There are three main types of management styles that a business can uphold and follow. These are described as Autocratic Lassiez-faire and democratic. From looking into the way that the staff and managers work together it would appear that Boots follow the democratic relationship between staff and managers. In being a democratic business the main aspect is that it is people orientated. This means that staff and managers work together to reach targets. Boots use the democratic style of management as they feel it will enhance the motivation of the staff as they are working with managers to reach objectives.
The development of staff knowledge and development within the business is very important to Boots. They feel that training and development should be used so that the staff can “contribute fully to the business and progress as far as they are able within the company”. This is beneficial for the business and the staff. Highly trained workers increase customer service, which is one of the objectives of the business, and at the same time the staff are building on their knowledge and experience.
When staff joins the business they are trained fully to allow them to carry out all responsibilities they are given, this training is paid for by the business. In this training education such as a NVQ in retailing can be gained, this could be beneficial when staff may be heading for a promotion within the business or entering a new line of work away from Boots. The managers and staff work together and all gain specific training when new technology systems are bought in to the business or new procedures are introduced.
This is so that the modernization can be used to its potential. This is working towards Boots objective to “Develop, modernize technology and strategies” of the business. Staff below in the hierarchical span of control is the responsibility of line managers who take a position of higher status. They carry out similar tasks but the main difference between the two is that the line manager specifies responsibilities to other workers. The line manager also sets individual workers objectives to work towards. This is a democratic approach towards the running of the business.
This is chosen as the line manager and the staff work closely together and the line manager becomes aware of the abilities each worker posses. Not only does this give the staff a chance to discuss performance with the line manager but it also means that the staff putting in greatest efforts and contribute most to businesses success will be rewarded accordingly. This is a benefit of democratic management as it makes full use of the staff’s potential. The reward system is a type of motivation and working closely with the line manager will keep the staff motivated to impress so they can receive rewards.
Boots like the idea of working together managers and staff. I found this quote relating to democratic management in the form of teamwork in Boots staffs guide book. “We all have an important role to play in the business, yet effective operation depends on everybody working as a team. After all, selling fifteen thousand tones of bubble bath a year takes a lot of organizing! ” This quote stresses teamwork within the business and how managers and staff need to work well in order for the business to succeed.
This is an element of a democratic management style that also helps towards the objective of staff motivation and development. Boots in effect uses the democratic management style very efficiently. The way in which the democratic style works has helped indirectly in reaching objectives. Boots felt that the democratic approach was beneficial as it got the most out of their staff and was more affective than the other types of management. Indirectly in this approach Boots has saved itself money and reached other objectives it did not directly aim to do.
When job vacancies become available Boots like to keep opportunities within the business when it can. As part of the reward system Boots offers promotion to current staff who are reaching their full potential when opportunities become available. In placing current workers in positions that become available this means that no one from outside the business needs to come into this new position if it can be helped. In doing this money is saved in many ways. The job does not need to be advertised which is money saving aspect and also the member of staff would not need as much training.
Along with this more time is saved as interviews do not have to be carried out, if they do it would take a lot less time and would be a lot quicker as it is likely there would be less oppositions for the post. These helps to meet the objective of making a profit as less money is spent on expenditures that would have been if a different approach were opted. It is possible that it would also increase customer service slightly as the person to fill the post would have been recommended by managers and would be known by the business so there would be few surprises relating to his or her performance.
Boots didn’t choose the other management styles of lassiez-faire or autocratic. Autocratic management is another form of management style that can be adopted. In an autocratic business a different relationship is present between the management status and the staff. They do not work together to reach objectives and staffs opinions are not taken into consideration. Staff are told what to do, when to do it and how to do it by the managers. The staff does not have say in the way it is done. Boots has not chosen this approach.
An autocratic approach would be used in situations such as the army or navy forces where tasks are drilled into the workers. Boots did not choose this approach, as it is not beneficial for the business. An autocratic approach would lead to low motivation in the staff. Boots do not feel this is ideal for them. The staff and managers not working together would create an environment in which the staff would not be willing or motivated to work to their full potential therefore not reaching personal targets or working towards the companies’ objectives.
The customer service (an objective of Boots) would be of a much lower standard than in an autocratic approach as staff would not be motivated or informed so customer service would suffer. Also the chance for promotion and rewards are not available to the staff, as managers do not work in this way with the staff. Rewards and opportunities of promotion that Boots offer increase staff motivation greatly therefore the service they provide the business is also increased, this works towards the objective of making a profit.
This would not happen in an autocratic management style so this is one of the main reasons along with those listed above as to why Boots chose democratic over autocratic. The third type of management style that a business could adopt is named lassiez-faire. Lassiez-faire allows the manager to adopt any approach to situation. There is no protocol or procedures that the managers must follow. This approach could be beneficial and lead to a well-structured business if the management took a good approach. Boots did not choose this approach as a company they pride themselves on their management and staff relationships.
The approach of staff and managers working together to reach objectives in a way that suites all would not take place in a lassiez-faire management style therefore this style is not an approach Boots would adopt. It would not benefit staff or customers as much as the democratic approach does. To see if Boots information about their democratic management was actually put into practice I interviewed an employee of the business Sonia Panchal. Interview with Sonia Panchel 13/10/03 Are you motivated to work at Boots? Yes, by bonus and appraisals Do you get on well with your managers and supervisors?
Yes, they are friendly and help me with any problems How would you describe the culture in the business? We all get on well and work together but sometimes there is a lack of communication between employees and managers. What is the general feel throughout the business when you are working? Friendly, very good teamwork, everyone does different jobs. Multi-tasked attitudes making the atmosphere good to work in Do managers look out for you and check if you have any problems? If it is noticeable that I am struggling then yes, I am offered help or advice How are your tasks handed to you? It is a time table system which the manager gives.
Basically it tells you what to do during that time i. e. tills or no7 section The interview I carried out was very beneficial as it gave me an insight into how the business actually works in practice. It appears that it is a democratic business and the management style is how I explained above. There are issues of autocratic management, an example of this is that there is a lack of communication between the management and staff but this does not however mean they don’t work together. This may just be in the branch that Sonia works in so it is not fair to say that all branches work in this way.
The bonus and appraisal system will motivate staff, which increases efficiency of customer service, which is an objective of the business. The fact that the staff works well acts towards the successful running of the business. This will ultimately result in the making of profit, which is another objective. Boots has a good culture and management style. This is reflected in the profits and success the business has achieved. As the democratic style and good culture have worked effectively this has helped boots to work towards and effectively achieve some of their set objectives.