Autocratic Management Style
Styles of management “result from the dynamics between the culture of the organization and each individual’s approach to management issues”. (Davidmann 1982) It is a matter of fact that different managers used different styles of management. The choice depends on the situation and the ability of nursery manager to organize the wok. One more reason in choosing the style is the task. Company’s performance depends mostly on the chosen style of management.
Autocratic style (autocratic) is the styles when all decisions are made at “the top” of organization and then theses decisions are implemented to managers. The decisions can be made by either board of management or senior manager or senior management team. Authoritative management style is needed in case when senior manager has to implement decisions made by “board of trustees, local councilor’s sub-committee or other outside body with a management role for the establishment”. (Davidmann 1982) This management style is too dominating and repressive and it demands personnel to obey all the orders and decisions even without any questions. Authoritarian style can arouse rebellion or low benefits from personnel. The next drawback is that autocratic doesn’t suggest any communication and consulting between leaders and common employees. It means that the manager makes up decision himself without listening to others. (Davidmann 1982)
I think that a company would hardly benefit from authoritarian management style, though it is useful in certain situations. Despite the fact that autocratic style leads to conflicts and low outputs from personnel, it is useful when it is necessary make up quick decision or when situation is critical and power is required. Autocratic style works also when there is no need for the input of decision meaning that decision won’t change the desired results. Also it is used when motivation of employees isn’t affected by decision-making process. (Davidmann 1982)
References
Davidmann, Manfred. (1982). Styles of Management and Leadership. Retrieved February 2, 2007, from http://www.solbaram.org/articles/clm2.html