Advantages and Disadvantages of Autocratic and Participative Management Styles
Discuss about the Human Resource Management for Democracy in Practice.
The primary motive of this paper is to outline and explain the significance of human resource management. The paper also discusses that how the company uses participative management style to make unique and effective decisions within the organization. Here is the discussion about the advantages and disadvantages of the autocratic and participative management styles. The paper answers the questions related to the given case study.
Yes, I think the company participative management will succeed after so many years of autocratic management. It has been found that autocratic management style is not effective and good in modern management. The autocratic management style creates confusion and doubts among the workers and managers as well. The Autocratic rule and policies lead to a ample of burden on the manager or the leader. Since mangers and leaders take full responsibilities and authorities for team decisions evaluation of a team’s work that can lead to high confusion, tension, stress and health issues also (Amanchukwu, Stanley and Ololube, 2015). This can affect the business activities and operations of the firm. Beside this, autocratic management style is bad for motivated and high skilled employees as it also reduces team performance and productivity. It also leads to ego clash and disputes that can affect the productivity of the employees adversely. Along with this, managers are considered poor and ineffective motivators and workers are failed to show their judgment and creativity. It may affect morale and loyalty of the workers adversely. Due to autocratic management style, employee retention and employees turnover issues are raised at the workplace. In the given case study Azlan can use participative management style to motivate and encourage the workers for performing tasks and duties effectively (Parikh, 2016).
The participative management style is also known as democratic leadership style. It is one of the popular management styles that helps in decision making process. This management style invites leaders to participate in the decision making process. In the given case study CEO uses autocratic leadership style that was not appropriate for the modern business world. This management style could also affect the efficiency and effectiveness of the workers. If the CEO uses participative management style then ample of advantages can be taken while initiating the business activities and operations internationally. If CEO hires two foreign managers then it will help in diversification and innovation. The company can use their high skills and talents to perform tasks and roles globally. With the help of participative management style, workers are aware of what is happening in the company and hence they take interest to produce more and more in the workplace (Pichon Sr, 2010). Aside this, this management style helps the subordinates or workers to get full opportunity to use their efficiency and capabilities. This management style renders employees more opportunities to improve and enhance their income through good and effective performance. It gives chance to the workers to determine the future success and progress of the firm (Giltinane, 2013). This management style increases creativity in the workplace and it also improve employee retention and reduce the cost of turnover within the organization. It also improves and enhances the morale and loyalty among the employees. The level of satisfaction would be high if participative management style is used by the company. In this management style, there is fewer need of supervision and more emphasis is laid on the abilities and skills (Khan et al, 2015).
Recommendations to Handle and Manage Issues Related to Existing Employees and New Managers
Although, participative management style will lead to teamwork and collaboration still it will create various issues in the workplace. In the given case study, if CEO uses participative management style then decision making process definitely will slow down, feedback and inputs will start pouring down from each side it. Security issues can also be raised if the company uses participative management style because people get to know all the information and facts. Thus, there would ample of information and facts be leaked out. If the company appoints two foreign managers then this management style will not be effective and dynamic because it takes lot of time and requires long discussion. In this management style, everyone tries to have their say and mould conditions according to their linking that hinders success and progress. Although, participative management style is an effective tool for making effective and dynamic decisions but it affect the productivity and performance of the workers adversely. It increases resistance to change issues within the organization. The participative management style calls for managerial and organizational changes in the workplace. Thus, most of the employees resist the changes and they do not welcome it (Pichon Sr, 2010). It also requires lot of training and development coaching thus it is time consuming and expensive process. In the case study, the company hires two foreign general managers to manage and control the global business therefore; the company will have to conduct training and development sessions to teach them the work process effectively. It also has a direct and negative impact on the outputs and effectiveness of the firm (Saeed et al, 2014).
Along with this, participative management is unable to take one stop solution for ample of issues and disputes. In addition, the managers or leaders are unwilling to give away some responsibilities and authorities to their employees that slow down and choke the process of decision making process (Goleman, 2017). Beside this, managers are failed to understand and know that participative management is not the same as exercising or allocating the roles and responsibility. They fail to understand that democratic style also includes considering recommendations and suggestions of the workers with dignity and self respect. All these will affect the long term objectives and goals of company. If the organization recruits foreign managers then the firm will have to face culture and language issues. These issues cannot be reduced with the help of participative management style. Due to participative management style, the company is unable to handle the foreign general managers and their staff. In this way, participative management can affect the long term mission and vision of the corporation negatively (Hewison and Kitirianglarp, 2010).
