Management, a goal. In terms of sport, according


Management,
according to “Knowledge Management Terms”, Daniel D.Stuhlman (2009)  “is the organizational process that includes
strategic planning, setting objectives, managing resources, deploying the human
and financial assets needed to achieve objectives, and measure resultsGN1 .” One of if not the most important
part of being a manager is leadership which is the process of social influence
which maximizes efforts for others towards achievement of a goal.  In terms of sport, according to Ziegler, a
sport manager is traditionally defined as the person who plans, organizes,
recruits staff, directs and controls gradual steps leading to the previously
set objective in various sports programmes for people of all ages.  Even though some aspects of being a sports
manager are different in areas like strategic management, organisational structure,
Human Resource Management, Marketing and Leadership, sport managers use similar
managerial theories, styles and techniques as the managers of other
organisations such as hospitals and banks. Some of these managerial styles include
Laissez-faire, democratic, autocratic and paternalistic.

Paternalistic
leadership is defined “as treating a relationship with discipline, fatherly
authority and morality embedded in it”. (Farh and Cheng 2000) It is a
managerial approach that involves a dominant authority figure who acts as a patriarch
or matriarch and treats employees and partners as a large family. The leader
expects loyalty, trust and obedience in return. There are many advantages and
disadvantages to this management style. One advantage is that employees would
begin to feel like they are being heard and their needs are being met since
feedback is invited and encouraged, this would lead them to be loyal to their
leader and the company and increase their moral. Employees also know that most
decisions will be made with the employees’ best interests at heart. With
advantages come disadvantages and just like a parent, managers will have to
sometimes discipline employees. Even though employees have a say it is still up
to the head to make the decision. If the decision doesn’t go the employees’ way,
moral could go down resulting in power struggles and internal issues.

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Autocratic
leadership also known as authoritarian is a style that is based solely on
control over every decision being made with little to no input by the employees
or group members. In an autocratic lead company, the leader makes the choices
based on their ideas and what they think is right. They hardly ever take
advice. In autocratic leadership, group members are barely trusted with
important decisions or tasks. Although it may seem negative, autocratic
leadership does in fact have some advantages. In some cases, when a decision
needs to be made quickly on the spot or a project requires strong leadership,
the leader tends to be more decisive and able to get things done quickly and
efficiently. As obvious as it may seem, many people can get extremely carried
away in their tyranny and abuse the autocratic role and this can lead to annoyance
to the employees and resentment towards the leader. enough to do everything”.

In the
style of Laissez-faire, the manger tends to be more of a mentor and an “arm
around the shoulder” to employees. Employees are then allowed to make decisions
on their own and are assisted by the manager when guidance is needed. This can
lead to employees being independent and then therefore becoming more creative but
the problem is that the manager may seem like he/she isn’t doing any work and
the employees may get frustrated. Even though it is good for employees to be
independant, they may begin to think that the manager is not needed. A balance
is therefore needed between letting the employees make decisions and the
manager making decisions for them.  

Democratic
leadership is a type of leadership where members of the group participate in
the process of decision-making. The definitions
of democratic leadership conceptualized by White and Lippitt (1960) emphasize “group
participation, discussion, and group decisions encouraged by the leader”. A
democratic leader delegates responsibility among members of his/her team during
the decision-making process. This goes hand in hand with Carlo Ancelotti’s (2016)
Statement As stated in his
book “Quiet Leadership”, “Never be afraid to delegate; “nobody’s good enough to
do everything.” Allowing employees and group members to participate in decision
making increases innovation to address problems and serve the organization
better. While involving everyone is good, the process of consultation could
result in not only procrastination but a delay in the process. This is because
it takes time to talk to many individuals and collect opinions and data.

Every
management style has its advantages and disadvantages. Some may have more
advantages while others may have more disadvantages. With that said, successful
managers possess the ability to adapt to different situations and match the
style needed accordingly.

 

 

 

 GN1

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