Different schools of management theory
The workplace is constantly evolving. Technological advances, social changes and increasing employee expectations have made people management a complex and varied field. Many schools of management theory have emerged, influencing the way employees produce work and interact with each other. Below are common schools of management theory:
- Human behavior: Also known as human relations, this school of thought proposes that managers can properly lead employees by understanding them well. To do this, they believe managers should study interpersonal relations and work to motivate their employees through consistent listening and communication.
- Mathematical or quantitative management: This school of thought is founded on the belief that effective management can be accomplished through mathematical and statistical techniques. It suggests the use of mathematical models and simulations to help solve management problems. Using different equations helps managers determine the benefits and risks of each decision.
- Contingency approach: Those who follow the contingency approach believe there isn’t a single correct approach for managing employees. They believe management styles should vary depending on the employee and that environment is a significant factor in the way employees interact and perform.
- Decision theory: This school encourages strong critical thinking and problem-solving. It suggests that the best managers are effective decision-makers who teach their employees to think critically and problem-solve as well.
- Empirical: Also called “management by customs,”, this school of thought suggests that experience makes managers strong and effective. They believe that employees who work in a role for a significant amount of time and observe their own managers can become strong leaders themselves.
Five management tips to try
Whether you choose a school of management theory to emulate or not, there are a few things you can do to improve your effectiveness as a manager today. Try these tips:
- Use effective listening
- Motivate your team
- Praise employees for good work
- Check with your employees regularly
- Help them solve workplace problems
1. Use effective listening and communication
Listen to your team and provide constructive feedback. Make eye contact and allow them to complete thoughts and sentences. Encouraging employees to come to you with ideas or issues will help them build trust and confidence in you, inspiring more valuable work.
2. Motivate your team to succeed
Learn what each member your team enjoys working on and what they’re most passionate about regarding the position and company. Once you learn this, you can give them projects related to what they want to learn and you can assign them more complex projects to help them build upon their skills.
Motivating your team to enhance or learn new skills can help them grow as an employee, allowing them to provide more quality work and appreciate you as a manager.
3. Praise employees for good work
When an employee submits impressive work or completes a large and difficult project, you can make them feel appreciated by praising them for their work. Employees who receive praise from their managers are often more likely to provide valuable work to employees as your appreciation encourages them to continue submitting strong work. You can do this by verbally thanking them for their hard work on a project or taking them out to lunch show your gratitude for their work.
4. Check with your employees regularly
You can continue building trust with employees by making sure they are feeling comfortable in their work environment and with any projects they are completing. This makes them feel more confident about asking for help with a difficult assignment or asking any other work-related questions. You can conduct biweekly or monthly one-on-one meetings to ask if they need any help or resources from you.
5. Help them solve workplace problems
Resolving problems with your team members and helping them overcome personal and organizational challenges can be important for managers to accomplish. You should use effective problem-solving skills to help employees who feel overwhelmed by their workload, are disagreeing with other team members or are facing any personal challenges.
You can meet with employees to learn more about the problems they’re facing to help solve these issues. This can help employees receive any help they may need so they can return to their work motivated and productive.
Further reading
Being a great manager takes a little time and focus on your employees, but the rewards are worth it. Here are some helpful guides to get you started or help you brush up on your skills:
- Provide constructive feedback by providing regular feedback in your employee evaluations.
- Encourage constructive input from your employees by giving an employee satisfaction survey.
- Learn more about different management styles and how to manage employees.
- Effectively manage your remote employees.
Management FAQs
Here are some management FAQs:
How can I prepare for becoming a manager?
Think about your best managers. What did they do right? Put an action plan together based on your answers. Emulate those behaviors. You can also:
- Talk with your current supervisor and tell them you want more responsibility in your role.
- Continue learning. Research management styles and take management courses online.
- Find a mentor to teach you leadership skills.
What makes a strong manager?
Effective managers use the following skill to manage employees to success:
- Motivational skills
- Advanced knowledge and experience in their fields
- Strong listening and communication skills
- Time-management and organizational abilities
- Critical thinking and problem-solving skills
