Hierarchical relationships with collaborators are determined by the management style adopted. To this end, there are several managerial styles that are adopted and adapted according to the team and the situation they address. Therefore, there are four types of management. Let’s examine them in this article.
Directive management
This is the ideal management style when urgent decisions need to be made. In public administrations, directive management is the most commonly used among the existing management types. Generally, the directive manager establishes a rather distant relationship with their collaborators. Thus, they are the ones who make all the decisions. Their main task is to organize and structure work relationships.
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Thus, directive management:
- provides clear and precise instructions;
- does not explain their instructions (or very little);
- plans, organizes according to a precise plan, and indicates the way forward;
- controls and monitors;
- organizes collective communications (meetings) to convey information uniformly and quickly to everyone;
- limits the autonomy and initiatives of team members.
Persuasive management
Persuasive management is not only organizational but also relational. Collaborators are therefore listened to and taken into account more. Here, the manager must use charisma and leadership to guide and support team members. Instead of imposing their decisions, they try to convince. Usually, they end up having the final say on their instructions.
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The persuasive manager acts as follows:
- they talk and argue a lot to justify their positions;
- they provide a lot of explanations;
- this management style encourages and highlights positive and conclusive results;
- they ensure everyone’s understanding of the objectives;
- they assist collaborators in difficulty.
Participative management
The participative manager prioritizes relational aspects much more than organizational behaviors. The dependency link of collaborators towards the manager tends to fade. The main objective of the manager is to develop a friendly and harmonious atmosphere with their team. Thus, participative management:
- encourages creativity and initiative-taking;
- develops close collaboration and active participation from everyone;
- tends to break the subordination link;
- develops plans and decisions together;
- listens attentively, analyzes, studies, and advises.
Delegative management
Delegative management is low on organizational and relational aspects. The delegative manager therefore establishes a creative and autonomous team. Their role is to empower, delegate, and evaluate their collaborators. The choice of methods and the power to act are thus left to the team. As a result, the delegative manager:
- fully trusts their collaborators by letting them do, being minimally present;
- indicates the targeted goals, the results to be achieved, and allows the team to establish their action plans according to their processes;
- is open to proposals and suggestions;
- ensures timely follow-up and control according to a previously established schedule;
- does not necessarily encourage;
- collaborates very well with experienced individuals.
Ultimately, there are four types of management that govern relationships between collaborators within a company or an administration.