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Comparing Different Management Styles
4.2. Reviewing career and personal development needs, current performance and future needs to produce development plan
The person reviewed is a male, (age 27) working as programmer for separate clients from home. He did not graduate Riga Technical university and left studies at the last year, since he saw no real need for the diploma. Before working form home, he did work as a programmer in an office for 3 years and took on other jobs related to programming. The main job offered a low wage, since the owner of the company had a function of a mediator. It was a dissatisfying factor since it meant that he took part of the earnings just for finding clients. He takes participates in international programming events and is a member of Latvian Game Developers Association. It is hard for him to work from home since it is distracting. He has no plans to go back to school and wants to sell a major project to earn a house for his family.
It is obvious that IT programmers in Latvia are very requested. There is a wide market that would pay more money and offer better working conditions and socialization opportunities, which are important for a developing programmer.
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In scientific literature, the term “management style” is used as a synonym for “leadership style”. Therefore, before determining particular style (or styles) of management in the company, it is necessary to briefly analyze different types of leadership styles, that determine the approach to work management. According to Bhatti (2012, 193) leadership can primarily be categorized into: laissez-faire leadership style (liberal leadership style), democratic leadership and authoritarian leadership style. Main characteristic of an authoritarian management style as the word “authoritarian” presumes, is to hold power and establish full control of the decision making process. It also constitutes a strict hierarchy, the tendency to simplify tasks to subordinates in order to gain control over the work process. There is also a strict reward and punishment system in place (Abrifor, Kalejaiye & Ogunola, 2013).
