What are the different types of organizational guidance?

There are a number of different types of organizational lines that can be used in the workplace. Together they are often referred to as various "guidance models" or "guidance styles". Two of the most common examples of organizational guidance are situational guidance in which the manager or leader regulates his style based on the situation and transaction guidance, a system based on reward and punishment. For example, in exchange for a good job, a person can have an eligible for bonus or promotion. Transformation lines and participant guidance are two other common guidance models.

Situational management is perhaps the most versatile type of organizational guidance. In this model of the leader, often a supervisor or manager in the workplace, he adjusts his style based on the needs of the employee, the problem he faces, and the lessons gained from past experience. For example, some employees could be a rural direction and great supervision, while more experienced employees could simply need general leadership and motivation. Rather than treat all the same, situationalThe leader adapts its reaction in case.

Transation lines are common at larger workplaces where managers are unable to get to know their employees. This style of organizational leadership rewards those who follow the rules and finish their work as expected with a permanent payout, bonus or promotion. Those who do not do as expected can find out that they lose their jobs or experience other "punishments", such as that they are not eligible to increase or delay in promotion. Although generally effective in increasing the productivity of workers, this style of organizational guidance usually does not support any personal devotion of the company and the turnover rate will be relatively high.

Transformation and participating leadership takes a different approach, but they are basically similar. Transformation leaders seek to inspire and motivate those around them and often reward creativity and risk for the good of the company. This stYL organizational leadership tends to inspire feelings of concern and devotion to business and collaborators. Similarly, participating leadership welcomes entry from other employees and takes into account this entry in decision -making, which will affect everyone. Both of these styles try to get employees to feel as if they were part of the company's greater success, rather than simply by gearing in the machine.