Original
Managerial Styles

Managing Human Ressources is a lot more than just delegating work. Generally speaking there are 3 different styles of leadership. The “Autocratic”, “Democratic” and the “Free Reign” or “Laissez Faire” style.
Managers that live the “Autocratic” Style are said to be very job concentrated and normally leave the personal needs of the employees behind. The manager is used to settle very strict goals and forces his workers to stick to his rules. It is very important for him/her to keep control of all the steps carried out by his employees. Decisions are only made by him or her.
The “Democratic” style allows people to suggest own ideas which are more or less discussed in groups and decisions are also made by the group.
The manager acts more like a coach and supervises, listens to all the opinions and he also guides the discussion. Problems my occur when the discussion gets too long and the employees get sidetracked.
As we know democratic decissions are not always the best and need quite a long time to be carried out the right people are needed for democratic decisions.
The third managerial style we know is the “Free-Reign” style. Managers believe in the self dependency of their workers. Nearly no rules or restrictions are given by the manager. At a certain point this can lead to dissatisfaction. Workers are not motivated any more because they don´t obtain enough acceptance for their work. Some people have enough self confidence and don´t need this form of tribute from their disciplinarian but over a longer period of time it is hard to keep on being motivated.
Apart from the above mentioned managerial styles managers can take further steps to enhance job satisfaction, morale and motivation.
Job enrichment and job enlargement refer to the job itself. Enrichment means you get for example more responsibility or have more decission power. It is always a thin line between excessive demands for the employees and the right portion of job enrichment. The best case is that the employee feels confident to reach his new goals but doesn´t give up right from the beginning of his job if he feels overstrained.
Job enlargement refers to creating new jobs. Sometimes jobs have such a great variety of areas of activity that it is possible to create two jobs out of one.
As in our company there also exists the possibility of teleworking. From my point of view teleworking can be very successful for both sides, the company and the employee, if a certain level of confidence exists. This means that the employee appreciates the possibility of teleworking and the company and the colleagues don´t think this possibility is abused.
In our company there exist a variety of possibilities of doing one´s job as long as you come to the right final result. This is a very fair and modern access to the job topic and I think it makes it possible for everybody to feel comfortable with the work that has to be done.

Korrektur

Managing Human Resources is a lot more than just delegating work. Generally speaking, there are 3 different styles of leadership. These are the “Autocratic”, “Democratic” and the “Free Reign” or “Laissez Faire” styles.
Managers that live the “Autocratic” Style are said to be very job concentrated and normally leave the personal needs of the employees behind. The manager is used to setting very strict goals and forcing his workers to stick to his rules. It is very important for him/her to keep control of all the steps carried out by his employees. Decisions are only made by him or her.

The “Democratic” style allows people to suggest their own ideas, which are discussed in groups to a greater or lesser degree, and decisions are also made by the group.
The manager acts more like a coach and supervises, listens to all the opinions and he also guides the discussion. Problems may occur when the discussion gets too long and the employees get sidetracked.
As we know that democratic decisions are not always the best and need quite a long time to be carried out, the right people are needed for democratic decisions.
The third managerial style we know is the “Free-Reign” style. Managers believe in the self dependency of their workers. Nearly no rules or restrictions are given by the manager. At a certain point, this can lead to dissatisfaction. Workers are not motivated anymore because they don´t obtain enough praise for their work. Some people have enough self confidence and don´t need this form of tribute from their disciplinarian but over a longer period of time, it is hard to keep on being motivated.
Apart from the abovementioned managerial styles, managers can take further steps to enhance job satisfaction, morale and motivation.
Job enrichment and job enlargement refer to the job itself. Enrichment means that you are given, for example, more responsibility or have more decision power. There is always a thin line between excessive demands by the employees and the right portion of job enrichment. The best case is that the employee feels confident to reach his new goals but doesn´t give up right from the beginning of his job if he feels overstrained.
Job enlargement refers to adding extra tasks and thereby creating a new job out of an existing one.

As in our company, there also exists the possibility of teleworking. From my point of view, teleworking can be very successful for both sides, the company and the employee, if a certain level of confidence exists. This means that the employee appreciates the possibility of teleworking and the company and the colleagues don´t think this possibility is being abused.
In our company, there exist a variety of possibilities for doing one´s job that are accepted as long as one reaches the targeted final result. This is a very fair and modern approach to the job topic and I think it makes it possible for everybody to feel comfortable with the work that has to be done.