For effective management of employees in any organization, there has to be an actual integration between the management style adopted by the top leadership and the employees. The management style is critical because of the different cultural background that employees come from, and therefore it is important for managers to be innovative and get the best management style which will work well with the employees and get the best out of them. There are different types of management styles in disposal which the leadership of an organization can choose to make its employees productive. The management styles in disposal comprise of scholar-selected styles which include autocratic, affiliative, democratic, and visionary among many other management styles (Goleman, 2002) . Before picking on a management style, it is important to know which management style was selected by the scholar Daniel Goleman (Goleman, 2002) . It is also important to know why Goleman picked that particular management style. Besides, it is essential to understand the benefits employees under the scholar will receive as a result of the management style selected.
Developing a brilliant management style by an organization’s leadership is important in inspiring its employees to produce remarkable performances. A good management style always reflects the leadership’s unique approach to work hence calling for the best management style to be adopted. In this case, the management style selected by the Goleman was the Affiliative management style (Goleman, 2002) . Goleman chose this style of management because it promotes connection and builds harmony between the manager and the employees. In affiliative management style, good work is commended where one can receive an award, it minimizes conflicts besides creating morale among the employees hence boosting their work spirit. Affiliative management style is more of dictated by trust whereby, a manager of an organization can step in and help the employees in solving a problem with the aim of getting the best out of the situation.
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For any management style to become effective, harmony needs to exist between the leadership and the employees. This is what Affiliative management style offers; it strengthens the relationship between the leadership and its employees to provide a positive working environment which employees and the management relate harmoniously. The affiliative management style is about making the employee feel good and appreciated. Affiliative management necessitates the leader to use a lot of praise. It is important for managers to shower their employees with praise after giving satisfactory results (Greenfield, 2007) . In most instances, praise is used to boost the morale of employees for a job well done. Therefore his is the reason why Goleman chose Affiliative management style to be used by leaders in the quest to managing its diverse group of employers. Goleman assures other managers of better performance once they resort to applying the affiliative management style in the management of their employees since it creates harmony and helps in problem-solving (Goleman, 2002) .
There are various management styles to choose from, but they are effective depending on certain conditions. The affiliative leadership was chosen because it is believed to reduce stress levels and increase the morale of the employees thereby making it ideal for team building. The manager is seen more of a partner than a leader thereby forming a relationship that is connected to the trust. It is for these reasons that Goleman selected affiliative management style because he believed this leadership style to be the most effective especially in the regrouping of a new system (Goleman, 2002) .
A good leader is the one whose subordinates regard in high esteem. The scholar selected affiliative management style because he thought it establishes a positive relationship between the leader and the employees who will, in turn, adore the leader and the management style used. Through this management style, the employees would become loyal to the leadership with the aim of creating a better working environment in the organization. The feedback level in affiliative management style is frequent and positive which helps put employees on the right track thereby improving their productivity (Greenfield, 2007) . This type of management establishes connections within the organization making it easier to focus on other aspects which are not related to work such as emotional needs of employees. Such cases help in preventing stressful events which may end up creating a negative feedback hence affecting the normal operations of the organization.
During the implementation of a management style, it is possible to collaborate with other styles to enhance how effective the leadership will be. It is this reason why Goleman chose affiliative management style because it can be merged with other management styles such as visionary leadership which is best used in resolving conflicts. When these styles are merged, employees become freer with the leadership and embrace new ideas brought by the management because of the existing trust hence betterment of the organization. Goleman supposes that, in selecting this style of leadership, the management should have qualities that can make it be followed by employees whereby he can give credits where it is due and also resolve rifts that may exist in the organization's system (Goleman, 2002) .
An organization whose workforce is volatile is best suited for the affiliative style of management. It is the other reason why Goleman selected on this style for effective management of an organization. The volatility could be contained through reassuring subordinates of their hard work in achieving the organization’s goals. Although, Goleman warns that this type of management could prove difficult during implementation since the poor performance of other employees may go unnoticed (Goleman, 2002) . He also points out that since thi s management style focuses on emotions, then they might be deemed more important than the core business of the company which is to accomplish tasks and meets the goals set by the organization. This creates a situation where the implementation of the management style is taken as a risk by the organizational top leadership. The bottom line in selecting thing this type of management style is to do away with unnecessary restrictions and create a free working environment for employees to exercise their abilities without the nervousness of being blamed for any misfortune that may befall the organization's operations. Therefore, the scholar believes if an organization selects this style of management, innovation will be promoted hence enhance the productivity of the organisation's employees.
