Traditional vs Modern Management

Traditional Management style doesn’t apply nowadays, except for the military. But it does, still, exists widely, especially on government agencies and some private institutions, believe me, I know some (not in the military, of course).

I like to call it the “Command and Conquer” management style, where managers who posses this type of management approach doesn’t really care about the well-being of their employees. Some traditional managers, actually, sometimes try to reach out for their employees but fails to really touch the heart or even get their employees’ sympathy. This style, in my humble opinion, is driven mostly by results they wanted to get. It (the style) will push employees to their limits just to get results, or even force employees to obey them without any regards.

Fear, most of the time, becomes the main reason why employees obey their traditional managers, which is bad. Fear is far very different from the word respect and it doesn’t correlate with each other. You just can’t have respect if you don’t give respect to others. Just like if you show and ask your employees to fear you, you can never have respect, but surely they’ll fear you.

These managers never talks to their employees, unless they need something from them. If these managers feel some silent grudges going on against them, they will do what it takes just to make their people obey them. They offer sanctions, and even pile up the job to the staff that shows signs of inobedience. And after a job well done, nothing! As if nothing happens! And if the employee fails them, staggering words of failure from their superiors will be heard and planted into his mind.

What do you get after these? You’ll get unmotivated, undependable, unreliable, and inefficient employees working around you. You can even say goodbye to the good working harmony. And the trust will never be there, and just like respect, you can’t earn trust overnight.

These are the reasons why the emergence of the Modern Managers is very crucial. The style focuses mainly on the word “respect” and results will eventually follow.

“By providing a simple gesture to an employee like saying “thank you” and encouraging him/her with an actions and made them think that you believe in her/his skills and ability will make your organization successful.”

-Jaime Menor, Effective Employee Recognition

Motivation is another factor considered by these managers. A simple pat in the back, a simple thanks, and even a single word that would mean high appreciation of a job accomplished by an employee. Next is communication. This will do wonders to your organization and excellent or effective communication will pivot the group’s success.

It’s really hard to break down a team full of self respect, excels in group communication, and highly-motivated. They treat failure as a challenge, and set aside success stories as experience. You can never take away the harmony, for everybody is dependable. All of these because of one style, the Modern Management style.

This practices reaching out to employees, knowing their well-being. It treats its personnel not just as employees, but as a very important part of the organization.

10 Responses to “Traditional vs Modern Management”
  1. This means a totally different thing when it comes to Project management, traditional means something more or less like waterfall, while modern is something like Agile.

    • Emar Mabasa says:

      Yes, I agree! I was talking about general management, like as simple as managing a team, a group, or even a department, but not necessarily a project.

      Thanks for the input.

  2. 1. The quality of supervision and mentorship, by a “bad bosses” has been said so often that, people leaves people, not their jobs. Supervisors play the largest role in a team member’s development and organization successes. All employees want to have Boss who’s respectful, courteous, and friendly. Workers are more likely to remain with a company if they have a good and positive work environment.

    2. Indeed Traditional Management style doesn’t apply nowadays, except for the military. But it does, still, exists widely, especially on government agencies and some private institutions,because of this employee’s work engagement suffered by the fact that employees engaged in fear of losing their job doesn’t promote productivity but resulted into a compliance only of “what it is expected from them”.

    • Positive Motivation a Key to Productivity
      Success begins through positive motivation of people. If you have the knowledge and understand what motivates people, you have at your hand the most powerful tool for dealing with them to get them achieve extraordinary results. When HR managers are effective in satisfying their employees, employees stay longer, make a deeper commitment to the business, recommend ways to improve the company’s products and services, and do their best to satisfy the customer.

  3. rivind says:

    Deming’s philosophy and explain how and why it differs from traditional management practice ? can explain how it works .. ye ?

  4. In this sentence of your article “the emergence of the Modern Managers is very crucial. The style focuses mainly on the word “respect” and results will eventually follow”
    I do have much respect with the incoming president and I considered him as one of the Modern Manager of our times, our countries future rely on the criticality of his role as a leader/manager of this beloved country.
    So I am sharing you my wish for Noynoy
    read it at



    • emarmabasa says:

      Scientific Management is totally a different approach. This is what I like to call as a planned approach. This approach requires much planning, like in the Project Management field, scientific managers utilizes plans and tries to predict the outcome while on a drawing board. This approach’s success relies heavily on how the plan was drawn and how a manager executes the plan.

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