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Failures in communications can result in strained relationships between managers and workers as information is not given or processed correctly.

Management Style

&nbsp.&nbsp.&nbsp.&nbsp.&nbsp.&nbsp.&nbsp.&nbsp.&nbsp.&nbsp.&nbsp. How workers and managers communicate with one another is often defined by the management style that a manager will adopt. The type of leadership that is established will affect how a worker responds and can communicate to the manager. As well, how an individual has experienced speaking with leadership will also affect how they can communicate to a manager. Communication styles develop long before an individual enters the workforce, but they can be trained to provide for more effective communications (Young, 2009). Often it is a lack of communications training that will position a worker so that are unable to give information to an employer.

Four basic types of management will affect how communication develops between a manager and an employee. The four types are autocratic, paternalistic, democratic, and laissez-faire. In an autocratic type of management, information is proprietary and all decisions are made by the manager. A paternalistic manager will make decisions based on what is best for the employees. Through good relationships with employees, this type of manager acts as a guardian for their interests. In a democratic style of management, the manager will allow employees a voice in the decision-making process with discussions and a fairly free flow of information allowing for some equality within the groups and teams of the organization. In the laissez-faire form of management, the manager avoids his responsibilities and the employees end up picking up duties without any form of true organization (PM4DEV, 2007).

An autocratic leader is one who shaheeds through closing off his position from those under them so that it is difficult to communicate. In this type of leadership fear often develops because of the proprietary nature through which information is withheld. Employees will not be sure that the information that they are trying to communicate fits into the situation where little top-down communication has occurred. A paternalistic manager might also see the same kind of reluctance from employees as they do not want to cause friction or issues with a leader who has become a friend or has been seen to be acting in the employees’ best interests.&nbsp.