1. Why do you think the autocratic approach worked effectively for four years in this situation?
Because the production level of the mill was low when the new plant manager arrived, it is no surprise that a quick change in the type of management—to autocratic—quickly pushed all employees to raise production. However, it is likely that the style of leadership has taken its toll on every level of management in the mill, and that is why we’ve seen a drop in production in the last 18 months. Autocratic leadership is a rigid form of management and if any tasks are delegated, they are done so in a very specific way. But, generally, autocratic leaders are not known to delegate tasks effectively and high levels of management are usually the only people with any sort of authority. Empowerment, as discussed in the
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First, I would recommend eliminating a few levels of management and redefining what each position is to do (an idea the mill manager already had in terms of rewriting job descriptions). Based on the chart provided in the text book on page 158, I feel that eliminating the Production
Superintendent and Supervisor positions would be beneficial. This would simplify the chart by two levels.
The current organizational chart shown in the text implied that the Production Superintendents supervised three people each, totaling six. I do not believe that six people is too much for the Manager of Production to handle on his own, so the span of control, as discussed in chapter four,
Management does not communicate with the workers, so they cannot discuss problems that are accruing, and possible solutions that may help the business run smoother. You can see this at Carson’s, the study mentioned that employees had no say in important decisions and were even afraid to address concerns to management. The study also mentioned that employees were not given proper constructive criticism. Instead of management teaching employee’s better ways to handle tasks, they would get upset and punish their employees. This is another aspect to an Exploitative Authoritative structure. According to text, all rewards are given to management. Instead of rewarding good things that their employees do, management punishes and threatens. After looking at the Exploitative Authoritative System that was used to run the Carson’s location, it is easy to see how and why the employees are
The result is a relaxed atmosphere, but one where there are dew guidelines and directions. This can sometimes result in poor productivity and lack of motivation as employees have little incentive to work hard. Autocratic leaders centralize power and decision making in themselves. They structure the complete work situation for their employees, who are expected to do what they are told and not think for themselves.
workers and the position of supervisor is instantly given an incredible amount more power taking
Span and Control – This element pertains to such issues as the number of subordinates under the direct supervision of a manager. It is extremely important to take into consideration a larger pool of subordinates can equate to efficient cost, but to...
According to the Case Management Society of America, case management is "a collaborative process of assessment, planning, facilitation, care coordination, evaluation, and advocacy for options and services to meet an individual's and family's comprehensive health needs through communication and available resources to promote quality, cost effective outcomes" (Case Management Society of America [CMSA], 2010). As a method, case management has moved to the forefront of social work practice. The social work profession, along with other fields of study, recognizes the difficulty of locating and accessing comprehensive services to meet needs. Therefore, case managers work with these
These values are manifest through a simple, five level hierarchical structure. Each plant has three levels - the plant manager, seven area superintendents and front-line staff while a divisional layer oversees the plants and projects by area providing the interaction between the headquarters and plants followed by the CEO.
Autocratic leadership theory is a part of the behavioural approach. In this leadership theory, leader makes all decisions and uses power to command and control the followers to achieve goal. According to Lewin(1939), “autocratic leaders are associated with high-performing groups, but that close supervision is necessary and feeling of hostility are often present” (p.173). It is incredibly efficient and tasks are completed quickly. Autocratic leadership can be beneficial when decisions need to be making quickly. For example, in emergency situation surgeon uses this theory because the patient’s situation is between life and death and there is no time to discuss with other members. Bass (2008) mentioned in the Leadership styles and theories article, “Autocratic leaders can be effective because they create good structure, and determine what needs to be done. They provide rewards for compliance, but punish disobedience” (Giltinane, 2013, p. 35-37).
During the second attempt, I chose to adopt a democratic style of leadership. Once again, I was no more informed than any other member of the group concerning the correct performance of the task; hence I chose not to make autocratic decisions. I did however note the need for structure in any given task. Therefore, the...
John Terrill, an experienced professional with a unique approach to managing, was brought into to DGL International to correct the productivity issues evident in the technical services division. As a leader, his approach would require professionalism, as well as an alternative method of management to restore the lacking work ethic of the engineers. Through investigative research into well-defined leadership styles, behaviours and power types, the following case study questions are discussed below. Using Paul Hershey and Ken Blanchard’s situational leadership theory, I compare the autocratic with the democratic approaches to leadership, as well as discuss the four styles of leading: telling, selling, participative or delegating. I also address the type of power Terrill appears to possess over his followers and compare multiple options. Though Terrill proved to be a successful development to the company’s management team, the repercussions and advantages of alternative approaches are also addressed in conjunction with Robert House’s path-goal theory.
A great example of a company and individual that used an autocratic style of leadership is, Leona Helmsley and her chain of Helmsley hotels in New York. Mrs. Leona Helmsley AKA “The Queen of mean” was a firm believer of the autocratic style of leadership. She ran her hotel empire with an iron fist. She beli...
Employee empowerment can be a powerful tool. The leadership style can increase efficiency and effectiveness inside an organization. Empowerment can also increase productivity and allow managers more tim...
Many organization have structures level of leadership. The person in leadership transforms the employees by inspiring them to follow the vision set by the organization. How do great leaders do this? By the use of power and authority. Leaders influence other with use of power. Authority gives the leader the right exert this power. Both leadership and authority is linked to power but in order to operate effectively; the use of power must be understood.
The next important attribute to consider is the government’s ability to implement policies that they have passed. If these policies are against public opinion they will have a difficult time implementing them since they do not have an authoritarian or absolute rule. The government mus...
The leadership style that was possessed here was autocratic leadership. Autocratic leadership involves the leader making decisions and using power to control the situation and others Kelly, P.,
). Burke et al (2006) suggested that transactional leadership, based on contingent rewards, can have a positive effect on followers' satisfaction and performance. However, a transactional leader focuses on management tasks, and will not identify shared values of a team. By contrast, transformational leaders inspire others with their vision and work together with their team to identify common values (Marquis and Huston 2009). The transactional approach is task-orientated and can be effective when meeting deadlines, or in emergencies such as when dealing with a cardiac arrest. This approach can lead to non-holistic patient care, because nurses focus on the task they need to complete, rather than the patient as a whole (Bach and Ellis 2011).