How Can These 3 Management Models Benefit Your Team?

management modelBeing a leader is no easy task, and one that is not natural to many of us.

Most managers often wish there was some kind of a blueprint that they can follow that will help them make the right decisions and leading their team.

In fact, there are a variety of different management models that can help you improve your skills. Pick from the following 3:

The Human Relations Theory Of Management

Although this management theory was first developed in the 1920’s, it is still as relevant today as ever.

Professor Elton Mayo change the view of the time that productivity lies in the power of machines instead of humans.

Today, there are different types of machines in our workplace, such as software programs and artificial intelligence.

While many managers focus on upgrading to the newest models to improve productivity, it is important that all leaders understand that the success of any company lies in its people.

This management model reminds all managers that a positive corporate culture and an efficient working environment where the managers value, recognise and promote the welfare and well-being of their employees are necessary for productivity.

Only when the individuals are motivated and encouraged to succeed, can the company thrive.

Likert’s Participative Management Theory

Leaders often have a hard time finding the perfect management style.

They don’t know how involved they need to be, or whether micromanaging will help or hurt their team.

To answer this question, Rensis Likert spent 30 years questioning over 200 managers in all industries about their beliefs and the performance of their team.

This research led him to develop a model of management systems.

He identified four management styles, which are:

  1. Exploitative-authoritative: Manager makes all the decisions without input from employees.
  2. Benevolent-authoritative: The leader uses threats or rewards for complicity.
  3. Consultative: Manager involves team in the decision-making process, but is the one to make the ultimate decision.
  4. Participative-group: The manager is simply part of a team where everyone is responsible for their own tasks and decisions.

Likert found that step one results in very little productivity, and step 4 is the most efficient type of management because when employees feel respected and empowered, they work at their best levels.

Five Forms Of Power

What makes a manager powerful?

Social psychologists John French and Bertram Raven identified five ways that result in power, which include:

  1. Legitimacy – the belief that the person has legitimate rights to manage others
  2. Reward – the knowledge that actions and positive behaviour will be rewarded
  3. Expertise – the belief that the manager is right because of their skills and experience
  4. Referent – employees follow their boss because he or she is likeable
  5. Coercion – the knowledge that actions and negative behaviour will be penalised.

It’s clear that managers can use any of the following ways to demand certain things from employees.

While legitimacy and rewards are positive and create a positive and productive environment, coercion is negative and will lead to a high employee turnover.

Thanks again

Mark Williams

Head of Training and Development

MTD Training   | Image courtesy of Big Stock Photo


Originally published: 14 November, 2017

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