Most Effective Management Styles

If you are still wondering which management styles are most effective choose the below four principal modern-day management styles are the autocratic, technocratic, bureaucratic and devolutionary manager. But which one of them are you? Without reading any further, you can guarantee that no one would want to be identified as an autocratic or even technocratic boss.


The style that no-one wishes to admit to. Typically the autocrat possesses all of the energy along with the say about what goes on. He or she is in full command and rarely entertains staff feedback. That is having been said an autocratic style of management is not inevitably an undesirable one. Particular motion picture directors as well as celebrity culinary chefs are recognized for their autocratic personality and are rightly respected for their expertise. This type of management can bring results, but it isn’t something which employees tend to be content to endure for long. They often feel marginalized instead of paid attention to, and this can bring about a high turnover of employees.

Devolutionary ( Laissez-faire)

The one everyone wants to become! All of us want to be identified as being a devolutionary. This particular management style revolves around handing the power to the staff. The utopian theory expunges a view of a content and eager workforce going about their daily activities, making swift and accurate decisions and typically enjoying a jolly good devolved time.

This is often, however, not the case. The staff could lack the capacity or nous to take important decisions, or they may benefit from the manger if not getting continually monitored. There are often quite a few pitfalls to handing power to some of the lowest wage earners inside a corporation, and if there’s not the necessary support network for the staff and sufficient core training, the enterprise may wish it had hired some ex-chefs.

On a good note, when it functions effectively it may be extremely valuable. Workers have a tendency to be genuinely engaged within the work environment and because they possess a very high knowledge base themselves are more likely to progress through to management.


The bureaucratic manager is extremely picky and thorough. He or she will investigate just about every tiny difficulty, problem or complaint to the full and, like a dog chasing a bone, not let go until chow time. This kind of manager is usually only 1 step removed from an auditor and behaves as such. Their investigative capability is both respected and feared by the staff, and they retain a high amount of control over their small business.

They are usually serial “yes” men and not the most inspirational of leaders. Their staff may find it difficult to bond with them, and consequently, morale could be low.


Technocratic management deserves a mention right here. It is the management style of the downsizer or the redundancy maker. The kind of person that does well at technocratic management always believes that the main interests of the business come before anything else.

This can be a tricky kind of the Directorate style in that downsizing is an issue that quite a bit of organization are tackling at the minute and not possessing a prepared and able technocrat to handle these duties can lead to even greater challenges in the company.

No person is liable to become comfortable with every one of these management styles (whatever the requirements of the organization). But every person must display these kinds of management styles at some point. Periodic autocracy is an excellent way of reminding the staff who is the boss while periodic devolution is a great way of reminding the staff that they may be valued. And let’s say we have a staff problem to resolve? Well then, we might have to engage in a small amount of bureaucracy while we investigate after which some technocracy (if required) may be necessary to defend the company!

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For more information on management styles and which to choose, please see the helpful video below from