The management style selected by an organization’s leadership will determine how beneficial it will become on its employees. When selecting this style of management, the scholar focused on elevating the relationship of the leadership and that of the employees which will give room for collaboration thereby helping in the management of stress and setbacks which might affect the results negatively (Burke, 2001) . The employees will benefit from this management style because the management will exercise a high level of patience thereby giving them ample time to heal and get back to transacting their duties. This is important because employees will be relieved of the pressure which would rather have existed had the management opted for other management styles such as the authoritative management style. This style also gives employees a chance to have a clear outline of their roles and responsibilities thereby minimizing conflict. When conflict is minimized, there exists a smooth transition of activities into goal-oriented management style whose challenges are addressed as a team by the leadership and the employees, hence enhancing efficiency and productivity in the organization.
An organization requires cohesion and trust between the management and its employees to be productive in its operations. Under the affiliative management style, there exists mutual trust which is earned as time progresses. The management acts as the lever to create balance among the employees to avert any instance of mistrust from arising as it might lead to conflict. The employees will immensely benefit from this management style as they will feel appreciated when the company undergoes some form of instability. This is important to any employee as they will not feel out of place during hardship (Burke, 2001) . Under this management style, there exists clear subdivision of roles thereby guaranteeing employees the opportunity to master their roles and develop their expertise. By mastering their roles, employees will have a grasp of their responsibilities and specialize in their various fields to come up with new ideas which will prove beneficial to the organizational structure. This management style is effective especially on the onset of an organization, and if it is well implemented, it will immensely benefit the employees thereby resulting in positive results for the organization.
Just like all management style, affiliative style of management has its fair share of pros and cons. Research has shown that employees in most organizations feel undervalued by their leadership. This will not be the case in organizations which apply the affiliative style of management since the leadership holds its employee in high regards and appreciates their effort. Organizations which us affiliative management style are more likely to make their employees feel welcomed about their commitment to work. Such praises are helpful as they motivate employees to recover on time from a situation of difficulty which has been made worse had it not been in the affiliative management style. Affiliative management style is flexible as it provides space and time for employees to adjust especially if the organization is making changes or to its system or a leadership transition thereby proving beneficial to the employers who will be motivated to improve the organization’s productivity.
It cannot be justified to say that affiliative type of management is perfect without any blemishes. While implementing affiliative management style, leaders will always find it challenging to address problems and conflicts which arise each day and therefore fail to satisfy the issues at hand. This style of management can also lead to poor performance in the organization due to the management tolerating laxity of employees in the course of their work. Besides, the style of management chosen by the Goleman makes employees lazy as they are pampered. In consequence, they are not striving enough to achieve good results. This could affect the performance of employees who are used to having positive feedback whenever a conflict arises at the organization (Burke, 2001) . Addressing these challenges may be an uphill task, but it is upon the management to identify elaborate mechanisms which will address the shortcomings of affiliative management style to enhance its effectiveness to the organization.
Management is an important aspect of conducting the activities of an organization. Adopting an elaborate management style is therefore crucial to the performance of an organization. It is for this reason that Daniel Goleman’s affiliative management style comes out as the best management style to be used by the organization to foster a relationship with its employees. This is because it creates empathy and cares about its employee. Affiliative management style minimizes chances of conflict, and if it arises, there are arbitrative mechanisms in place to bring cohesion. Affiliative management is motivating, and employees are given a chance by the top leadership to innovate by specializing in roles they can work well proving beneficial to employees. Affiliative leadership has its shortcomings, for example, creating a hard time for leaders to mitigate arising conflicts besides being detrimental on the working spirit of employees if negative feedback is given about them since they are used to positive feedback hence resulting to poor performance. It is therefore vital for any management team to access a suitable management style which will fit their organization, because like affiliative management style, it will impact on the performance of the organisation.
References
Burke, S., & Collins, K. M. (2001). Gender differences in leadership styles and management skills. Women in Management Review , 16 (5), 244-257.
Goleman, D., Boyatzis, R. E., & McKee, A. (2002). The new leaders: Transforming the art of leadership into the science of results (p. 14). London: Little, Brown.
Greenfield, D. (2007). The enactment of dynamic leadership. Leadership in Health Services , 20 (3), 159-168.
