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Professional Reflection: Knowing What Style is More Appropriate
    Managers perform many different roles within an organization. A management style is an overall method of leadership used by a manager. It is determined by the way in which they handle situations.  A good manager must adopt a management style that is specific to them. This will become their primary premise of governing, used to identify them amongst their directs (Turk, W., 2009).
    The study of management styles has allowed me to become more informed. All management styles stem from two major categories, autocratic and permissive. An autocratic leader makes decisions unilaterally while a permissive leader permits subordinates to take part in decision making and also gives them a considerable degree of autonomy in completing routine work activities (cornerstoneondemand.com, 2018). This shows that managers lead their directs in two contrasting manners. A manager who incorporates their subordinates in decision making often has a workforce that is more engaged and productive while one that makes unilateral decisions do not. This compounds the importance of identifying an appropriate management style that is specific to the work environment.
    A good manager is one that is versatile. They are aware of the different management styles. They must be flexible and know how to adapt the appropriate management style to the situation and the individual in which they face. This is important because different management styles produce different results. If an inappropriate management style is used it will stunt productivity and create a hostile work environment. With becoming aware of the range of management styles, I can now identify which one is suitable for the situation that I may be faced with.
    Managers are often classified as good or bad by their directs based on the way in which they are managed. Two different individuals may have different opinions of one manager that uses the same management style when interacting with them both. This is because each individual is unique. They have different needs based on personality, experience and work this and need a particular management style to suit them. 
    These facts stood out to me because they better help me understand how an effective manager should behave. They taught me what to look for when managing people in order to improve my management skills. I am now aware that I have to identify my own management style.  It would be shaped by my personality, experiences, morals, and ethics.
    The context of a situation is important when employing a particular management style. Situations of great urgency need a management style that is assertive and direct while those which permits time, allow for laissez-faire or hands-off approach. The individuals that you work with plays a major role in the effectiveness of a management style. Their knowledge, experience, drive and the way they work with others all play a role in the way in which they should be managed. 
    Great communications skills play part in Participative (democratic) style. I believe this style is most compatible with me. As a manager that employs this style, I would feed off the input of my subordinates to promote camaraderie.  My inability to effectively manage conflict deflects from this management style and coincides with one that possesses an affiliative management style. This type of manager promotes harmony amongst their directs and emphasizes good personal relationships among employees (Cardinal, R. 2015).
    In taking the abbreviated Personality Test and reading,  I discovered I have an Advocate Personality which is apart of the Diplomats (16personalities.com., 2018). I do see many of the traits described in myself. With being the youngest amongst my friends, they often turn to me for advice as they believe that I will make a suggestion that is sound and relatable. It is very similar in the workplace as I am fairly young in the workforce but my peers seek advice in making decisions about work.  I am surprised at the suggestion that my personality often becomes advocates and start movements. I consider myself a soft-spoken individual who often shy away from conflict. I often try to see the best in people and situations. These activities call for someone whole is not afraid to voice their opinion, even if there may be a negative outcome. 
    A personality style that greatly contrasts mine is one of a commander. They often dominate situations, becoming ruthless and making rash decisions. Commanders need a manager that will challenge their thoughts (16personalities.com., 2018). Someone who is confident in the decisions they make and are credible. This style is similar to that of a pacesetter. Managers using this style set high standards and expect them to be followed.  This management style works with individuals that are highly motivated and competent. This would allow for individuals with this personality to be constantly challenged and highly motivated (Cardinal, R. 2015). 
    An adventure is one that thinks outside the box. They stray away from conventional ideas. They emphasize on the importance of meaningful relationships and portray positivity with what they produce. This personality requires constant guidance as their unconventional thinking will cause their actions to upset traditional expectations (16personalities.com., 2018). The authoritative style is most suitable for someone with this personality. They will receive the constant guidance that they need. They will be able to learn effectively as they are motivated and lead by a manager who is credible. This personality differs from my own (Cardinal, R. 2015).
    Another personality type highlighted is that of a Mediator. They possess an optimistic demeanor and are perceived as shy and reserved. Although great communicators, they need constant monitoring to ensure that they are in coherence with daily tasks (16personalities.com. ,2018). A manager who implies a coaching style would be suitable for someone with this personality.They would be encouraged to develop their strengths and guided how to do so with professional development, unlike my own(Cardinal, R. 2015).
    Lastly, the personality of the executive drew my attention. These individuals are traditional and rely on facts when making decisions. They have an exemplary work ethic and expect their efforts to be reciprocated. This is similar my personality as they often work well with others. The ideal management style for this personality is participative. Their sound knowledge and interpersonal skills would allow them to be part of a productive team (Cardinal, R. 2015).
    My personal preference in management styles is the Participative style. I find it beneficial to get other peoples options on a matter before making a decision. This would allow me to be well informed and have different outlooks on the effects a decision may have. This is not the most suitable when difficult decisions have to be made in short timeframes. Personally, I would need to work on becoming a more independent thinker as I may not always have the luxury of adequate time. 
    Different personalities require different management styles. The way in which you apply a style to a personality affects the way in which the individual produces work and reacts to you as their leader. Managers must ensure that they govern their subordinates utilizing a method that reflects their individuality. This calls for managers to interact with their directs and learn their personalities, strengths, and weaknesses.
    As I advance through my career my management style will more than likely change. My ideology of what a good manager will shift depending on the situations in which I face. It is important for me at this stage to understand what personalities and situations permit me to use a specific management style.

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References 

cornerstoneondemand.com, (2018)Exploring Different Management Styles. Retrieved on January 18, 2018, from https://www.cornerstoneondemand.com/exploring-different-management-styles

16personalities.com. (2018, January 15). free-personalty-test. Retrieved from https://www.16personalities.com/free-personality-test

Cardinal, R. (2015, March 15). 6 Management Styles and When to Use Them. Retrieved from https://www.huffingtonpost.com/rosalind-cardinal/6-management-styles-and-when-to-use-them_b_6446960.html.

Turk, W. (2009). Develop your own management style. Defense AT&L, 38(2), 48–51.