What are the types of managers?
Authoritarian leaders are considered the toughest leaders. They tend to suppress manifestations of the initiative on the part of workers. For such a boss, it is important that they obey him in everything, and his orders are executed. All decisions are made only by him, he is considered to be the "luminary" of the company he leads. Such bosses themselves are completely given to work, they require the same return from workers. For the purposes of the company they are ready for any expenses.
When interacting with such leaders can not show initiative.She is punishable. Refrain from discussing your ideas, as well as their suggestions to the authorities. Another rule is the exact observance of official discipline.
Liberal leaders are the opposite of authoritarian. But do not think that liberalism and lack of control are synonymous. Such a leader is considered a suitable head for scientific and creative teams. Work in art does not require constant intervention in the process, as well as monitoring the execution of tasks. But do not assume that you do not have to report to the leadership. Although the control is made in the free form. Usually, the relationship between employees and this boss is based on trust and mutual respect. When talking with such a leader, you can discuss business topics.
The most acceptable type of bosses is the democratic leader. He gives his subordinates a chance to solve working questions themselves, since he trusts their experience and professionalism. He is able to put an objective assessment of the abilities of any employee. The company for him is not his person, but the whole team.
Managers are different. It is sometimes difficult to adjust to a certain type of boss. But knowledge of the features will help a lot.
Such bosses encourage employees to take initiative, they consider and take into account their ideas. Often they know a lot about their employees and their interests.
A characteristic feature of the style of communication with a democratic leader is the fact that there is no distance in the presence of subordination. Such a leader can also be addressed with a personal problem.
Team leaders are mixed executives. Such bosses clearly build a system of teamwork. He defines strict frames within the company, adheres to them himself. For example, if a rule is introduced according to which it is necessary to write an explanation of the reasons for delays, then the boss himself is never delayed. If employees are headed by such a leader, then the role of informal relations in the company is reduced, but they are not reduced to “no”.
Congregational leaders are trying to build a favorable model of employee interaction. But they go to this goal by applying trial and error.Taking calculations and plans as a basis is not their style. The company chief tries to maintain a balance between the informal and working relationships of employees. In such companies often hold meetings, meetings, and more.
Such leaders themselves determine the norms of behavior in the company. In this case, often the requirements of the leader manipulator are changing and illogical. Despite the fact that the management does not fix such rules anywhere, all employees are obliged to understand them and to strictly follow them. Those to whom natural intuition does not help to understand the laws of the company, not voiced, will not work for a long time in it.
With such leaders are able to interact normally people who can adapt to the frequent change of circumstances. But the head personally often violates the rules he invented. A manipulator is not an authoritarian boss. Such leaders encourage informal relationships, are attentive to employees.
For the careerist, the team acts as a step or stage for the future upward movement of the stairs. To the workers shows indifference, formal politeness, but in case of failures dumps the blame on them.
Remember that whatever the head, it is important to protect his authority.He is the “face” of the firm and its reputation.
He listens to other people's ideas, but gives them away as his own. He likes instant results, spectacular, which are visible to higher authorities. Often impulsive, craves activity. To understand the meaning of his orders is sometimes difficult. He collects dirt and loves to use it. Friendship leads only with useful people personally.
For ascetic leaders, the main role is played by the needs of the company. A similar approach to labor they require from workers. In this case, the head may not even think about how to feed the family for a small salary. He himself is usually not married, because the family problems of others are incomprehensible to him. Despite this, his subordinates are respected for their dedication. But there is always a visible distance between employees and such a boss.
Such managers with employees establish only business relationships. However, they do not prohibit interpersonal relations of employees, but do not take part in them.
Another executive representative is a workaholic boss. For such leaders, work is not a means, but a basic passion.They come to work before dawn, and leave after sunset. At the same time, they sincerely do not understand why the others do not behave this way. Demanding on employees, but do not swear because of small things. All working moments are closed on themselves.
The head of a workaholic believes that no one is better able to do his work. The attitude towards employees is built in accordance with their level of significance and applicability in the work. Too worried about the results of labor, because with failures it becomes rude.
Chiefs are called indecisive leaders due to the fact that they avoid taking on obligations, each time they await the order of their superiors. They fear not only personal, but also working relationships with subordinates. The interaction of workers and such a chief is made through a secretary or deputy. Differ in love of bureaucracy. Problems are solved for too long.
For comfortable work under their authority, you will have to become a true connoisseur. Problems in the occurrence will have to be solved by yourself, not relying on the authorities. The only unwritten rule is the mutual non-intervention of subordinates and the boss in the work.
For leaders-patriarchs, the main role is played by informal relationships, not business ones.It is better for such a person to manage a small team where participants treat the leader with respect. "Patriarchs" have requests that go beyond the boundaries of subordination. They require special honors: gifts, help in off-duty business, flattery and compliments.
The negative trait of this boss in the ability to dismiss a person without serious reasons, based on personal motives. Subordinates often laugh at him kindly, but personal requests are performed.
Pedants in all appreciate the absolute order. Each job will find flaws, can not tolerate delays, loafers, untidy in clothing, inaccuracies in the work. In communication, tedious, dry, too voluminous, require accuracy in the details.
Successful completion of cases by employees does not make a special impression on the head of the pedant. With a negative result, he will lead all with moral teachings, but he is almost incapable of financial punishment.
A serious distinction of the charismatic leader is personal charm and business acumen. These leaders can even not demand to observe the chain of command, workers and so observe it of their own accord.
Charismatic bosses are too far from workers. They almost do not communicate with them on non-working topics. But such a boss constantly appears on time and eliminates problems related to work. The team rallies on the basis of honoring or adoring the leader.
The head of the "friend" type doubts every little thing. He tries not to interfere in the work of the company and employees, and only a truly urgent need is able to make him do it. But even in this case, he waits until the extreme moment, thinking that everything will be solved without his participation. He likes to shift obligations to employees, it is difficult for him to insist on his own, to force others to comply with the requirements and orders.
Understanding the distinctive features of types of managers will help in resolving conflicts, establishing “even” relationships with superiors.
At the same time, he is a true diplomat, able to resolve the conflict, acting as an "equilibrator" of relations in the company, because he likes workers. He knows how to listen to others, collects opinions, but if he wants to take them into account, he simultaneously faces the impossibility of this task.As a result, she prefers not to solve problems at all, than to face offenses of employees.
In conclusion, we note that the rules of interaction in groups depend a lot on the type of leadership. But whatever the head, all employees, in accordance with business ethics, are obliged to protect his authority. The head is the “face” of the company. And if the employee does not care about the company's reputation, he will not discuss the company's sensitive issues publicly. Official ethics strictly prohibits discussion and criticism of leadership behind their backs.
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