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Different types of styles in hr
Different types of styles in hr
Different types of styles in hr
Different types of styles in hr
Different types of styles in hr
Different types of styles in hr
Different types of styles in hr
Different types of styles in hr
Different types of styles in hr
Different types of styles in hr
Different types of styles in hr
Different types of styles in hr
Different types of styles in hr
Different types of styles in hr
Different types of styles in hr
Different types of styles in hr
Different types of styles in hr
Different types of styles in hr
Different types of styles in hr
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Different types of styles in hr

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  • 1. INTRODUCTION MANAGEMENT:Management involves the utilization of human and other resources (such as machinery) in a manner that best achieves the firm’s plans and objectives. Three levels of Management:- 1. 2. 3. Top Level Middle Level Supervisory Level
  • 2. MANAGEMENT STYLES  Managers have to perform many roles in an organization and how they handle various situations will depend on their styles of management.  A management style is an overall method of leadership used by a manager.
  • 3. CONT..  Various management styles can be employed dependent on the culture of the business, the nature of the task, the experience and personalities of the workforce and the personality and skills of the leaders.  Managers should exercise a range of management styles and should deploy them as appropriate.
  • 4. CULTURE  The organizational culture plays a significant role in making organisations get the best out of themselves.  The HRD culture is one of that results from the beliefs of the Top management initially and subsequently from the HRD systems and practices.
  • 5. IMPORTANCE OF TOP MANAGEMENT STLYES IN BUILDING CULTURE
  • 6.  Different company, different type of culture, yet different styles of managing is adopted.  Employees portray the Co. to its customers.  Change in the culture
  • 7. Cont..  Negative impact on business success if no culture is build. • Best Candidates.  Loyalty Matters. • Sense of belongingness.
  • 8. DIFFERENT TYPES OF STYLES 1. Benevolent Style 2. Critical Style 3. Developmental Style
  • 9. BENEVOLENT SYLE  This style is indicated by behaviour that treat all subordinates affectionately like father treats his children.  Managers believe that this style is one that gets people to work.  This style is governed by relationships though tasks are important.  Such style promotes OCTAPACE only to some extent.
  • 10.  Create feelings of dependency and high relationship orientation also it lasts till the boss lasts.  In crisis situations this style does extremely well as people stand by managers.  Cendian, a chemical logistics outsourcing company’s CEO Mark Kaiser, emphases on benevolent leadership. Kaiser has created a workplace culture on the principle of success through others, that is, open and honest communication, mutual trust, support and respect for employees.
  • 11. CRITICAL STYLE  This is second most frequently exhibited style and are mostly of theory X type.  Managers of this style believe in close supervision and constant monitoring.  Managers cannot tolerate mistakes and complain bitterly if conflict arise.  They use punishment and fear more than reward and encouragement.
  • 12.  Such styles have found to create morale problems and motivational issues.  OCTAPACE culture gets least developed with such kind of managers.
  • 13. DEVELOPMENTAL STYLE  Highly Mature Style.  It is considered management. as a real HRD Style of  Employees are allowed to work in an autonomous environment.
  • 14. MANAGERS’ CHARACTERISTICSBelieve in empowering their subordinates.  Make employees more competent.  Focus on enhancing commitment towards the work.  They are guided by long-term interest of the organization.  Employees are allowed to learn from their own mistakes.  Employees are allowed to resolve conflicts on their own. 
  • 15. Examples of Developmental Styles
  • 16. Henry Mintzberg on Culture  “Culture is the soul of the organization — the beliefs and values, and how they are manifested. I think of the structure as the skeleton, and as the flesh and blood. And culture is the soul that holds the thing together and gives it life force.”
  • 17. CONCLUSION  The culture of any organization has a tremendous impact on its success, and therefore culture building is a critical function.  Top management is mainly responsible in creating an OCTAPACE Culture through their styles and roles.  Of all styles, Developmental style is the most conducive for creating an OCTAPACE culture.

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