INCONSISTENCIES IN MANAGEMENT STYLES AND THEIR NEGATIVE IMPACT ON ORGANIZATIONAL SUCCESS

Management style plays a critical role in determining organizational efficiency, employee satisfaction, productivity, and long-term sustainability. Managers shape organizational performance through their leadership methods, communication styles, decision-making mechanisms, and employee supervision approaches. While different management styles can be effective in specific situations, using them in a confusing and inconsistent manner leads to serious issues. This state results in a loss of employee trust, weakening of the internal organizational structure, and a decline in overall performance. This article investigates the problems arising from management style inconsistencies and their negative impact on organizational success. The study analyzes existing leadership and management literature, drawing upon theoretical frameworks such as transformational and transactional leadership, situational leadership, organizational justice, psychological safety, employee motivation, and organizational effectiveness. Findings indicate that managerial inconsistencies lead to uncertainty, feelings of injustice, diminished motivation, disrupted communication, and inefficient resource allocation. Furthermore, the paper delineates the boundary between positive flexibility and negative inconsistency, providing theoretical and practical recommendations in accordance with Higher Attestation Commission (OAK) requirements.