command and control an effective management style. It is inappropriate for managers and .hence .managers should .consider .other management styles. There are other management styles, which are distinctively different from the command and control .style. They have proven effects on the positive change and .performance .of a company. These are not the days of considering .people .as working machines. People need to be managed and accorded respect .as being valuable to the company. Jackson K & Rowley C (2010, 136), .assert .that management styles such as the .modern .consultative and laissez-faire, are .extremely .productive. These and other methods .welcome .the ideas of the subjects in problem-solving. They are .advantageous .in that they .wholly .solve the problems that affect every .member, unlike the command and control. The command and .control .favor one side. The command and control are short of participation. Managers should be .analytical .in their ruling. This means that they should know the .root .of the problem, ask the why and how to solve them satisfactorily.
The mind of a human .being .is highly .productive .when in a relaxed state. It is what controls the .body. When disturbed, then the outcome of the work done will not be .effective. It can be clearly seen from the video by Job Stains (public conversation website, n.d.), on the public conversation project that, threatening the .mind .leads to a state of relaxation leading to the production of hormones. These hormones .make .the .person .fight back or .decide .not to .react .to the threat. In the process, there are no results obtained as well as conflicts solved. The use of narrative as indicated by the narrative therapist (Morgan, 2000) can be a better way of managing people. Talking of the positive things is healthier than dwelling on the negatives. People interested in the things they consider .valuable .and not what discourages them.