Answer to Question #22010 in British Law for Brian
& * You have all the information to solve the problem
& * You are working to a tight deadline
& * The team is well motivated and used to working for an authoritarian leader.
-Gets things done quickly,
-Can stop a group from making decisions that always affect a minority adversely,
-Ensures a leader gets listened to (at first),
-Can let team members know when their behaviour is unacceptable.
-It can distance team members
-Doesn't allow team members to develop by thinking for themselves
-It is often just an "easy option" used instead of spending time working through problems.
Autocratic leaders may rely on threats or intimidation to ensure that followers conform to what the leader requires. In addition, this approach could devalue team members by ignoring their expertise and input and discouraging demonstrations of initiative.
This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it). However, the leader maintains the final decision making authority. Using this style is not a sign of weakness, rather it is a sign of strength that your employees will respect. This is normally used when you have part of the information, and your employees have other parts. Note that a leader is not expected to know everything — this is why you employ knowledgeable and skillful employees. Using this style is of mutual benefit — it allows them to become part of the team and allows you to make better decisions.
-Everybody gets a say
-It transfers power away from the leader to those they are working with
-Gives a feeling of power and control which in turn motivates and develops team members.
The intervention necessary - which can be the wrong thing to do, and the slightly overused techniques that can turn some team members off.
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