader does not have to be well versed in 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. It is necessary to make sure that employees feel comfortable working in the company, then they will try their best. And the effectiveness of the staff is expressed in labor productivity. The formula is simple: the higher job satisfaction, the better the result.

To be successful, a leader must have the following qualities:

• The desire and ability to regularly engage in the interests of customers, improve the company's status in the market, and tirelessly act in this direction.
• Be a good organizer. This means that the manager must be able to properly coordinate subordinates, arrange their work, take care of timely payment wages etc.
• Be entrepreneurial and creative. The 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 that employees feel protected in any period of development of the enterprise. During a crisis, it is the manager who needs to reassure people and assure them that they will cope with any difficulties together.

The Importance of Leadership Style

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

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

In fact, the other two follow from the first problem. The types of leadership power are divided into three known species: authoritarian, democratic and liberal. If the manager made the wrong choice towards one of them, then the following consequences are inevitable:

• Incorrect distribution of responsibilities.
• The manager considers his employees to be insufficiently experienced and does most of the work on his own, 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 the work of poor quality in order to meet the 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 behavior of leaders will be discussed below.

A manager who cares about production, but is dismissive of the staff

There are a huge number of classifications of types of managers. If we summarize them, we can distinguish five main ones. The types of power of the leader 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 to this.

Subordinates in such an organization do not have the right to vote, all decisions are made personally by the manager. It requires 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 relations "leader - subordinate", in this case, we can draw an analogy: "guard - prisoner".

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

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

Manager attentive to staff and indifferent to production

In this case, the manager creates a favorable atmosphere in the team, tries with all his might to please the employees, whom he chose on the basis of sympathy. He will always support the employee, help with advice and listen. Quite generous with all sorts of bonuses, he 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 leaders, their relationship to subordinates, it should be noted that in such an organization they are friendly. The manager always listens to the opinion of the employees and in all situations makes a decision that will satisfy everyone. Despite the presence of his position, he is in no hurry to defend it. He is heavy on his feet, does not want to change anything on his own until others tell him.

In most cases, in such a situation, employees stop working hard, 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. Promotion is weak, promotion occurs only with the loyal attitude of the highest authorities.

Absolutely indifferent manager

The types of behavior of leaders depend on their character. In this case, the ability of the manager does not manifest itself in any way. He is indifferent, does not interfere anywhere, takes a neutral position in disputes, tries to avoid conflicts. This is the type of people who wait for everything to be decided by itself. Not inclined to perform any actions and deeds, unless there is an indication from above. Although most often he simply hands over the execution to his deputies, and he himself again finds himself on the sidelines.

He treats the selection of employees in bad faith, hires everyone in a row and practically does not control their performance. Characteristics of types of leaders involves 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 who are working towards retirement or who are disillusioned with their work.

The promotion of such managers is extremely bad. Usually they are ballast for the company. If the top management is quite attentive, such leaders do not stay at the enterprise for a long time.

"Intermediate" manager

This leader is distinguished by attentiveness to all details. He is neither scandalous nor inert. Inclined to solve problems by bringing to a compromise. Strives not to stand out from the general picture, but tries to produce good impression. Stabilization of all processes in the organization and avoidance of extremes is the "intermediate leader". The types of leaders and the styles chosen have a significant impact on the company. The position of compliance with existing rules and smoothing out conflicts is welcomed among the employees of the enterprise.

People are selected on the basis of compliance with the rest of the staff. During work, he does not look for errors, but gives advice and helps. A beginner will easily get used to such a company, because the manager will always point you in the right direction, explain incomprehensible moments.

Leader personality types have great value to create a comfortable environment in the team. This type of manager tends to listen to the opinion of employees and make decisions based on the best offer. He may sacrifice his principles for the common good.

Communication with the head takes place tête-à-tête. He does not like to communicate with the crowd, it is easier for him to talk to 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 is promoted well in view of his views.

A manager who brings priorities together

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

He helps them open up, supports them in their endeavors. It comes to such an extent that the staff sincerely wants to achieve the intended goals and works tirelessly. Employees develop communication among themselves, 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 - the fulfillment of 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. Every company needs a manager with a certain character and individual abilities. Somewhere we need an emphasis on labor productivity, somewhere we lack simple human relations.

