A Summary On Autocratic Management

Autocratic leadership, also known as authoritarian leadership is a leadership style characterized by individual control over all decisions and little input from group members. Autocratic leaders typically make choices based on their own ideas and judgments and rarely accept advice from followers. Autocratic leadership involves absolute, authoritarian control over a group. It can also be derived

2002) an Autocratic leader is one who set aims , objectives and end goal without

Autocratic- In this management style, the manager becomes the sole decision maker. The manager does not care about the other staff and their involvement in decision making. Therefore, the decisions reflect the personality and the opinion of the manager. The decision does not reflect the team 's collective opinion.

Leadership styles have significant effects on organizations. For instance, it influences organizational culture and determines how leaders address conflict. Ultimately, it impacts organizational performance. Consequently, leaders must adapt their approach to achieve the desired outcome. Therefore, it is imperative leaders understand and can implement a variety of leadership styles. This essay will describe how an autocratic and participative leader’s style impacts organizational culture, summarize the strengths and weaknesses of each style, and explain how each leader would successfully resolve conflict.

Autocratic Approach: Autocratic leadership gives a positive belief about the updates about any policies. However this kind of approach is not highly regarded by many of the working environments. This is due to the amendments being brought into use prematurely for the uses to access them. This approach of leadership and management may be viewed as being too authoritative.

The management or leadership style that Willie uses is autocratic. The autocratic leader holds all power, authority, and control, essentially reserving the right to make all decisions. For example, the way Willie micromanages and effectively ignores the mid-level

The cons for having an autocratic leadership is that almost no one gets their voice heard. A change of opinion or a better alternative can go unheard and an opportunity lost (Myers, D., 2012). The subordinates can choose not to follow the decisions causing the leader to end up in trouble. At times, it can even lead to the system

Three weaknesses of authentic leadership are: lack of trust demonstrated from top to bottom and vice versa, a lack of development due to the infancy of this theory and the pursuit with passion can lead to a blind pursuit. Trust must be given in order to receive it, if managers are not being fully authentic with their employees, the trust and level of commitment expected will never be reciprocated. Although John usually displays this trust to his team, he is only human and at times, as with any other manager or person, people are not trustworthy. For example for years, Big Hospital has preached that everyone is a family, yet, due to certain circumstances, there had to be a lot of layoffs, and whether granted or not, this is looked as being deceitful or not being honest with your employees. The second weakness of authentic leadership can be related to its infancy and its lack of leadership development. Fusco, T. (2016, p.119) argues that the next challenging frontier is to establish genuine leadership development. Often times, leadership seems to simply fit someone’s personality, however, leaders must continue to read and develop oneself to become a better leader, either through experiences or personal training. Big Hospital provides continued training for all its employees, and although some may take it more than others, employees are often encouraged to take training classes. Lastly, the third weakness of this theory is that of a “blind pursuit” or following an idea with

There are many different examples of leadership qualities in the Lord of The Flies, shown by Ralph and Jack. Ralph was one we could call “for the people”, however Jack was the opposite, only looking out for himself. Ralph is made a strong democratic leader in the book, who listens, and cares about all the boys, while Jack is a strong autocratic leader, who doesn’t care and will not listen to the other boys. Not asking or taking any input from group members, making sole decisions, not letting group members participate in important tasks, and the leaders dictating the work, all these are examples of characteristics of autocratic leadership style. This leadership style can be beneficial in the sense of making quick decisions, because autocratic

Leadership can be defined as the ability to lead a group of people successfully in an organization. Hall, et al (2008) have mentioned that an effective leader has to be visionary, motivating and responsible in order to successfully run a business organization. In business the two key leadership styles, which are widely used in today’s corporate world are autocratic leadership and democratic leadership (Johnson, n.d.). Autocratic leadership may be explained as “a leadership style where the manager sets objectives, allocates tasks and insists on obedience” (Hall, et al 2008 p.g 401). Conversely, democratic leadership encourages “participation in decision making” (Hall, et al 2008 p.g 402). Whilst many people would consider autocratic

Maritz Research recently conducted a study in which they found that trust in leaders is troublingly low. By this they mean that only seven percent of employees believe that ‘‘senior management’s actions are completely consistent with their words’’ and only 25% agreeing ‘‘that they trust management to make the right decisions in times of uncertainty’’ (Maritz Research 2010, p. 1). In today’s real-world workplace, business professionals are struggling with a more challenging, complex, and competitive environment than any other time in history (Cameron 2003). Coming in right alongside with these problems is diminishing trust in leaders among employees (Heavey et al. 2011). In turn this brings up the argument that it is time for an updated leadership model in this modern social age, because when individually used these old models no longer seem to be effective in rallying employees together.

Many leaders who start pursuing leadership development are often trying to improve upon their organisations autocratic leadership style.

According to Lewin (1951) and White & Lippit (1960), there are three prevalent management behavior styles: Authoritarian, democratic and laissez-fare (Cherry,

Murphy (2005) maintains that leaders are accountable for helping their follower’s to become efficient and support them to develop their strengths and abilities. Distinguishing and categorising between different leadership styles can be done in several ways, (Gopee and Galloway, 2009). In this essay traditional classification of authoritian (autocratic), democratic, permissive (laissez-faire) and bureaucratic styles of leaders will be discussed.

The control of all operation by the Autocratic management style is the use of power over employee and staff and forces them to deal with the customer. This type of leadership makes the decision alone and converts it to the employee which the employee has to work, for example, to deliver the best customer service manger instruct all employee to follow his guidelines for this process. The Democratic leadership style is an important way to give the opportunity for the employee in making decision in the