People believe that leadership is a trait that can either be inborn or trained. A leader is a person who can influence followers to follow certain direction that will result to achieving a common objective. Leaders are charismatic and their traits are easily identified. Organizations depend on leaders to achieve the best. People also depend on their leader to achieve a common objective. Take a look at every nation, there is a leader, take a look at every organization; they have a leader, even in schools they have a leader. A leader is perceived as the person who will act as a role model to the group. In the business filed, there are leadership styles such as; transformational, laissez-faire, transactional, authoritarian, democratic and paternalistic. In order to provide direction and motivate the followers, a leader will uses one or more of these styles (Northouse, 2015) . We are going to have a look at one of the leadership style, its theory and research that oppoes or supports the approach
Authoritarian leadership approach
This style of leadership is characterized by more of control and supervision. The leader in this case has to apply strict rules, penalties and regulations to its followers. It is a type of leadership that is used mainly when the followers need someone who demands rather that propose for a solution. The followers in this type of leadership are not required to question the direction, because the leader is believed to be the only person who can be looked up to. This style offers no room for error and that is why the employee will not question, but to work under the instructions of the head. Take for example in an organization where the staffs are not experienced, you find that the manager will monitor the employees closely to check whether they stick to the rules. In such cases, employees adhere to strict rules formulated by the head and this will minimize chances of poor performance (De Cremer, 2006).
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Autocratic leadership theory
An organizational psychologist researched on the various approaches to leadership. Kurt Lewin came to a conclusion that leadership styles are applied in different situations. His research proved that approach to leadership changes with the change in environment, Such that a leader has to apply a different style when faced with certain circumstances. Autocratic leadership approach arises from the fact that some situation requires command and not discussion. Autocratic leader will expect his followers to stick to the rules and regulations he stipulates. Military for example is a platform that this approach is used. This is because those in military are not expected to make any error; they are expected follow commands from the leader.
The psychologist asserted that many leaders who use this approach have a certain characteristic of ‘getting things done’. Autocrats make decisions and do not engage any other person, they order and the rest of the team should obey. They formulate rules to discipline those who do not obey the instructions. In most cases, team members or the followers who do not adhere to instructions are expelled or disciplined. There is no third party when it comes to authoritarian leadership. This is because the decision is centralized to only one person. It is a very efficient approach because it enhances fast decision making and follows a clear chain of command.
Douglas McGregor used theory X and Y to describe two types of management styles to explain autocratic leadership. Manager X instructs the employees by telling them what to do and later on comes and supervises them. Manager Y gives the employees the opportunity to be in charge of their work and call for participation in decision making, this proves to motivate employees. In his theory, Douglas was trying to support autocratic leadership and also oppose it. He suggested that Manager X is autocrat who wants perfection and has no room for consultation. While manager Y allows employees to use their skills while performing their tasks.
Critique of autocratic leadership
According to Douglas McGregor, employees need to feel the sense of belonging in an organization. They need to be set free and allowed to use their skills in performing their tasks. They do not need close and strict supervision because it reduces their morale to perform. Employees also need to participate in decision making, this will empower their thinking and therefore the organization can experience productivity. Douglas does not support autocratic leadership because he perceives it to be more restrictive and involves dictatorship. He asserts that autocrats should only lead those people who need control and have no experience in what they are doing. He suggests that this type of leadership should only be applied under certain situation that calls for strict rules to be followed.
Employees need room to improve on their work, therefore they will try to work hard and channel their efforts towards specific goal. They also prefer a leader who would walk with them through the journey to achieve the common objective. Contrary to this, autocrats make their followers to be so much dependent decisions of the leader, such that they cannot exercise independency in decision making. Some leaders have low moral virtues that they take advantage of autocratic style to exploit employees; this involves discrimination and favor for some employees. In such cases, the autocrat will make decisions that are based on ego instead of following sound principles of management. Douglas theory suggests that autocratic leadership should only be applied where it is deemed necessary. He suggests that leaders should exercise other styles of leadership that focus on enhancing motivation and call for participation in decision making (Rast, Hogg, & Giessner 2013) .
Basin on the social exchange theory, humans have certain behaviors that are based on reciprocity in their social interactions or relations. Therefore human tend to respond positively, for something that benefits them. Behaviors and attitude are associated with leadership, such that employees will tend to respond positively and improve on their performance when the person authorizing them is supportive. On the contrary, when employees are subjected to strict rules and threats, they tend to respond negatively.
How autocratic leadership work
This style works well when the followers or the team are less experienced and they need leader to give instruction and direction. It works well where a span of control is needed. In military, the commander in chief gives instructions to the soldiers and they are required to follow command. Take for example during war, you find that military forces are not allowed to perform any operations without the command from their leader. Autocrats do not exercise the long process of decision making, they instead prefer to make decisions and deploy so that the only remaining work is to supervise and evaluate performance.
A doctor narrated his experience under autocratic leadership style hat had to be applied in the healthcare institution because there was a report on poor healthcare service provision in the institution. All the employee in the health institution were required to stick to the rules that were strategized with the aim of improving the deteriorating service .The rules were set by the chief executive office of the hospital and all employees were required to read and understand these rules and comply so that service provision can be improved. It was reported that many healthcare workers had neglected their roles in service provision and were no longer observant to the culture of the healthcare institution. With the use of autocratic system, a change was experienced.
Reference
Northouse, P G. (2015). Leadership: Theory and Practice, Seventh Edition. Thousand Oaks, CA: SAGE Publications
De Cremer, D. (2006). Affective and motivational consequences of leader self-sacrifice: The moderating effect of autocratic leadership. The Leadership Quarterly , 17 (1), 79-93.
Rast III, D. E., Hogg, M. A., & Giessner, S. R. (2013). Self-uncertainty and support for autocratic leadership. Self and Identity , 12 (6), 635-649.