Types of organization leaders

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

1. Etimemetheus. Not distinguished by a sharp mind, in Greek mythology he is the brother of Prometheus. Such a leader has a conservative character, takes into account all the details and details. He does not like to take risks, does not want to change anything. Usually has a competent deputy subordinate.
2. Dionysus. A manager of this type is distinguished by the ability to make decisions in difficult situations. Performs well in times of 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 objectives. Completely immersed in work, does not like to be distracted by unnecessary conversations. He communicates with staff and deputies extremely rarely, only when necessary. He does not like and does not know how to relax, he works 24/7. He can achieve success if he learns to support people and help them.
4. Apollo. Such a leader is aimed at individual communication with each employee. He tries to solve all personal and organizational problems that have arisen. Sometimes he takes on too much and does not have time to do it on time. He needs an assistant who will tell you how to properly share responsibility for everyone.

Passive managers

According to the focus on certain actions, experts distinguish between passive and active leaders. The first type includes those who wish to maintain their position in the company at any cost. They are ready to commit low deeds, act according to a pattern and are weak specialists.

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

1. Specialists. These are people who can be called professionals in their field, quite peaceful, able to hear other people. But they are immersed in the work and do not devote time to leadership as such.
2. Masters. Such managers try to keep their position by creating the most unfavorable atmosphere. That is, total control over subordinates, requirements to follow orders unquestioningly, rejection of any innovations, work clearly according to the scheme.
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 keep the position.

Active managers

Managers of the initiative type are constantly challenging themselves, striving to expand the scope of their activities, improve the production process. There are the following types of leaders and subordinates:

1. Jungle Fighters. These are people striving to gain unlimited power, to "take over the world." They destroy competitors, while using their employees.
2. Players. Such leaders are reckless, they are interested in the process of moving up the career ladder, and not in the power gained from it. They tend to make momentary decisions, like to compete with other companies. Develop innovations and implement them to stay ahead of their enemies. For the most part, they harm organizations, 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, reckon with criticism, and encourage new ideas. They instill trust and respect in the staff.

In any company, the most important issues are the management. The types of leaders and their influence on the workflow determines the success of the organization in many ways. What management style will the manager choose? Will he be able to achieve strategic goals? The existence of the company and its position in the market depend on it.

Authoritarian leadership style

It is historically the first and the most common so far. This style is considered by many to be universal. Its essence lies in the fact that the head issues orders and orders to employees without any explanation. In turn, workers perform actions without asking too many questions.

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

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

The worker usually feels disgusted with the duties he performs, he wants the day to end quickly so that he can go home. He tries to avoid work because of his unwillingness. Therefore, the leader has to force him to act in various ways.

Democratic management style

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

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

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

At any time, an employee, regardless of his position, can approach the manager and offer his idea on a particular problem. The initiative is welcome, 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 performance production tasks. In addition, in such a company, access to information is almost always open.

The types of leadership styles are quite diverse. The use of democracy in management is relevant if subordinates are well versed in the work that needs to be done. And also they can bring new ideas and options for solving the problem, which 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, prefers to stay away. As is known, main man In any organization, there is a leader. Types of leaders and management style are important aspects in enterprise development. With this style, workers are left to themselves, by and large they do what they want.

The system of punishments and rewards is completely absent. In such a situation, the manager is advised to focus on improving human relations with his subordinates, and not on the organizational factor. If a good relationship develops between the administration of the enterprise and the staff, labor productivity will increase by itself.

With this style, delegation of authority is of particular importance. The main types of leaders, regardless of character traits, tend to delegate their duties to performers. In this case, decisions are actually made by the workers themselves. They should only coordinate 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 a 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 encouragement does not play a role.

How do you communicate with employees? Do you control every step imperiously, let everything take its course, practice an individual approach? Well, how does it work? Today we will talk about management styles of the leader. Get comfortable, let's get started!

Or maybe you have not thought about leadership style at all? Business is going on, the online store is developing, why complicate something? 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 follow in the future.

