In an autocratic management style, one person has the authority to make all the decisions without consulting the team members. This style is characterised by centralised control, in which decision making is wholly the responsibility of the leader.
In an autocratic leadership style, the subordinates are supposed to follow instructions without asking questions. While it may not always be effective, it can thrive in some situations.
Autocratic leadership, also referred to as authoritarian leadership, means that the leader takes all the decisions without seeking the input of the subordinate.
This style is characterized by no consultation at all; the autocratic leader gives his subordinates instructions on what to do and how to do it. This leadership style contrasts with more decentralised or participative ones in which general subordinates’ opinions are sought.
There are several key autocratic leadership characteristics that differentiate this leadership style from other forms of leadership. Such characteristics make it applicable for some situations and not for others though it is majorly less effective. The most important traits of autocratic leadership include:
Under autocratic leadership, all important decisions are made exclusively by the leader, and the members of the team are not consulted at all. Such centralised control unifies decision-making in the hands of the leader and allows for fast decisions when there is a need or in emergency circumstances.
However, the disadvantage being that it reduces inputs valuable from other people in the organisation that might improve the quality of the decision or offer new solutions.
While leaders may refer some tasks to subordinates, those subordinates are usually not entrusted with the responsibility of making decisions. The leader keeps all major decisions in their hand and frequently supervises the work, thus having an input in all significant areas of the organisation. This approach assures stability and retains a lot of control but also reduces the tendency of team members assuming full ownership of their roles or even taking full responsibility in decision making processes.
Autocratic leaders are usually very involved in the management of tasks. They make sure that organisations implement their instructions as they had planned, and in some cases, follow up on how the instructions are implemented. While such close supervision can help keep projects on track and avoid mistakes, it may also potentially hinder the creativity of the team members as they may feel controlled or restricted too much in what they are doing.
One of the advantages of autocratic leadership is that the managers are very clear to their subordinates on the expectation levels. Instructions are typically specific, clear and definitive, thus leaving minimal room for ambiguity. This aspect is effective in communicating that knowledge to all the members of the team to avoid any misunderstanding.
However, it can also restrict the process of two-way communication, where feedback or raw questions from the subordinates may not be encouraged.
In an autocratic organisational culture, the subordinates are supposed to abide by the instructions of the leaders without questioning authority. The leader sets strict expectations for compliance, and deviation is often not well appreciated. Those who try to challenge a decision made or criticise a decision may suffer such consequences as a reprimand, suspension or even dismissal. This approach can help in setting a proper working culture of order and discipline, but it may demotivate the employees and no idea can be put forward by anyone.
There are various autocratic leadership advantages; particularly in those cases where there is need to make hasty decisions or wherever high level of compliance with regulation is required. The autocratic leadership style can be of great use in settings which need strong direction and structure. Some of the key advantages of this style include:
As all the decisions are made by the leader, there is no long debate on the issue at hand. This means that decision making is promptly made, especially under conditions where time is of the essence or during an emergency.
Subordinates always understand what they need to do because the leader has laid down the course of action and provided clear instructions. This helps prevent instances of work being done haphazardly or with a lot of misunderstandings.
The kind of leadership provided by an autocratic approach tends to provide leaders with the ability to control various operations well and meet scheduled targets. What is even more useful here is that it allows for specificity and the achievement of the required level of reproducibility which in many fields like manufacturing or construction is critical.
There is no mix-up in decision making, and the results are typically quicker and much more precise because a single person is responsible for making those decisions. This eliminates the possibility of having confusing instructions or direction, typical of more decentralised structures, that seek participation and consensus.
Despite its advantages, there are also several disadvantages of autocratic leadership that leaders must consider before embracing this style. The autocratic management style is effective in some cases; however, its overuse or misuse could create unwanted results. Some of the key disadvantages of this style include:
Because decision-making is centralised and the contributions of the workers are not sought anymore, ideas or initiative are poorly encouraged. Subordinates may refrain from contributing their ideas or coming up with creative or new ideas to the organisation.
It is known to create frustrations among employees, especially whenever some workers realize and or perceive that their input or contributions are not valued or considered in the process. Lower morale, decreased job satisfaction, and increased turnover become the outcomes in the end.
Organisations that are heavily reliant on autocratic leadership may develop an over-reliance on the leader. If the leader is not accessible and resigns or is transferred to a different company, the other team members of the organisation may have great difficulty exercising decision making or carrying out activities on their own.
Occasionally, autocratic leadership can be resisted as the employees may feel the management is too dictatorial. This can result in conflicts, inefficiency, and defiance of the groups or leader’s directives.
There are many autocratic leadership examples from the history and business management world, where this leadership style has been utilised successfully. Some of the famous autocratic leaders in history include:
Napoleon Bonaparte: Napoleon, who was, perhaps, the most powerful military leader in history, applied most of the autocratic leadership traits to manage his empire and armies. His decision-making capabilities, which involved making decisions on the field of battle without consulting others enabled him to win many battles, but unfortunately his full control led to his downfall as his strict control isolated key allies.
Adolf Hitler: Another notorious autocratic leader, Hitler ruled over the Nazi regime with total power seizing most of the German state’s functions. He had an autocratic leadership style that allowed him to centralise power and eliminate competition when he came to power, but having made wrong decisions and overstepped the mark, he brought his regime to its doom.
Steve Jobs: In the business world, autocratic leadership is closely connected with controlling management style and Steve Jobs can be considered as one of the best examples of such leadership because of his authoritarian work in Apple. Jobs is credited for making all major and minor decisions individually and for being a strict employer. This being the case, though it enhanced innovation and success at Apple it was characterized by high turnover, dueling inside the organisation.
There are different types of autocratic leadership, and each has its uniqueness and usage. These variations enable leaders to respond in accordance with certain circumstances without compromising on power of decision making. Some of the most common types of autocratic leadership include:
In this style, the leader makes choices independently and requires people below them to follow those choices dutifully. This is especially applied for events which require fast actions to be taken, like war, or in emergency situations.
While the power of decision making is still rightfully in the hands of the leader, they allow some flexibility when it comes to the way tasks are accomplished. This style may be effective in a situation where the leaders themselves wish to allow some latitude for creativity, or decision-making but they still retain the final say.
In this variation, the leader is autocratic but is also concerned with the well-being of the subordinate employees. Leaders can ensure that good performers receive a bonus or other incentives and thus make the workplace a better place despite the fact that decision-making is centralised.
In conclusion, autocratic leadership can be deemed efficient in conditions where fast decisions must be made, or where strict control or a clear chain of command is needed. Hence, knowledge of how an autocratic leadership style works, as well as the circumstances in which this style should be implemented, is crucial to avoid failure, but instead facilitates the achievement of organisational goals with satisfied participants.
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