Different Management Models

ELEMENTS	FORMAL	COLLEGIAL	POLITICAL	SUBJECTIVE	AMBIGUITY	CULTURAL
Goal Setting	Members of the body pursue goals that are set deliberately of a preferred future of a body. Goals are often vague and general because groups or even leaders of the organization are competing for the resources. They also have their own specific objective.	For this model, the group or organization has to formulate and agree upon raised goals. The voice of everyone is important to know their needs and to set objectives.	Inclined with their interests, every subgroup or interest groups of this body has their own specific goal. These particular objectives tend to create conflicts which are endemic among groups.	Individual goals exist in this model. These goals are focused on the subjects or people in the group. It is more of enriching what they have. It is more focused on humanitarian stuffs.	Organizational objectives are vague and problematic due to the difficulty or ordering their priorities. Also, sub-units have vague relationship with each other. It has thought to have inconsistent and opaque goals.	The goals of this model are focused enriching the values, beliefs and norms of individuals in the organization.
Decision-Making process	In this model, decisions are made through a series of processes. All options are considered and evaluated, thus the most appropriate among the choices is selected for the pursuance of the goal. The decision is made by the leader or principal of an institution.	The decisions here are made by some or all the members of the group. Thus, teamwork is important to end up in a consensus. With common interests, participative leadership takes place. Through this kind of leadership, effectiveness of the decisions can be easily achieved.	Bargaining and negotiations between interest groups are rampant to make decisions. Transactions are to be made to materialize objectives. Conflicts occur but in the end, it’s still the decision of the leader that should be followed. The leader is the prime authority in this model.	Decisions are highly based on the perceptions of the members of the body. Voices of the individuals and groups are heard because individual expertise and difference are recognized. Democracy is practiced in this model.	It has a fluid decision making processes. This means that members participation is opt in or out. Lack of interest and seriousness within the institution creates passiveness. They just implement without planning.	Cultural leaders have mostly the right to decide within the cultural norms of the society. Sometimes, in some tribe or groups, rituals and ceremonies are needed to make a decision. They tend to follow the will of the higher order.
Nature of the Structure	There is a systematic structure in this model. It follows a hierarchy from the head officer to the common staffs. The leaders have the control over their staff.	Leaders and subordinates comprise the structure. The leader is the “first among equals” and has the positional authority but the power is shared among all the members of the organization due to teachers also have an authority of expertise.	Political model is comprised by interest groups which has their own objectives. Within a macro body exist micro organizations. They follow a hierarchical system where in the leader has the power / authority over his/her subordinates.	Leaders and members exist but this model emphasizes on behaviour and process not the organizational structure. Post modern leadership stresses that it prefers personal qualities of the individuals rather than their official positions in the organizations.	Its structure is fragmented or divided into groups which have common interests. It is a loose coupling; It has no bond or unity as a whole. The structure is problematic due to overlapping rights and responsibilities among the body.	Its structure is hierarchical. The leaders have the responsibility to generate and sustain their culture. They must govern the entire society. Followers or members should adhere to their leader.