The manger will not have to rely for any help from other people to complete their task and they can decide what they want and they do not need to ask others and this will result in reduced stress. Disadvantages of autocratic leadership Fewer Personal Rights • Autocratic leaders tend to assert dominance, commanding rather than discussing with others -- the opposite of democracy. In an autocratic leadership, one person or a small group make all the decisions. When autocratic leaders demand control, sometimes complete control, over others, it is called totalitarianism. When a totalitarian dictator is in charge, people have even fewer rights, as every aspect of life is decided by their ruler.
It cannot be totally eliminated. As this blemish in society is ever-present. However, maintaining a level, consistent, and perhaps a more deeply imbedded analysis will brings the levels of corruption down. Prioritizing a selective process begins with leadership from the top. Lazy, inactive leadership does not count in running a department.
This type of leadership style can be useful when quick decisions are required without consulting a large group of people. It also allows the members of the group to focus on a specific task without worrying about making decisions and it also helps the member to expertise, in particular task which will help them in future. However, autocratic leadership can be useful at times but in some situations, it can be problematic. Many researchers believe that autocratic leadership often leads to lack of a creative solution to the problems as all the decisions are made by the leader without consulting any member of the group. This style can be used efficiently if the leader has the access to the required information that other members of the group don’t have.
This style is used when leaders tell their employees what they want and how they want it to be done, without getting the opinions of their employees. Some of the appropriate situations to use this style is when the leaders have all the information to solve the problems, or when they are short on time, and their employees are well motivated. Some people tend to think of this style as a mean of yelling, insulting or threatening and it is a type of abuse, unprofessionalism , also known as "Boss of all people" rather than Autocratic .” This style of work will definitely never be presented in the dictionary of a talented leader. However,the authoritarian style should normally only be used on some special occasions. If you have the time and want to receive more commitment and greater motivation from your employees, then you should use the Democratic style.
Also, it created a resource deficient in the organization since the overly allocated projects remain the priority of the individuals. Lastly, such culture also leads to the individual developing their own goals and tasks that misaligned with the overall organizational strategy and which failed to develop a proper work system, ensuring the involvement of the senior executive at the right time and also the depiction of the project progress on a wider lens to the management, leading to the development of more centralized and individualistic approach in the
3. No real interest in the Brand Stewardship: employees have the impression that this new vision is a waste of time and they do not all have the same degree of urgency. The importance of the brand stewardship ought to be communicated to employees in a clear way. Everyone has to accept the new vision because the image of the company depends on how everyone will interpret and implement it. Clients perceive the company’s employees as reserved, distant and not involved.
“Micromanaging implies that leaders are unwilling to give up control and rely on associates to do their jobs.” (y Paul R. Bernthal, 2001) Consequently, this kind of leaders cannot see “ big picture” of situation and lose big opportunities while concentrated on trivial issues. It is important to train in order to be aware of
A ruler uses the power vested in him by his position to dictate to the ruled what is to be done. In many instances, the ruled are owned by the ruler and the relationship is one directional, top-bottom with no room for negotiation as subjects should be “seen and not heard” and are there at the beck and call of the ruler (Chambers & Craft, 1998). Rulers are concerned with results
2.2.3 Leadership and Internal Communication D’Aprix (1996, pp. 131-132) declares the dark side of organizational life to be the misuse of power and the abuse and devaluation of employees. There is however, nothing wrong with hierarchical structures, he adds. Some of them are very effective and even efficient in their ability to concentrate solutions on serious problems, he explains. In an emergency there is no substitute for a strong authority figure who can mobilize the co-workers into action, he continues.