No, not all managers should wear Prada. The "wear Prada" style of management refers to the dictatorial, driven and dismissive attitude practiced by Anna Wintour, the chief editor of fashion magazine Vogue.

Firstly, the success of Anna Wintour with her "wear Prada" style of management may be due to the fact that fashion magazine is a woman-dominated industry, and that women are more accepting of a dismissive female boss. Also, the "wear Prada" style can be considered reasonable given the tight dateline of fashion magazine. As the manager, she therefore has to be demanding and critical so that the magazine can be published on time. However, this style of management may not be applicable to other industries (eg: Chemical industries, Medical industries) which requires great patience and accuracy.

Secondly, the "wear Prada" style of management may discourage feedbacks from employees. Afraid to be reprimanded, many would not be willing to voice out his or her opinion on certain issues. With little or no feedbacks, the management of the company would not improve.

Thirdly, while demanding and treating employees badly, one may get immediate results. But they're short-lived. In the long run, there may be decrease employees’ satisfaction towards work, thereby increase the company's turnover rate. When turnover rate increases, more resources will be used for recruiting and training new employees. Ultimately, employees would have lower loyalty and sense of belonging to the company. This is because they would feel that they are not appreciated for the work they have done.

In conclusion, the “wear Prada” style of management should not be encouraged as it defeats the purpose of promoting work-life balance in workplace today. To achieve optimal and sustainable productivity, employees should be motivated, not forced to work harder.