Managementstyles

Name
Instructor
Course
Date
Management styles
a
Managers use different management styles and techniques depending on the job they handle and the workers. A good manager is one who is flexible to adopt different management styles and in return expects the best outcome. The other department that uses theory Y styles is considered adequate to most employees as it engages all the employees in decision making. Holistic participation in leadership by your workers creates room for correction and a flexible manager will always subvert ramifications that develop due to rigidity in management (Chung, Yeh & Hsieh, 187). A democratic leadership enables a worker to have opinions and contributes fundamental ideas to control and general motivates workers to deliver since they feel that they are part and parcel of the company. The standard quest for most companies is to escalate productivity, and that’s why theory Y becomes useful for Carol as a focused worker.
b
To expand my understanding of other management styles deployed by managers from another department I will use information gathering technique that involves the use of oral questions. A personal confrontation of the managers and interrogating them on how they manage their departments and also their relationship with their staff will be reliable and less expensive. From the response, I gathered it is clear that managers are different and they also deal with various workers (Chung, Yeh & Hsieh, 199). The managers use techniques such as being directive in a manner that they require tremendous compliance from workers.

Managers who instil authority in their operation have an aim of giving long-term guidance and quest to workers. Affiliate managers have an aim of building harmony between the manager and the staff. Participative management and supervision builds commitment among employees and encourages their input in decision making. Pacesetters are visionary and accomplish tasks with high levels of excellence; they motivate people. Coaching style is used by managers who build long-term professional development among workers and employees feel motivated to professional development. Therefore I believe in the recommendation I proposed for Carol since theory X uses a participative style which encourages employees to engage in decision making and long-term benefits are motivation to high productivity.

Work cited
Chung-Hsuan, Yeh and Hsieh Ting-Ya. “A Study on the Management Styles and Job Satisfaction of Employees at Taiwan’s Architectural Firms.” International Journal of Organizational Innovation, vol. 10, no. 1, July 2017, pp. 185-204. EBSCOhost, search.ebscohost.com/login.aspx?direct=true&db=bth&AN=123836170&site=ehost-live.