Styles of address show us the pan on which each style has its touch which if they only don’t work but way combined situation which exposes Professor Amado Salgueiro in their bibliographies of management indicates: participative style, the responsibility is shared with subordinates, by consulting them and including them on the computer that is involved in the decision-making process. Style democratic, the tasks are discussed and determined group, the Chief only guides and supports. It raises proposals that can be evaluated in group, the judging of the work is objective and create a pleasant working climate and confidence, what not to say that it is always effective. Style autocratic, superior imposes rules and their criteria, establishing the strategy to be followed, planning and designing work, and saying who should do it. Not classified subsequent proceedings, but decides the phases of activity in the short term.
Style leave you, the Group make decisions freely without the participation of the Chief, with that there is an absence of leadership. It is the case for the boss who does not exercise management at any level. Actually no he directs. The group takes the decisions and control of the results. Style paternalistic, priority is given to the personal interests with the needs of the organization.
The Chief is who takes decisions without having the other possibilities for participation. It establishes a protective attitude with subordinates. He is interested in their professional and personal problems as a father to his sons. Although you see them, is he who makes the decisions. Bureaucratic style; The organization establishes a hierarchical structure and with standards, blocking communication and establishing relationships where those standards prevail to the person. The fundamental principle in the direction of personnel, is the integration, through the creation of conditions enabling members of the Organization to meet the goals and directing their efforts towards the success of the company longer than the survival of a company depends on the capacity of persons to cooperate in the work, since a company is a whole, a comprehensive and interactive structure in which all the decisiones taken in some of its areas have an impact, with greater or lesser force, in all parts of the structure of the company. Being therefore responsible for all the internal and external customer service. For these reasons, if we had to sum up in one word the conditions that must exist for the delegation is carried out correctly and successfully, we would say confidence. This is the keyword in any such process. There should always be trusted, but not in a single sense, but in all respects i.e.: self-confidence of the management itself, to avoid any fear before possible loss of control or success of the subordinate. The Manager confidence in the performance of subordinate minion trusts in his own worth and ability. Confidence of the subordinate in his superior and the actions of this. Sometimes it will not be possible to achieve all this, if there is no communication, transparency and specific objectives concientizados and socialized in pursuit of attracting benefits for the enterprise organization. Original author and source of the article.