Autocratic Leadership Style Essay

Category: Leadership,
Published: 29.10.2019 | Words: 650 | Views: 832
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Can easily an authoritarian/autocratic/directive leadership style be ideal in American companies at present? If yes/no, why? It can be first crucial to clarify what the term management means. Relating to Kinicki & Fugate (2012), “leadership is defined as ‘a social influence process in which the leader tries the voluntary participation of subordinates in an effort to reach organizational goals'” (p. 364).

This implies leadership requires exercising power at specific, group, and organizational levels. Bass (2008) identifies confident leadership characteristics to include activity competence, interpersonal competence, intuition, traits of character, biophysical traits, and private traits. With this standard understanding of command, it can be declared the appropriateness of an autocratic leadership style depends on the type of company and situation at hand—the idea of situational command (Kinicki & Fugate, 2012, p. 370). Even though the United States is a democratic country, a great autocratic command style fits some but not all businesses, depending on what the company desires to accomplish and what the company’s circumstances happen to be.

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A administrator with an autocratic style of leadership commonly does all the decision-making without having input from his/her subordinates (Rao, 2010, para. 3). Therefore , the manager may be the authoritarian although all the subordinates are to just follow guidance without offering their own thoughts or problems about the job given to these people. A benefit of this style could it be can help present structure and discipline to the otherwise unskilled team, and also help a team stay on top of stringent deadlines.

Considering that the manager makes all the decisions, you cannot find any time “wasted” on decision-making if there’s a time restriction. This type of leadership is also helpful when the supervisor has the greatest amount of knowledge and could therefore specifically guide the subordinates means complete a activity (Cherry), or when a form of industry basically does not need much communication or creativeness relative to various other industries. Nevertheless , an autocratic style of leadership would be ill-fitting for many other sorts of companies, especially if the autocratic style is delivered to extremes.

While the textbook Organizational Tendencies mentions, a bad leader would possess attributes like being incompetent, stiff, or callous (Kinicki & Fugate, 2012, p. 366). Since a manager taking on an autocratic style of management is improving rigid guidelines, it could be potentially easy to turn into rigid as a person as well, which could result in loss of respect from subordinates and destroy morale in the team. Cherry states that abuse with the style can make a person seem “controlling, bossy, and dictatorial, ” and that this autocratic style of leadership prevents subordinates from generating creative strategies to problems.

Supplying employees these kinds of a lack of effect in the firm could cause those to feel exacerbated since their opinions will never be heard (“Leadership Styles, ” 2008, em virtude de. 3-4), this means valuable relationships cannot be created, thus forcing human and social capital. An example of in which an autocratic style of management would not always be appropriate as if all the subordinates are just since knowledgeable or skilled as the manager.

It would make more sense to use a democratic style of leadership so that everyone is able to participate and have a sense of importance in the decision-making, and because of their contribution, could feel even more committed and enthusiastic about the company’s desired goals. Situational command theories claim that “the effectiveness of a particular style of head behavior depend upon which situation. ” This relates to how the appropriateness of the autocratic style of leadership depends on the firm at hand. It is vital to fully assess the employee attributes (locus of control, encounter, task capability, etc . ) and environmental factors (task structure and work-group dynamics) to decide whether or not an autocratic style of command would create the most desired results to get the company (Kinicki & Fugate, 2012, p. 370-372). Recommendations