Different Management Styles

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

Authoritarian leaders, also referred to as autocratic leaders, take complete authority when making decisions. Punishment, threats, demands, rules, and procedures are tactics authoritarian leaders use to gain control. Authoritarian leadership involves managing the completion of a task within the given deadline. Employees will be subject to inspections and scrutiny under this type of leadership system.

Authoritarian leadership style is where a leader has complete control and power over their team. They demonstrate their 'power' and 'control' by dictating policies and procedures, deciding what goals need to be achieved, and directs all activities to be done by the team. An authoritarian is usually most successful when things are going well or when in a crisis and decisions need to be made quickly.

Authoritarian, or Autocratic, leaderships revolve around a single leader, and those close to them, whose word is law and power absolute. Authoritarian leaders are confident in their ability to lead and to take charge. This means that they should be taken seriously at all times; if a subordinate does not take them serious they may lash out, threaten or simply punish the individual or the entire group to get their point across. They also prioritise the task over the individual and the group

2. Katzenbach and Kahn (2010) compare three types of managers in regard to motivation and pride building (p. 79). This is similar to the Blake and Mouton Managerial Grid. What insights from these categories of managers and the Grid can you use to motivate performance in yourself and others?

Authoritarian leaders are the leaders who like to do all the group decisions on their own and tell other group members what to do and how to do it. This type of leadership is very beneficial when you are in need of a quick decision or faced with some type of crisis. This type of decision making can easily be abused and can often be viewed as being bossy and over controlling. Leaders who use this style may provoke dependence, criticism, dissatisfaction, and aggression from their group members (Forsyth, 1990). According to Gladding 2012, authoritarian leaders do not ask for consideration or suggestions from group members; instead, they structure and direct their groups according to their own wishes, purposes, and the information available to them. A task group could benefit more from an Authoritarian leader. Tasks groups focus on accomplishing specific goals. According to Gladding 1994, “with task groups, an

Authoritarian leaders give clear orders to what should be done and are straight to the point. They settle on choices with no contribution from others. An Authoritarian leader would be for example an Officer as a part of the armed force, they are for the most part bossy,comanding and intimidating to some they think they are constantly right and they're way is the most ideal way. This could be utilized as a part of a circumstance where a group needs to do things quick and successfully e.g in a drugs raid, if the unit is under attack the leader must yell orders and the group must react quick as their life is at stake. This style is like Task Orientated in the way that the leader is the main individual who puts input, this doesn't make a welcoming

2. Background. The Authoritarian Leadership Theory can be defined simply as the establishment of strict, close control over followers by keeping close regulation of policy’s and procedures given to followers (Howell, 4). Authoritarian leaders set clear expectations as to what should be accomplished and how it will be accomplished. As such, the authoritarian leader fills the void as both the leader and the commander, which makes for a clear divide between the leader and follower. If executed poorly, this kind of leadership tends to lead to negative attributions towards subordinates and makes it ineffective and disruptive to the designated group (Hughes, 158).

Most of the jobs I’ve worked have had authoritarian managers. Though it is a necessary style to start a worker off with, eventually, that worker becomes more comfortable in the environment and needs less rigid direction, and would benefit more from a democratic style of leadership. “ I have found in the years here that some of the employees need you to stand over them and be the authority figure” Rhonda Scruggs RN

Management styles are wide and varied across the entire world of work. The specific type of management that works for one particular set of workers does not always work for another group of employees. Almost everyone has come into direct contact with a manager at some point in their careers. It is the relationship between the employee and the manager that must be keenly developed; in order for an office, factory, restaurant, or similar organization to run smoothly and effectively. When an organization is being managed efficiently, workers are much more upbeat, production levels are optimal, and the overall working environment has a fragrance of positivity. In sharp contrast, when an organization is ineffectively managed, more times than

In my opinion leadership styles can make or break a company. For example, if a leader displayed a Laissez-Faire leadership style how would the employees be productive? There would be no incentive or drive exhibited by the leader which would in turn not warrant the employees to have direction or have accountability in their positions. One the other hand an Authoritarian leader would be on the complete other end of the spectrum. These leaders are bossy, condescending and want things done only their way without input from the rest of the team. This would create doubt in their employees as well as possibilities of a hostile work

Discuss the three types of management styles that are reviewed in your course materials (Scientific Management, Human Relations Management, and Systems Management). Which style do you believe would be the most effective to use in the criminal justice system? What are disadvantages of the other two management styles? Should all three components (police, courts, and corrections) use the same type of management style?

Please answer the following questions related to a leader you have experienced in your personal or professional life. Chapter 22 outlines the different leadership styles.

Managers play an important role in many organizations, they must be able to handle many different situations, and adapt their management style to different situations. The way a manager goes about getting things done and achieving the goals of an organization is known as the management process, also called the four management functions: planning, organizing, leading, and controlling (Kinicki, A., & Williams, B. K. 2013, P.9). Many managers possess three main skills; Technical, the ability to get things done; Conceptual, the ability to think analytically; and Human skills, the ability to work well in cooperation with others ((Kinicki, A., & Williams, B. K. 2013, P.22). Using the management process and possessing the technical, conceptual, and

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