Authoritarian leadership
Authoritarian leadership is any situation in which the leader retains as much power and authority as possible. Authoritarian leaders, also known as coercive or authoritarian leaders, tend to retain all decision-making power and make decisions for themselves about policies, procedures, responsibilities, structures, rewards, and punishments. The intention behind most authoritarian leaders is to maintain control, and they usually demand absolute obedience. Anyone who disobeys may face some form of punishment. Additionally, authoritarian leaders are more likely to use a range of manipulative behaviors, tactics, and even intimidation to try to ensure that their wishes are met. In this management style, leaders make decisions with little or no participation from the team members. Not each boss is appropriate to be an authoritarian leader. Since the superior needs to make all the decisions alone, he/she must have the necessary degree of self-confidence in addition to outstanding professional competence. Hesitancy and self-doubt are out of place. Certainly, a number of the desired traits may be found out withinside the route of the expert years. However, an authoritarian personal trait has to be already present.
Authoritarian Leadership: Advantages and Disadvantages
One of the consequences of authoritarian leadership is an increase in employee stress levels, especially when working in a system that does not tolerate mistakes. Numerous studies have shown that authoritarian leaders tend to be emotionally distant and often lack empathy for others. They are task-oriented rather than people-oriented leaders. It is also usual that this kind of leadership leaves the group feeling like they aren’t trusted with decisions or important tasks. Because of that discourages creativity and out-of-box thinking. Nevertheless, several studies have identified specific conditions under which authoritarian leadership styles can positively affect workgroup performance. Directive leadership can ensure good outcomes when rewards are low, group size is large, and failure is not too costly (Rahmani et al. 2018). There are some workplaces where this type of leadership is beneficial, for example in the military field or in an emergency hospital room, where decisions need to be made urgently and efficiently, without consulting with a large group of people. Embracing this type of leadership prevents projects from being shelved due to a lack of organization and allows team members to focus on specific tasks without engaging in complex decision-making processes. Authoritarian leadership can also strengthen subordinates’ goal achievement. Employees must achieve their leaders’ high-performance standards; otherwise, they will be punished. These high-performance standards serve as signs of insufficient goal progress, which stimulates greater effort. When employees identified the gap between their performance and their leaders’ expectation, they will build up their competence and pursue self-development by acquiring skills and tasks (Gong et al., 2017). Construction and manufacturing work can also benefit from the authoritarian management style. In these situations, each person must have an assigned task, a deadline, and rules to follow. Last but not least, authoritarian leadership can also be beneficial in situations where the leader is the most knowledgeable person in the organization.
How to improve authoritarian leadership
Besides this kind of situation being an authoritarian leader is not always the best, and because of that, some changes could be applied to create a better workplace. In the first place, it is crucial to establish trust. Without trust, leaders cannot motivate team members. Trust is built over time by sharing ideas and giving team members a chance to shine. The first step towards building trustworthy and collaborating workplaces is to drive open and honest communication in the workplace. Effective leaders also recognize and celebrate the achievements of others and give praise where it is due. These leaders take the time to listen to their team members and understand how they want to be recognized. Recognition should be timely and specific, recognizing the achievements, actions, or results of an entire team or individual.
Conclusion and future perspective
Despite all the negative aspects of authoritarian leadership, empirical evidence reveals a contradiction between organizational theory and practice. Even though this management style is formally considered ineffective, in practice it is widely used worldwide. Consequently, questions arise about the evolution of this leadership and its applications in the future. For sure in recorded history, there have been authoritarian leaders who have risen to power and influenced many people, like Adolf Hitler, Benito Mussolini, Kim Jong-un, and Vladimir Putin. These are for sure dictators; all dictators are autocratic leaders, but not all autocratic leaders are necessarily dictators. In the end, we can conclude that strong centralized control, distinctive of authoritarian leadership, can on one side help organizations meet their objectives This can be especially effective in work environments where there is little margin for error. On the other side, an inappropriate scenario would be instead a creative field of work, where people are encouraged to share their ideas and not forced to follow a pre-establish one.
