The Importance Of Autocratic Leadership In Delta Company

The theory of leaders can be autocratic, a person who doesn’t consider the person undertaking the task only getting the results. A democratic leader takes opinions of the staff and understands how they believe the best results can be achieved, whereas Laissez-faire style leaves the experienced staff to implement the work processes.

A democratic leadership style is more likely to be successful over the long term because they share decision- making power with subordinates, participate in group activities, allowed the group to make decisions about an assignment, and try not to monopolize. This type of leadership brings about satisfying and productive employees (Shafritz/Russell/Borick, 2013).Democratic leaders seek peaceful changes and allow the foreseeable mistakes to be corrected.

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.

1.) Throughout my entire career as a student at Iowa and as a member of Delta Tau Delta (DTD), I have sought out opportunities to better myself as a person and a leader. I have participated in a variety of different leadership academies that were offered through both the University of Iowa and Delta Tau Delta’s national Educational Foundation. I have attended the following leadership programs: FSL’s Emerging Leader Retreat twice, FSL’s Leadership Advance for incoming Chapter Presidents, Leadershape, StrengthsQuest, Student Organization Leadership Institute (SOLI), DTD’s annual Division Conference four times, DTD’s biennial Karnea, and DTD’s premiere leadership institute the Charge. I have served as a leader on campus in many different aspects.

Furthermore, there are different theories which give insights about why some leaders lead the way they do. One of these theories is the behavioral theory, it emphasized on what leaders do and their leadership styles. The behavioral theory explains three different types of leadership styles namely: autocratic, democratic, and laissez-faire. An autocratic leader makes plans, gives direction on how to execute them, and makes decisions for the group. These type of leaders are highly power control. They give little or no freedom to the members. Whatever they say is final. On the other hand, democratic leaders allow members to participate in the decision making. They seek opinions of the members. On the other hand, laissez-faire leaders allow members to do whatever they like. This type of leaders does very little planning or decision making thus fail to encourage others to do it (Weiss and Tappen, 2015 p.

This course has taught me many things about leadership and management in the work place. I have learned that it is extremely important that a leader understand his employees and how certain leadership styles will work more or less effectively on that particular person. Leaders influence people to work to achieve the organizations objectives, so it is vital that a leader has vision for the organization so they can effectively steer the organization down that path. As an employee for Texas Tech Athletics, I have the privilege of working under great leaders while I attend school. By playing sports for my whole life, and with my various work experience I have seen many leaders in action. I have developed my own style of managing and leadership that draws from each of the people who have influenced me. I would consider myself to be a democratic leader. A democratic leader encourages employee participation in decisions, works with them to determine what to do, and doesn’t supervise them closely. I believe as a leader you set the standard of what it means to work hard, effectively, and efficiently. To be an effective leader, you need feedback on what you’re doing, so you can make improvements. By allowing employees to participate in decision-making processes they feel empowered to work and feel like they are contributing to the success of the organization. A leader also shows his employees what to do, by showing them how to properly achieve what I have set as a standard; I need to

Leadership scholars have presented many theories in understanding leadership. However, making sense of hundreds of books and thousands of studies is a complicated task, which is why many mistakenly think that leadership is an indefinable phenomenon. Some of us presume complete authority in our own favored ways. Novel leaders often discard the entire system used by the exiting leaders. In a catastrophic situation, persistence on individual style can be helpful; yet in a democratic culture, leaders don’t own the organization and must consider the right of the followers. Personal style and preference must be avoided in

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

In high school, many more opportunities to observe supervisors and supervisees were available. Although unaware of supervision styles, having had the experience of interacting with my siblings I knew that being authoritarian with peers in a group project did not work effectively. Some type of cooperative learning with peers was found to be the way to produce significant gains as a group leader. One particular skill I learned as a leader was how to fill roles that the group is deficient in, either by taking them on myself or assigning them to others. This made the group have balance so that difficulties in decision making were reduced. Although I may generally classify my leadership style as democratic, there were times where I confess I was autocratic. For example, if there was too much indecision and an important time bound decision on behalf of the group was needed. This was not a norm as I didn’t want to annoy classmates so that future collaboration was

Autocratic leadership is a classical leadership style with the following characteristics: manager seeks to make as many decisions as possible, manager seeks to have the most authority and control in decision making, manager seeks to retain responsibility rather than utilise complete delegation , consultation with other colleagues in minimal and decision making becomes a solitary process managers are less concerned with investing their own leadership development, and prefer to simply work on the task at hand. Whereas Democratic Leadership is the leadership style that promotes the sharing of responsibility, the exercise of delegation and continual consultation. The style has the following characteristics: manager seeks consultation on all

Democratic leaders move the group toward its goals while the autocratic leaders move the group towards their goals. It has faith in imparting obligation, supports innovative thinking as there is flexibility for the representatives, and it minimizes hierarchical governmental issues and erosion among the individuals. Basically, fair authority grasps free talks and considerations to help plan choices inside associations. It puts stock in regarding others ' perspectives and suppositions. It serves to advance the free stream of thoughts so as to pick the best one (Rao, 2015). Utilizing the above perspectives the interviews would be analyzed to consolidate the context of the model that have been chosen to assess the leadership style of Sir Charlie Mayfield.

The autocratic leadership style is seen as an old fashioned technique. It has existed as long as managers have commanded subordinates, and is still employed by many leaders across the globe. The reason autocratic leadership survives, even if it is outdated, is because it is intuitive, carries instant benefits, and comes natural to many leaders. Many leaders who start pursuing leadership development are often trying to improve upon their organizations autocratic leadership style. It has the following characteristics:

When explaining the atmosphere of the workplace, it can be described in a variety of ways. The variety comes from the different types of leadership taken by the boss, managers, and others in authority. There are many different styles when it comes to leadership, which is based upon the personality of the one leading. The more common forms of leadership include autocratic, authoritarian, democratic, laissez-faire, and bureaucratic. The foundation of this research is to give the reader a better insight of the characteristics of democratic leadership, and why it is one of the most leadership styles utilized in the workplace.

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

Leadership characteristics can be generalized as either autocratic or democratic. The autocratic leader tends to