This model differs from the Japanese model in its coordinates. The fundamental principle here is individualism, in which top managers make decisions independently, without coordinating them with the opinion of the team. Junior managers act according to the same principle. The main goal of work is to earn income and advance in position.
Adherents of this model are not afraid of risks, as long as managers take responsibility for the consequences. Therefore, a professional manager must have good analytical skills that will allow him to compare the chances of success with the probability of failure.
When implementing this system, it is necessary to build a technocratic regime. In other words, a rigid structure and hierarchy are required. However, managers must retain freedom in making decisions. A negative attitude is built towards bureaucracy.
European system
There is a rigid management investor database structure here, implying clear algorithms and distribution of powers. In the European system, voluntary participation of personnel in work is implemented. Thus, employee motivation is not only in money, but also in social confirmations (in the possibility of promotion, creative self-realization, etc.).
To build a European model, a well-thought-out personnel policy, a powerful document management system and an effective communication style are needed. The staff must be highly competent. Employees must pay attention to details. The staff develops a positive attitude towards training. This allows for cost reduction by increasing work efficiency.
There are several varieties of the European system of governance:
British model. Characterized by formalism in relationships, lack of loyalty to management, focus on short-term investments. At the same time, all key decisions are made individually.
Swedish model. Informality of relations, lack of strict control, democratic management. Key decisions are made taking into account the opinion of the team.
French model. There is no close relationship between management and employees. All decisions are made individually. Communication is mostly in writing.
Thanks to European systems, the so-called family business became popular.
Arab model
It has many differences from previous systems. In particular, when planning, the most important role is played by the personal qualities of a specific employee, and not by labor efficiency indicators. The motivation system is based on the desire to obtain expanded powers.
The Arab model often uses personal communication channels. At the same time, clannishness is very developed. For example, a team of managers is assembled from one family or social group (say, a certain educational institution). The system is distinguished by a strict hierarchy, built like a pyramid: lower-ranking employees report to higher-ranking ones. When implementing the model, it is necessary to pay attention to religious rules.
It is worth noting that the above management methods can be applied in any country. In addition, you can combine different management schemes depending on the specific situati