1. GROUP 16 ASSIGNMENT GROUP MEMBER Ahmed Ayodeji Arogundade Toliah
ON TYPES OF MANAGEMENT STYLES AND MANAGERIAL SKILLS
GROUP MEMBER
Ahmed Ayodeji
Arogundade Toliah
Olofinbiyi Oluwafunke
Falana Racheal
Ogunya Ronke

2. TYPES OF MANAGEMENT STYLES Management styles are characteristic ways of making decisions and relating to subordinates. Robert Tannenbaum and Warren H. Schmidt (1958, 1973), argued that the style of leadership is dependent upon the prevailing circumstance; therefore leaders should exercise a range of management styles and should deploy them as appropriate. 1. Autocratic Management style An autocratic management style is one where the manager makes decisions unilaterally, and without much regard for subordinates. As a result, decisions will reflect the opinions and personality of the manager, which in turn can project an image of a confident, well managed business. On the other hand, strong and competent subordinates may become impatient because of limits on decision-making freedom, the organization will get limited initiatives from those "on the front lines", and turnover among the best subordinates will be higher.

3. The problem with this type of management style is that the staff are going to eventually lost motivation working in an environment where they have no say and employee turnover is likely to run high as they move on to other opportunities where they can have an impact. For situations or events where an on the spot decision needs to be made, this type of leadership can serve a purpose, but trying to have an autocratic style of management in place for long periods of time is just going to lead to headaches for all involved. This style of leadership is more suited for a prison setting or in the military and not so much for business management. There are two types of autocratic leaders: •a directive autocrat makes decisions unilaterally and closely supervises subordinates. •a permissive autocrat makes decisions unilaterally, but gives subordinates latitude in carrying out their work. Application: It is used in times of crisis where the time for discussion is unavailable and the managers are responsible to give orders only. These orders need to be obeyed immediately by the staff so that further problems are not caused. This style is also used in the military and police forces where instruction are given and need to be taken seriously without hesitation or questions.

4. 2. Consultative Management Style
This decision making style in management revolves around getting lots of feedback from your staff before coming to a conclusion and making a decision. This means that the process can take a bit longer as there are more voices to be heard, but getting a consensus on major decisions can lead to buy in from those who might otherwise have been opposed to the implementation of such changes.
If you are going to make company or departmental policy changes, this type of style can make the team feel involved and more apt to go with the flow of whatever changes are coming down. This style also works well for brainstorming sessions as you work on new product ideas or marketing promotions.
The downside to this style of management and leadership is that employees may feel that you don’t value their opinion or are too stubborn if after all of the feedback is received you go off and make the decision on your own without incorporating any of their feedback.

5. Here, decisions do take into account the best interests of the employees as well as the business. Communication is again generally downward, but feedback to the management is encouraged to maintain morale. This style can be highly advantageous when it engenders loyalty from the employees, leading to a lower labor turnover.
It shares disadvantages with an autocratic style, such as employees becoming dependent on the leader.
3. Persuasive Management Style
A persuasive management style involves the manager sharing some characteristics with that of an autocratic manager. The most important aspect of a persuasive manager is that they maintain control over the entire decision making process. The most prominent difference here is that the persuasive manager will spend more time working with their subordinates in order to try to convince them of the benefits of the decision that have been made. A persuasive manager is more aware of their employees, but it would be incorrect to say that the persuasive style of management is more inclusive of employees.
Just as there are occasions where the use of an autocratic management style would be appropriate, there are also instances where a company will benefit from a persuasive management style.

6. For example, if a task needs to be completed but it is slightly complicated it may be necessary to rely upon input from an expert. In such a situation, the expert may take time to explain to others why events are happening in the order in which they will occur, but ultimately the way in which things are done will be that person's responsibility. In those circumstances, they are highly unlikely to delegate any part of the decision making process to those who are lower down in the hierarchy. Disadvantages to a persuasive style of management; 1. There may not be enough or even an entire lack of support from employees for management. Seeing as how the employees will have no input into the decision making process, they also may not trust the decisions that are made. 2. A system that has no input from employees minimises access to one of the most valuable resources that a business has; the ideas of the people who are working on the "front line". As a result, employees will show no initiative, which can reduce productivity.

7. 3. One-way communication models are unlikely to be effective when compared to two-way communication.
4. Democratic Management Style
In a democratic style, the manager allows the employees to take part in decision-making: therefore everything is agreed upon by the majority.
A democratic manager is willing to share work with his staff by delegating it to get the job done. You are banking on the competency of your team to get the job done on time and to have it done correctly. Employees love this type of  management style in business because they feel involved and part of the process. Their job performance is likely to be better than in an autocratic setting, though giving them the authority to do the work may lead some to rely on other to bear the brunt of the work on the project. Also, depending on what type of work it is, employees may feel like the work is being pushed off on them because you as a manager don’t feel like doing it.
The communication is extensive in both directions (from employees to leaders and vice-versa). This style can be particularly useful when complex decisions need to be made that require a

8. range of specialist skills: for example, when a new ICT system needs to be put in place, and the upper management of the business is computer-illiterate. From the overall business' point of view, job satisfaction and quality of work will improve, and participatory contributions from subordinates will be much higher. However, the decision-making process could be severely slowed down unless decision processes are streamlined. The need for consensus may avoid taking the 'best' decision for the business unless it is managed or limited. As with the autocratic leaders, democratic leaders are also two types i.e. permissive and directive. 5. Chaotic Management Style A very modern style of management, chaotic management gives the employees total control over the decision making process. Some modern companies have adopted this style of management and in return have become some of the most influential and innovative companies. 6. Laissez-faire Management Style Laissez-faire leadership, also known as delegative leadership, is a type of leadership style in which leaders are hands-off and allow group members to make the decisions. In this leadership management style, the team is given the freedom to complete the job or tasks in any way they deem it should be done. It is a hands off approach at the management level in terms of direction, but the manager is there to answer questions and provide guidance as needed.

9. This is a good way to help develop individual contributors into leaders which is only going to serve to make your team stronger on the long run. On the flip side, it can lead to conflict on the team if some employees try to assume the role as a leader in the interim or to dictate to others how their work should be done.
Researchers have found that this is generally the leadership style that leads to the lowest productivity among group members.
Laissez-faire leadership is characterized by:
•Very little guidance from leaders.
•Complete freedom for followers to make decisions.
•Leaders provide the tools and resources needed.
•Group members are expected to solve problems on their own.
As you can see there are many different management styles and each of them can serve a purpose depending on the type of business and environment you are in as well as the situation. The most effective management styles are those which you can take bits and pieces from to then combine with your own management style to create a good working environment for all involved.
In most cases, the traits of the staff that you are managing will help to define the management styles you will use, something blending a combination of the different categories.

10. MANAGERIAL SKILLS
The ability to make business decisions and lead subordinates within a company.
Three most common skills include:
1) human skills - the ability to interact and motivate;
2) technical skills - the knowledge and proficiency in the trade;
3) conceptual skills - the ability to understand concepts, develop ideas and implement strategies.
Competencies include communication ability, response behavior and negotiation tactics.