Talk:Management style
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This article was the subject of a Wiki Education Foundation-supported course assignment, between1 September 2021 and7 December 2021. Further details are availableon the course page. Student editor(s):GMS4884,Nnickpour,Dashkalandy.
Above undated message substituted fromTemplate:Dashboard.wikiedu.org assignment byPrimeBOT (talk)03:13, 17 January 2022 (UTC)[reply]
what is the answer for Your strengths??—Precedingunsigned comment added by89.148.17.106 (talk)14:45, 10 June 2008 (UTC)[reply]
In my experience of over 22 years of working with many different (international and local) organisations I have come accross 'bullying' in all forms of management styles. This makes efficient employees very weak. It was about 10 years ago that I successfully identified this management style, and since then, have been able to handle such managers to my advantage and/or not succumb to their style.
This is very common in Autocratic and Laissez-faire - from my personal experience.—Precedingunsigned comment added byPriyanke (talk •contribs)18:54, 5 August 2009 (UTC)[reply]
I am new to contributing, but I have been researching this topic recently and have to say that this page is very poor - as a gross example, citing a fictional character designed to lampoon management as an example of a management style (David Brent) really undermines the value of this article. Two other cited references - Amanda Glass and Chris Fest are not cross referenced - who are they? This is a poor article and warrants a lot of attention - re-writing in fact. There is so much more to say, so much to do to restore balance ... I am only sorry that it is beyond my experience of Wikipedia contribution to even start, but I did not want an un-informed reader to take this as being in any manner authoritative.Mikeclayton (talk)11:40, 22 December 2008 (UTC)mikeclayton[reply]
This section seems to show a real bias toward paternalistic management. Supposedly the paternalistic leader takes the needs and desires of his (of course "his") employees into account. But this is often far from the case. The idea that he thinks he knows what his employees need and want is often preposterous, and he ends up alienating them further while deluding himself into thinking he is a capable person and employee morale is high. And this is just the beginning of the problems with this section.Scrawlspacer (talk)12:29, 3 July 2010 (UTC)[reply]
The sub-section Asian Paternalistic seems to be quite biased as well. Not entirely certain what to make of it, seems strange that Asian is the only cultural variant listed here which by it's description is somehow superior to non-Asian Paternalistic without actually giving any substantive reasons why. Particularly of concern is how much it sounds like propaganda and opinion. Not the kind of content that makes an a regular Wikipedia reader feel confident in defending the accuracy of the articles. Although it should be fairly obvious given the lack of citations and the headings prefacing the quality of the article.— Precedingunsigned comment added by206.45.18.78 (talk)17:43, 5 November 2012 (UTC)[reply]
These are not management styles and are in fact "leadership styles."— Precedingunsigned comment added by68.99.102.141 (talk)22:27, 8 August 2016 (UTC)[reply]