Authoritarian style, or "As I said, so be it"

Gennady Pavlovich P. has been leading the team for many years. How did he get into management back in Soviet times, and leads. It is clear that for so many years his style has already been formed and is not subject to change. And it would be necessary: ​​Gennady Pavlovich is one of those bosses who firmly believe 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. No wonder that in the team he has a turnover: young people come, brought up in a new society, who are not afraid to offer their ideas and are very surprised when they encounter the principles of the boss. They are surprised and leave - to more loyal leaders. Only the main backbone is delayed in the team - people who have been working for more than a dozen years and have long been accustomed to Gennady Pavlovich's quirks. And everything would be fine, only this backbone is almost entirely pensioners. alien to them - the company has no development, everything goes the old fashioned way. The company is not doing well.

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

Disadvantages of an authoritarian style

1. A child can be thrown out with water: one who is used to not listening to opinions risks not hearing valuable ideas that will bring profit to the company. Someone who does not allow informal relationships with subordinates may not notice the love of his life or someone who can become best friend. Human relationships sometimes go beyond subordination.
2. Stubbornness is not perseverance. Fanatical following instructions a step to the left - a step to the right is equal to execution - a disastrous position for the company. Read the biographies of great entrepreneurs: they all recognize the need to break the rules, think big, allow creativity.
3. Not everyone agrees to work with a dictator- In companies where the authoritarian style of management reigns, the percentage of layoffs is higher. And leave, as a rule, the most talented. In such a collective, opportunists or conservatives survive, who do not care.
4. Employees in such companies do not develop, do not offer ideas, do not learn new things. Maybe they would be happy - but why, because it will still be the way the local god ordered. And since the initiative is punishable - why show it at all?

Advantages of an authoritarian style

1. Iron discipline. You can't spoil a dictator: either you fulfill all his requirements, or the door to the street is open. As a rule, fines for the slightest violation bloom in such a team. Total subordination makes employees obedient and agreeable to any demand from management.
2. Clarity and transparency of all business processes. The boss-dictator knows exactly how and what happens in the company at each stage, what tasks are solved and who performs them.
3. The employees do not get confused, but they will clearly follow the orders of their superiors - they are no strangers. With a democratic or liberal leadership style, this is more difficult to implement: in the event of force majeure, both the bosses and employees can storm like a ship in bad weather. And this is fraught with hastily made and erroneous decisions.

Democratic style, or "Let's think together"

Aleksey K., a young manager, quit 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 that reigned in his same place 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, trusted him to independently work on projects. For the workers, he was not a strict boss, but his own boyfriend Lekha. Once, this almost ruined the company: the employees relaxed and stopped taking Alexei seriously. Some people started to be late, miss the deadlines for completing tasks, and to the bewilderment of the boss he said: “What are you doing, don’t worry!”. When deals with profitable clients began to fail and the company lost profits, the young businessman realized that it was time to change something.

Democratic management style is a deceptive thing. Young and modern, it seems the only acceptable and in line with the spirit of the times (well, don’t work the old fashioned way!), but it’s worth loosening the reins a little - and it will turn out like in the example above. So that democracy does not turn into anarchy and permissiveness, the leader must have managerial experience.

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

Cons of democratic style

1. The possibility of anarchy, belittling the role of the leader, the emergence of opposition in the team. In general, everything that is described on the example of Alexei K.
2. Decisions can take a long time. The more people involved in the discussion, the longer the process can take. The case will be saved by clear deadlines for setting tasks. For example, 3 days are given for discussion and introduction of rationalization proposals - and not a second longer. This disciplines employees and speeds up business processes.

Advantages of democratic style

If no mistakes are made, a democratic style can become the basis for creating.

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

Person-centered style, or "Don't be afraid, I'm with you"

Olga B. worked with both Gennady Pavlovich and Alexei. The woman realized that both authoritarian and democratic styles have their pros and cons, and decided to act differently. Actually, she did not come up with anything new - she used a completely individual approach. Olga realized that each employee needs to work in their 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 in a personal conversation, she will begin to gush with creative ideas. It is difficult for an owl man to come to the office by 9 am - his head does not understand, things are not being done, but in the evening the most fruitful time comes. Olga organized a free schedule for several comrades, she allowed introverts not to speak at the planning meeting in front of everyone. The employees appreciated the good attitude and began to call the boss “our mommy”. But without a fly in the ointment, there was a group of people who quickly found a good attitude as a weakness and began to openly score on work. Olga was worried, held soul-saving conversations, and only when the team filed a collective request for the dismissal of the offenders, 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 tests, arrange corporate parties and joint gatherings in order to get to know their employees better. However, you should not overprotect workers: you are not a hen, and they are not helpless chickens. Trust, but verify, be not a mom, but a boss - this is the moral of this fable.

