What is the Traditional Manager Style According to Likert?
In a world that is constantly changing and developing, understanding various leadership styles can provide valuable insight for anyone involved in the field of management and leadership. Rensis Likert, an American organizational psychologist, developed a theory that defines four management styles. Two of them, namely Exploitative Authoritarian and Paternalistic Authoritarian, are often considered to represent traditional managerial styles. This article will invite you to learn more about traditional managerial styles according to Likert, complete with important points that differentiate them.
We live in an era where flexibility and adaptability are key. However, understanding traditional approaches provides a strong foundation for developing a more inclusive and effective leadership style. So, let’s dive deeper into how Likert describes the traditional manager style and what impact it has on the work environment.
Exploitative Authoritarian
An exploitative authoritarian management style is characteristic of a very top-down approach, where power rests entirely in the hands of the manager. In this style, communication is one-way – from top to bottom. Employees tend not to be given the opportunity to provide input or feedback. Let’s describe the main characteristics of this style.
- One Way Communication: Managers make decisions without asking for or considering employee input.
- Fear-Based Motivation: Employees are encouraged to work harder because of fear of punishment, not because of intrinsic motivation or reward.
- Lack of Trust: Managers do not trust employees to make decisions or take initiative.
Paternalistic Authoritarian
The paternalistic authoritarian management style is slightly softer than the exploitative. Here, managers still have full power, but they are more like “fathers” who protect and decide what is best for employees. While still far from ideal, this style offers a little more room for dialogue.
- Protection Like a Parent: Managers protect employees and make decisions in their best interest, often without asking for input.
- Limited Initiative from Employees: Employees may be given a little more room for initiative, but within very strict limits.
- Dependence: Employees tend to become dependent on managers for direction and decisions.
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Comparison of Traditional Manager Styles According to Likert
| Management Style | Communication | Motivation | Trust |
|---|---|---|---|
| Exploitative Authoritarian | One Direction | Afraid | Low |
| Paternalistic Authoritarian | Bidirectional Boundary | Protection | Moderate |
FAQ about Traditional Manager Style According to Likert
1. What is an exploitative authoritarian management style?
Management style where the manager has full power, with one-way communication and motivation-based
afraid.
2. How is paternalistic authoritarian different from exploitative?
Paternalistic authoritarianism is more “soft,” with managers acting more like protectors and a little more open to dialogue, although still limiting employee initiative.
3. Why is an understanding of traditional manager styles important?
Understanding traditional manager styles helps in identifying weaknesses and strengths in leadership, as well as developing a more modern and effective approach.
4. What impact does traditional management style have on employees?
Traditional management styles tend to lead to dissatisfaction, low motivation, and dependence on direction from superiors, which can stifle innovation and initiative.
5. How to overcome the limitations of traditional manager styles?
Through education and leadership training that emphasizes two-way communication, employee empowerment, and building trust.
Conclusion
Understanding Likert’s traditional manager style paves the way for a deeper understanding of power dynamics in organizations and how it affects job performance and satisfaction. While these styles may feel outdated in many modern work environments, they are still relevant in helping us identify what is ineffective in today’s leadership.
Good leadership requires a willingness to adapt and learn from different approaches. By combining the positive aspects of various leadership styles, including sensitivity to employee needs and well-being, organizations can achieve higher performance and a more satisfying work environment.
Lastly, the journey to effective leadership is a continuous and dynamic process. Understanding various management styles, including those proposed by Likert, provides a strong foundation for building a leadership style that is more inclusive, responsive, and effective in facing today’s organizational challenges.