Organizations need managers to plan, organize and see to the smooth running of the business. Rightly so, managers ensure the growth of the firm both internally and externally.
However, they differ in function depending on the level of control allotted to them or their position in the organization. This is to say that there are different types of managers and each of the functions in different ways, albeit, to complement the effort of each other.
Furthermore, managers vary in style; while some are result-oriented or autocratic, some prefer to build trust and reliance on the employees.
Also, each of these management styles comes with pros and cons which we will examine in this article.
Additionally, this article explains the types of managers that exist in an organization and their roles. Kindly read along.
Who Is A Manager?
Before diving deep into the types of managers, a broad definition of who a manager is would aid our understanding.
Generally, a manager is someone who is in charge of a department, resources, or a set of people. Organizational managers are tasked with planning, coordinating, and controlling a group of people, projects, or resources in an organization.
Managers are believed to be strategic, innovative, and better skilled in decision-making and problem-solving.
What is more notable with managers, however, is their ability to efficiently utilize the human and material resources at their disposal in order to help organizations achieve their goals.
That said, let us look into the types of leaders and their roles.
Types Of Leaders
1. Top-Level Manager
The top-level managers are the highest hierarchy of executive management in an organization.
In some organizations, they are the ones with the idea that birth the organization. In some cases, they are appointed by the business owner or board of directors in a limited liability company.
Additionally, they carry titles such as a chief executive officer or chairman, or general manager.
Top-level managers make major business decisions such as acquisitions and mergers, and they oversee other managers in the lower echelon of the organization. Moreso, they have the final say on anything pertaining to the business.
2. Middle-level manager
The middle-level managers are the next in the line of management after the CEO or chairman. They take instructions from top-level managers, report to them, and help them disburse information to other employees in the organization.
Their major function is to oversee the activities of front-line managers. A mid-level manager may also perform the functions of hiring and firing employees. They also train staff members and ensure that all hands are on deck so as to meet the organization’s goals.
As a result, mid-level managers need the ability to communicate effectively, delegate tasks, and make solid decisions.
3. First-line manager
First-line or front-line managers are those who execute the organization’s plans. They are the closest in line to the employees, hence the name, front-line managers.
Some examples of first-line managers are shift supervisors at a supermarket, store managers, office managers, assistant managers, etc.
Basically, they are directly responsible for the performance of the employees. In other words, they do supervision work and oversee the critical running of day-to-day operations of the business.
In a manufacturing industry, for instance, they are directly responsible for the production of goods. That is, they ensure that they meet up daily production targets, goods are of quality standards, and workers are doing their job and they also note if employees are present or absent at the workplace.
Also, in a service-based firm, they are responsible for the services rendered. They ensure the satisfaction of customers, the quality of services, that staff members are productive, etc.
First-line managers equally need adept communication skills, human management skills, customer relationship skills, as well as organizational skills to excel.
4. Team leader
The team leader is the head of a team. They manage a group or team consisting of fewer people than a manager would. The team members do not officially report to them; however, they act as a representative of a manager.
Additionally, they help team members with complaints, assist team members with tasks when they are stuck, and help them communicate with the supervisor, office manager, etc.
Usually, the team is expected to meet a target. Hence, the team leader plays the role of motivating team members to be up and doing.
Lastly, the team leader helps the supervisor to relay instructions and information to their team members.
The Different Management Styles Managers Adopt
Management style is the way through which a manager leads staff, organizes work, plans, and makes decisions. Some of them include:
1. Autocratic Management Style
Here, managers make decisions all by themselves without considering the opinions of employees. The managers have absolute power over decision-making.
Here, employees are micromanaged and compelled to perform tasks assigned to them by the manager. This management style ensures that work is done fast as well as to meets up with targets.
However, the workplace becomes rigid and not enjoyable for employees. Also, the chances of innovation or growth may be slim, since the manager doesn’t take to cognizance of employees’ opinions or ideas before making decisions.
Moreso, the lack of engagement or dissatisfaction will lead to high talent turnover as it is one of the major causes of employee turnover. Finally, it may lead to a lack of trust and resentment toward the manager.
2. Democratic management style
This is a management style where managers seek the opinions of employees before reaching a final decision.
It works well in organizations where the employees are experts and their contributions will help the manager make informed decisions.
Furthermore, it fosters employee-manager relationships, builds trust, and encourages innovation. Moreso, employees feel valued in organizations where they are part of the decision-making.
However, it can be time-wasting and may often cause delays in decision-making. Managers may find it difficult to choose between alternatives. Additionally, favoritism of ideas may ensue leading to resentment between staff members and management.
3. Laissez-faire management style
This style of management allows staff to work with minimal instruction or supervision. The manager only assigns, takes, and gets reports subsequently.