Cons of a person-centered approach

1. As a rule, bosses of this type are soft, sensitive people. Good relations are more important to them than the profit of the company and its development. Therefore, as sad as it is, a soft boss can quickly be “eaten” his more resourceful colleagues or one of the number of subordinates.
2. Absence . Instead of giving clear instructions and controlling the process of completing tasks, such leaders either do everything themselves or forgive endless delays. Wake up guys, this is business! Here you need to make difficult decisions and take big risks, otherwise there is a risk of burnout and.

Advantages of an individual approach

1. Good relations in the team. Human relations are almost the main thing for half of the employees. If you are lucky enough to find an understanding boss, many will hold on to this place 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 with a mountain and will not let the company fall apart. “One for all and all for one” - this slogan still works.

So how should you?

In each of the three styles, we found our flaws. So what management style to choose, how to behave with subordinates? Much, of course, depends on your personality and type of character. A dictator by nature will never “deliver snot” and take care of the personality of each employee. And a quiet, intelligent woman is simply not able to crack her fist on the table and force her subordinates to work.

What to do? Combine management styles depending on the situation. This is called situational management. For example, if a force majeure event 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 work, use an individual approach, talk to the person personally, find out what worries him. If you need to solve a new problem - stick to a democratic style, get the opinions of all employees and solve the problem together. Moreover - even in interaction with the same person it is possible to apply different management styles - again, depending on the situation. Somewhere to be a tough leader, somewhere - a wise mentor, sometimes to provide the necessary paternal support. Here is a table to help you skillfully navigate between several management styles.

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

Any team has its own leader, this is the simplest common truth. A leader is needed in order to make decisions and direct the activities of society. At the enterprise, these functions are performed by a manager (foreman, head of department or chief specialist). Scientists have noticed that every manager manages in his own way. And the characters of leadership have been combined into management styles in management. Read more about what management is in the article:

Management styles in management: authoritarian style

An authoritarian manager is characterized by a dry character, a lack of trusting relationships with subordinates. The process of working in this spirit is reminiscent of the rigid army style: orders are not discussed. True, even in such a working mood there are advantages.

Advantages. Clarity of given orders, high speed of execution, does not require large financial costs. Contributes to the rallying of the team "against the authorities."

Flaws. Lack of motivation for employees, no work to create a favorable climate. In such companies, many subordinates do not withstand the onslaught and quit.

Democratic management style

Democracy is the official form of government by the people in a state. At the enterprise, this style is reflected in similar features, only the boss is still not elected here. Democracy is expressed in trade unions or similar associations, in periodic meetings and collective decision-making.

Such companies are characterized by rapid career growth, active motivation and the latest management formulas. This style is recognized as the best for modern society, so many leading companies are actively working to get as close as possible to democratic management.

Advantages. Psychological motivation of work, creating a favorable climate for work. The prospect of career growth for the employee, due to which there is no professional "stagnation" at the enterprise. Natural competition in working conditions, which additionally stimulates to work better.

Flaws. Democratic governance requires a lot of effort and attention to control. Moreover, to create the best atmosphere in the team, it requires careful selection of employees.

Liberal management style

This style of management in management is the most destructive for the economy of the firm. The liberal manager differs from the democrat in his apparent detachment from the work process. In such a company, the bosses play a minimal role, leaving everything on bail to subordinates.

Typically, this style of management is characterized by a timid manager without obvious leadership traits. In this case, the hands of the subordinates are untied and they get complete freedom of choice. Not to be confused with democratic style. In both cases, there is no visible onslaught and suppression of the initiative, but the democratic manager still remains extremely attentive to the team and manages it with an “invisible hand”. For a liberal, the manifestation of such traits is a consequence weak character or lack of interest in work.

Advantages. An excellent opportunity to be realized for a subordinate, take the place of a manager or lead a team without official authority. The loyalty of superiors is often the reason for generous pay.

Flaws. This style is not conducive to improving the efficiency of the company as a whole. Liberalism at the enterprise creates a duality in management: formally, the manager has powers, but his leader (one of his colleagues) actually manages the team.