管理风格受文化和组织结构的影响很大。例如在新加坡的武装部队（SAF），一个军事组织；管理方式是自上而下的方法。当指挥官给出具体指示时，其他人将毫无疑问地接受，这种管理方式极为关键，尤其是在战争时期。有趣的是，这种自上而下的方式或专制作风在亚洲很普遍，主要是由于下属对上级的尊重和信任，清楚地显示了文化影响力。另一种管理方式是自上而下的家长式领导风格对比。这种特殊的管理方式允许下级和上级在平等的基础上，允许决策同样分配。这种管理部门整理的思路是对组织的成功发展势在必行。一个很好的例子是工程或研究部门，他们可能会从下属那里得到更好的想法。这种管理方式在美国等西方国家广泛实行，孩子们在不懂的时候就学会提问。无论采用哪种管理方式，都要取决于东道国及其文化背景以及企业的核心业务。人力资源经理必须有开放的思想和灵活的态度，因为没有“灵丹妙药”。
加拿大多伦多代写论文:管理风格
Management style can be greatly influence by the culture and the organisation structure. For example in Singapore Arm Forces (SAF), a military organisation; the management style has to be a top-down approach. When the commander has given a specific instruction, the rest will follow with no question asked and this management style is extremely critical especially during war time. Interestingly, this top-down approach or autocratic style is very common in Asia, mainly due to the respect and trust a subordinate has for their superiors, a clear display of cultural influence. Another management style which is a contrast to the top-down approach is the paternalistic style. This particular management style allows subordinates and their superiors to be on equal ground, allowing decision making to be distributed equally. This kind of management thrives in sectors where collative ideas are imperative to the success of the organisation. A good example will be the engineering or research sectors where there might be chances of a better idea coming from the subordinates instead. This kind of management style is widely practice in the western countries like United States, where children are taught to ask questions whenever they don't understand. Whichever management style to be apply will have to depend on the host country and their cultural background as well as the organisation core business. HR managers will have to be open minded and flexible as there is 'no one medicine that cure all illness'.
