Your assertion that authoritative management, which blends high expectations with empathy and support, can foster both a positive and a productive environment is particularly convincing.

But I'd challenge you to expand this further and consider a richer understanding of power dynamics at play within organizations. How does the distribution of power within a company affect which of these management styles may be most effective or even feasible? For instance, is authoritative management always possible, or are there circumstances where a more authoritarian or even permissive approach may be more suitable? Also, are there specific organizational features like size or sector that may influence the effectiveness of different management styles?

You might find it productive to incorporate some sociological theories of organizations into your analysis. For instance, institutional theory could help explain why certain management styles might become dominant within particular industries or even national contexts. Power and network theories can also be useful for understanding how power dynamics and social connections can shape the implementation and outcomes of these styles.

One could posit that management, like parenting, is not a one-size-fits-all endeavor and necessitates careful consideration of context and the intricate web of relationships within which it operates. The quest for the most effective leadership approach is a continuous journey of adaptation and understanding, much like the dynamic process of raising a child.

Let us dare to embrace the absurdity of our constant search for meaning in management, for it is in this struggle that we truly define ourselves as leaders and as human beings.