What type of management to choose for the management of a company?

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What type of management to choose for the management of a company?

To properly manage their business, a manager can choose one type of management among the four main existing ones. Their choice must not only take into account the objectives of the company, but also the context of work.

However, in real circumstances, it is difficult to apply a single mode of human resources organization, especially when the context changes. This article says what are the different types of management in business.

Participatory management

Participatory management is one of the innovative models that have emerged in recent years. This type of management places people at the center of all decisions and favors the involvement of the company’s staff in important decisions.

By opting for this model, the manager no longer takes into account hierarchical positions. They swap their superior jacket for that of coach or guide. They support their employees on a daily basis and encourages them to become more involved in strategic decision-making.

With participatory management, all employees, regardless of their position in the chain, are put on an equal footing. Their opinion is taken into account with regard to the management of working time, methods of execution of tasks, strategies for the development of the activity, etc.

This participatory approach generates a relationship of proximity and trust that revolves around:

  • Listening;
  • Benevolence;
  • Personal development;
  • Team spirit;
  • The empowerment of everyone and;
  • Collective action.

The main objective of this approach is to promote innovation and creativity among the company’s staff. It allows the company to be more competitive and therefore to grow faster.

However, it is important to remain vigilant when adopting such a type of management. Indeed, the manager must have very advanced notions of leadership not to lead the company to its downfall. They must be able to structure their organization well and anticipate deviations.

Directive management

Still called authoritarian management, this approach advocates a strict organization of human resources.

The manager behaves like a true superior who gives orders to their subordinates. They explain clearly and precisely how they want the work to be done and expect employees to follow their instructions to the letter.

With directive management, the organizational structure is vertical and only results-oriented. The manager does not care about the opinion of employees and does not seek to gain their trust.

It does not take into account their feelings, frustrations, or initiative. Its role is to control and monitor staff performance to ensure that it does not weaken.

The directive manager defines their HR performance indicator that they follow to the letter. They do not deviate from their productivity path, even if it means sacrificing the well-being of their employees.

Among the different types of management of a company, the directive model is the most effective because it successfully achieves the objectives set. It induces true operational efficiency and grows the company.

However, it lowers commitment to work and causes stress and discomfort among employees. This method is not sustainable in the long term because employees are not valued.

They become automatons intended solely to follow orders. A situation they eventually get tired of.

Directive or authoritarian management often leads to lack of motivation and even rebellion on the part of employees. For this reason, it is recommended to use it only in emergency or crisis situations.

Also, the manager must be a person who is characterized by powerful leadership and foolproof pragmatism. They must be able to be naturally obeyed by their subordinates.

Delegated management

We talk about delegated or consultative management. This type of management favors autonomy. The employee is free to carry out their missions as they see fit. Their involvement is total, whether at the time of decision-making or the execution of operations.

Here, the manager does not hesitate to delegate their authority and to stand back to let their employees do their thing. Its position is more advisory than directive. They leave it up to the team members to order all the work.

The main advantage of this type of management is the empowerment of the employee. Indeed, the latter now takes charge of their decisions and actions. They can consult their manager who, moreover, trusts them completely.

Unfortunately, of the different types of management that exist, this one can easily be considered the most taxing for employees. Indeed, this accountability leads them to put their well-being at risk.

Anxious to live up to the trust of their superior, employees indulge in stress and even depression. They are constantly under pressure and sometimes can’t help but make mistakes.

Mistakes that jeopardize the organizational structure of advisory management. In view of the risks involved, experts recommend combining this type of management with directive management.

Persuasive management

It is equated with a paternalistic method. The manager takes care to unite their team, without losing sight of the results. They issue objectives and framed guidelines while remaining in a more pedagogical than authoritarian approach.

In persuasive management, the superior listens to their subordinates. They take into account their questions and suggestions. They then explain their point of view and try to persuade them to adhere to it. They negotiate almost at the time of decision-making.

Opting for persuasive management means accepting to become a motivating coach who encourages their teams to follow the guidelines given. This type of management is therefore a kind of mix between the directive model and the participatory model.

