What's your style of management?

Your style of management could go a long way to help determine how well you do n business. Beyond the other resources that you engage for a business activity,material, technological and financial, its important for you to note that the most important resource is your human resource. Having the right hands in the team is not enough. Every team looks up to someone for leadership and your style of leading and managing could be a considerable factor in determining whether you get the best out of your team or not. The debate has often arisen over which is the best form of management and leadership, lets consider three or four of the basic styles that are common in all areas where leadership and management are relevant. The major styles that come into contention are autocratic or dictatorial, democratic or participatory, Bureaucratic or red tapism and Lassez Faire or laid back.
The democrat likes to put critical decisions to vote. He wants to carry people along and so he pits ideas against each other and asks people to vote on what their preferences are. The autocrat dictates what he wants done and often, how he wants it done.Usually parenthood and priest hood are dictatorial in nature but managers in certain categories of work have taken to believing they are only in control when they are dictating the pace. The bureaucratic leader or manager is the person who insists on following process no matter the situation at hand. He follows the rules of the book to the letter, not worrying if there is a delay in action or if the process of production is truncated in the bid to go by the rules. The lassez faire is the laid back manager or leader who believes that his team knows what and how to tackle the project at hand and as lassez faire implies: why should I care? he lets them do their job to the best of their knowledge.
The question often arises: so which is the best style of management or leadership? The real answer is there is no best style! Each approach is useful depending on the circumstances we find ourselves in  as leaders. What's important is that we know when to be dictatorial, bureaucratic, democratic or lassez faire!
But styles in management do not end there. We also have to determine the way we handle or teams. Are we emotive in our approach? Do we look at the team and keep making references to higher callings and the vision of the organization? Do we use threats as a management tool? Are we caught saying repeatedly: do your job or I will sack you! Do we refer to the rewards as a source of inspiring the people: hit that target and I'll give you a bonus!  If we know the approaches we should use at any given time, they would help us succeed as mangers and leaders.