There are ample of steps can be taken by the company to handle and manage the issues related to existing employees and new managers. Some of the steps have been discussed below.
- It has been found that strong and unique communication skills are essential for managing and controlling the foreign workers. The company should write clear and effective emails when communicating and collaborating with foreign workers and managers. It will help in reducing and controlling the various issues and disputes related to the foreign workers (Cardona and Morley, 2013).
- The organization should clear avenues for the free flow of collaboration and communication and along with this; the firm should set a clear and dynamic chain of command.
- The organization should also focus on the cultural differences to manage the overseas employees. In addition, the firm should provide training and development coaching to the workers to learn the culture and language of the different countries (Certo, 2018).
- Apart from this, CEO should motivate the workers by providing rewards and incentives to them. Some programs and sessions related to motivation must be held by the company to improve and enhance the performance and productivity of the employees. Moreover, the CEO should include managers to make effective and unique decisions within the organization. Participative management style shall be implemented by the CEO to attract and retain maximum number of employees towards the work (Saks and Haccoun, 2010).
- Furthermore, the firm should make a plan for reintegration and the managers should develop innovative ways to share knowledge from the assignee’s experience in the workplace.
- Effective and sustainable human resource management shall be used by the organization to assist and guide the workers in the international market. It will help the firm to maximize the productivity and outcomes (Drucker, 2012).
- Unique and dynamic policies, strategies and plans must be made to guide the workers to perform tasks and duties effectively and smoothly. This will also help the organization to expand and flourish the business globally (Beierle, 2010).
- A performance management system must be implemented by the top management and CEO to analyze and monitor the performance and capabilities of the workers. It also helps in gaining competitive benefits in the international market.
- The company should conduct training and coaching to accept the managerial changes within the organization (Berger and Berger, 2011).
- Various leadership theories should be explained by the company to promote and encourage the workers. It will also help to strive and cope up with rivalries in the global market.
Conclusion
From the above mentioned analysis it can be concluded that HRM plays a significant role in each and every company to make unique and effective policies for the welfare of the workers. It has been noted from the given case study that participative management style must be initiated by the company to appoint foreign managers and employees. At the end, some recommendations have been given to handle and control the issues and conflicts related to the workers.
References
Amanchukwu, R.N., Stanley, G.J. and Ololube, N.P., 2015. A review of leadership theories, principles and styles and their relevance to educational management. Management, 5(1), pp.6-14.
Beierle, T.C., 2010. Democracy in practice: public participation in environmental decisions. Routledge.
Berger, L.A. and Berger, D.R. eds., 2011. The talent management handbook: Creating a sustainable competitive advantage by selecting, developing, and promoting the best people. New York: McGraw-Hill.
Cardona, P. and Morley, M. eds., 2013. Manager-subordinate trust: A global perspective. Routledge.
Certo, S.C., 2018. Supervision: Concepts and skill-building. McGraw-Hill Education.
Drucker, P., 2012. The practice of management. Routledge.
Giltinane, C.L., 2013. Leadership styles and theories. Nursing Standard (through 2013), 27(41), p.35.
Goleman, D., 2017. Leadership That Gets Results (Harvard Business Review Classics). Harvard Business Press.
Hewison, K. and Kitirianglarp, K., 2010. Thai-Style Democracy. Saying the unsayable: Monarchy and democracy in Thailand, pp.179-220.
Khan, M.S., Khan, I., Qureshi, Q.A., Ismail, H.M., Rauf, H., Latif, A. and Tahir, M., 2015. The Styles of Leadership: A Critical Review. Public Policy and Administration Research, 5(3), pp.87-92.
Parikh.V.2016. Advantages and disadvantages of autocratic leadership [Online], Available from https://www.letslearnfinance.com/advantages-and-disadvantages-of-autocratic-leadership.html, [Accessed as on 28th June 2018].
Pichon Sr, C., 2010. The effects of elementary school principals’ leadership styles and the preferred managerial styles of teachers on student achievement. Texas Southern University.
Saeed, T., Almas, S., Anis-ul-Haq, M. and Niazi, G.S.K., 2014. Leadership styles: relationship with conflict management styles. International Journal of Conflict Management, 25(3), pp.214-225.
Saks, A.M. and Haccoun, R.R., 2010. Managing performance through training and development. Cengage Learning.
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