The manager fully assumes their role as superior, but deploys a paternal attitude by still ensuring the well-being of the members of their team. It creates real team cohesion and stimulates commitment at work.

Results? Employees feel encouraged, valued and protected. However, they do not have much freedom of expression since the organization remains very structured and hierarchical.

What is the best type of management for a company?

To properly manage the teams and achieve the objectives of the employer brand, the manager must select among the 4 types of management, the one that best corresponds to the dynamics of the company.

For this, they can refer to the managerial grid created by Robert R. Blake and Jane Mouton. It is a tool that makes it possible to make an analysis of management styles taking into account the interest of the company for human resources on the one hand and for results on the other hand.

Let’s take the example of a company focused more on results than relationships. Thanks to the grid, the manager is able to determine where their organization should be located and act accordingly.

However, the Blake and Mouton grid is not enough to unequivocally identify the right management style. Indeed, there is no one type of management that is perfect for an organization.

The manager must be able to adapt to the needs of the structure, but also of the employees. They may therefore be called upon to combine two or three types of management or alternate between them.

Nevertheless, it must be remembered that the right type of management is one that knows how to integrate the opinions of employees. These opinions are extremely important for the development of the company.

They allow the manager to evaluate the effectiveness of their managerial approach and to readjust it if necessary. They are therefore crucial sources of information to identify malfunctions.

Employee feedback is also useful for improving working conditions. By letting their employees express themselves and make recommendations, the manager nourishes a relationship of trust with them.

They recognize their place in the organizational chart and give them the feeling of truly counting in the company.

Moreover, today, the opinions of employees are the showcase of the policy adopted in a company. Moreover, they have become criteria of visibility on search engines. Prospects consult them to get an idea of the company’s commitment and values.

You can click here to learn more about the importance of employee reviews.

What are the qualities of a good manager?

From the above, it is possible to identify the different types of manager depending on the type of management adopted. However, regardless of the attributes of the manager, they must have certain qualities to carry out their mission.


A good manager must know how to adapt to all situations, but especially to all employee profiles. Indeed, they are encouraged to lead individuals in accordance with their gender, culture, religion, age, temperament, personality, competence, professional experience, etc.

They must therefore be able to deal with these differences depending on the context, that is, during a conflict, a crisis, an emergency, an organizational transformation, etc.


Whether they adopt a type of management focused on human relations or rather on results, the manager must show leadership. They must know how to animate, federate and motivate their teams around each project.

They must naturally inspire respect by their behavior, their charisma, but also their benevolence.

Pedagogical capacities

A good manager is very pedagogue. Regardless of the type of management they practice, they know how to transmit knowledge to advance their employees. They are able to accompany them to enable them to develop their skills effectively.

To do this, they can organize coaching sessions, training, e-learning, etc.

Communication skills

The manager must be able to communicate with their teams. They must be able to deliver their instructions in a fluid, clear and precise manner. It must not be ambiguous. They must also listen and take into account the opinions of employees.

In short, the success of an entrepreneurial activity depends heavily on the way in which the company’s human resources are managed. The manager must therefore choose the type of management to deploy in order to be able to manage their employees well.


What are the four main types of corporate management and how do they differ?

The four main types of corporate management are:

  • Participatory management: focuses on the involvement of staff in important decisions and promotes equality between all employees.
  • Directive management: is characterized by a strict organization and a strong authority of the manager, which does not take into account the opinions of employees.
  • Delegated management: favors the autonomy and empowerment of employees.
  • Persuasive management: combines the directive and participative side, with an emphasis on motivation and team cohesion.

What qualities should a good manager have, regardless of the type of management chosen?

A good manager must possess the following qualities:

  • Adaptability, able to adjust to different situations and employee profiles.
  • Leadership, to inspire respect and motivate their teams, regardless of the type of management adopted.
  • Pedagogical skills, allowing the manager to transmit knowledge and develop the skills of their employees.
  • Effective communication skills, essential to give clear direction and listen to employee feedback.
  • Attentive to employee opinions to improve the company’s dynamics and promote trust and commitment. 
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