Management styles

Effective management stylesIntroductionManagement in essence is the ability to direct, guide and motivates people to perform their duties effectively, in unison and harmony, and to excel in the performance of those duties. This requires cooperation with the organizational team and others associated with the job to accomplish defined goals and objectives. However, it is style, character and conduct that distinguish a capable administrator and define organizational success. Success is more likely to be achieved through team building, unity of goal and vision, communication, hard work, and mutual respect. It is management that plays the primary role in promoting and fostering those ideals. Therefore, it is imperative to recognize what constitutes winning traits in an effective management style. A basic fact that every administrator must recognize and acknowledge is that the employees constitute the most valuable resource of the organization and deserve to be treated with dignity and respect. The administrator must also recognize that only by earning the trust and confidence of colleagues and subordinates can he or she gain and expect unfeigned cooperation and quality performance.

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(Arnold, & McClure 1996) The outstanding administrator avoids the ineffective management styles commonly referred to as management by fire, management by crises, management by intimidation, management by command and control, management by caucus, micromanagement, my way or no way management, and management by neglect, that is, no management at all. These obtrusive ''styles'' may work for a while, but none are propitious for obtaining quality performance. Getting the job done is important, but alienating everyone in the process by creating an atmosphere of confusion, showing disrespect or killing all initiative and creativity is hardly the formula for success or for cultivating leadership. Likewise, ''instilling the fear of God'' in subordinates or constantly belittling or disparaging others may be appealing to the egoistic mind,