Introduction
Autocratic leadership is a management style wherein
one person controls all the decisions and takes very little inputs from other
group members. Autocratic leaders make choices or decisions based on their own
beliefs and do not involve others for their suggestions or advice. (https://economictimes.indiatimes.com)
Autocratic leaders impose their decisions, using their position to force people
to do as they are told. (Armstrong M, 309)
Autocratic leadership is a form of management
style in which one leader or member of the organization takes decisions on
behalf of the company. This type of leadership style is seen mostly in
businesses that are relatively small with fewer employees. This type of leadership style is
only effective in organizations where the nature of work requires quick
decision-making. The sole responsibility of the decision and the outcome is
with the leader.
Characteristics
of Autocratic Leadership
v The leader has all the
power and authority to make decisions on any topic.
v The leader assigns all
the task and delegates responsibilities to their group member without
consulting them.
v In this style of
leadership, leaders believe more in giving rewards and punishment rather
focusing on motivating employees.
v The leader takes all
responsibilities and credit for the accomplished task.
v The leader has no
confidence in their employee’s ability and closely supervises and controls
them.
Advantage
and Disadvantage
Here are some advantages and disadvantages to
the autocratic leadership style:
Advantages of Autocratic
leadership
v Effective when decisions must come quickly, without time to
consult others
v Prevents businesses or projects from becoming stagnant because
of poor organization or lack of leadership
v
Keeps individuals, groups or teams from missing important
deadlines
v
During stressful periods, autocratic leaders can be more
effective, and their teams appreciate their leadership
Disadvantages of Autocratic
leadership
v Invites potential
abuse by overly powerful personalities
v Can stifle staff and
discourage team creativity
v Modern employees may not
react well to authoritarian leadership
v Can discourage open
communication between leaders and subordinates
Exceptional leaders
adopt the style that fits their vision, behavior and personality. The
autocratic leadership style still works well in some institutions, such as the
military, manufacturing, restaurants and companies with aggressive sales
quotas.
This is more suitable
for bank branch when the majority of staff newly recruited. A leader who
centralizes authority, dictates work methods, makes unilateral decisions, and
limits employee participation. (Robbins et al, 2013)
Whether it’s an
athletic shoe company like Nike or a social media powerhouse like Facebook,
autocratic leadership is sometimes vital. Autocratic leaders help guarantee
deadlines are met by training people properly to assume responsibility for
their respective roles and to reach their goals.
At the end of the day,
autocratic leadership shares the same objectives as other styles. It’s all about
achieving success.
Where to use:
v This style of
leadership is used in an organization where strong centralized control is
required. For example in a Military organization.
v Organization in which
there is a fixed set of rules and structures.
v An extremely large
number of employees is to be handled.
v Organizations in which
employees are new, inexperienced, lack of qualification, and lack of skills.
When it is used:
v When quick decisions
are required.
v It is used during
emergencies and dangerous situations.
v It is used when the poor
performance of employees needs to be corrected.
Conclusion
Autocratic leadership is
one of the most traditionally relied upon models of leadership in the world.
This form of leadership places the decision-making within the hands of a
central figure, who rarely seeks input from others and attempts to make the
best decision for an organization out of his or her own expertise and
knowledge. This may be effective until the staff group with experience and
knowledge. This should be moved to the correct style with the expansion of the
branch and maturity of the staff. If not it can also be a leadership style that
discourages employee motivation in long term.
References
Armstrong, M., (2006). Hand Book of Human Recourse Management Practice. 10th ed.
[S.l.]: Kogen Page, pp.493-502.
Robbins,
S., DeCenzo, D., 2001. Fundamentals of Management Essential concepts and
applications. 3rd ed. India: Pearson Education, pp 343-371
Robbins,
S., DeCenzo, D. and Coulter, M., 2013. Fundamentals of Management Essential
concepts and applications. 8th ed. USA: Pearson, pp 302-303
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