Other than that, the managers allow employees to make decisions on their own and may only interfere if employees request help.
This management style fosters innovativeness, creativity, and self-reliance among employees. However, the organization’s productivity may suffer when management is barely involved. Moreso, some employees may feel lackadaisical about work and fail to meet up with their targets.
Hence, this style is best for teams with highly skilled professionals who understand the company’s culture and are disciplined enough to get their work done without supervision.
4. Transformational management style
Here, the manager inspires employees to push for optimum performance and innovation. In other words, the manager encourages staff to get beyond their comfort zone and go for higher levels of achievement.
It is a way of improving innovation and creativity within the organization. Also, the employees here experience rapid career growth. However, if not well managed, they may eventually burn out due to overstretching and may not be able to meet up with task deadlines.
5. Transactional management style
This type of management style involves incentivizing employees as a way of motivating them to work. Basically, employees may get bonuses, awards, and stock options for a job well done.
It may be an effective management style for a start. However, in the long run, it may lead to unhealthy competition and resentment in the organization.
Moreso, employees will base their motivation to work on these rewards, and when they are not getting them, they feel demoralized to work.
In a way, it also builds an entitlement mentality in employees as they will expect to get a reward all the time for doing their job.
6. Persuasive management style
Here, the manager takes decisions without asking for the employees’ views but provides the employees with rational reasoning for such decisions. It is best when the manager is a highly skilled individual who has more knowledge and experience than others in the field.
This management style is quite better than the autocratic and employees feel valued. However, there is no input from employees in decision making which stifles employees’ innovativeness and creativity.
7. Servant Management Style
Here, managers act in the interest of the employees in order to gain their trust and loyalty and to motivate them to work well.
Managers spend a chunk of time bonding with employees and seeking ways to make them like them.
Hence, time that should be put into an organization’s productivity may be wasted on relationship building.
Moreso, employees may become too familiar with managers and become nonchalant with work.
Moreso, managers may be too concerned about employees’ welfare to the detriment of the organization’s productivity.
8. Coaching management style
Just like the name implies, these managers prioritize tutoring employees for career development. They organize training and sponsor employee development programs that help employees become more proficient at their jobs.
Through this, they gain employees’ trust and improve their motivation to work. However, employees may eye top positions and feel disappointed when they do not get it.
9. Visionary management style
Here, managers lead by sharing their visions with employees and convincing them to believe in them.
They also allow employees to work with minimal supervision or interference while checking in from time to time to see if the employees are on track with the shared vision. Furthermore, it fosters engagement, and innovation and reduces employee turnover.
10. Collaborative or participatory management style
Here, the employees are actively involved in the decision-making process. The managers seek the ideas and opinions of employees and work with them to choose the best option.
Hence, both the manager and the staff take responsibility for the outcomes of the decision. This way staff feels valued, trusted, and motivated to give their best to work.
Benefits Of Having Different Types Of Managers
1. Organization
In organizations where the managers are limited compared to the workload, there will be problems with the organization. Employees may lack a sense of direction, and managers may have too much work at hand.
Therefore, one of the major benefits of having different types of managers in a company is that it improves the organization of work. Managers can help relay information from the top down to the bottom and vice versa.
Furthermore, it reduces work overlap or interruption because managers are able to assign tasks and ensure that everyone is functioning accordingly.
2. Increases innovativeness and productivity
Having a series of managers in an organization also helps to increase production because the managers are able to assign tasks and ensure that employees are working to achieve the organization’s goal.
Moreso, it is a way of reducing the stress of work on an individual which ultimately leads to optimal results. Additionally, it ensures the efficient allocation of a company’s resources, leading to greater success in the organization.
Lastly, having many competent hands in an organization fosters innovation and creativity.
3. Time-saving
An increase in staff members automatically reduces the workload of each person. Hence, companies are able to save time while producing more when there are different types of managers available in the organization.
FAQs
What is the best type of manager?
The best type of manager is the collaborative management style because employees are actively involved in decision-making. Thereby they feel valued and motivated to work.
What type of manager is bad?
The autocratic management style is bad because it is coercive and can lead to a toxic work environment. It also stifles the innovativeness of employees and increases employees’ attrition rate.
What is the importance of having different types of managers in an organization?
It helps organizations to stay organized and improves the organization’s productivity.
Conclusion
As said earlier, managers see to the effective running of the business. But their work may differ based on their position in the organization.
There are basically four types of managers, and there are a lot of management styles that they employ.
However, it is best that you know how to shuffle between management styles based on prevailing circumstances. For instance, you may need to be authoritative if an employee fails to meet up goals or deadlines consecutively.
I hope this article helped.
Thanks for reading.
