Autocratic I (AI). The leader will use information that is immediately available to them to resolve issues (Bartol, Tein, Matthews, Sharma and Scott-Ladd, 2011, pg 326).
Autocratic II (AII). The leader will use information given by other group members to assist in making their decision. This information is gathered only in response to a question or request (Bartol, Tein, Matthews, Sharma and Scott-Ladd, 2011, pg 326).
Consultative (CI). Group members will be consulted individually. The final decision is made by the leader, and won’t necessarily reflect group member input (Bartol, Tein, Matthews, Sharma and Scott-Ladd, 2011, pg 326).
Consultative II (CII). Group members will be consulted together. The final decision is made by the leader, and won’t necessarily reflect group member input (Bartol, Tein, Matthews, Sharma and Scott-Ladd, 2011, pg 326).
Group I (GI). The entire group will discuss the problem and decide on a solution. All members are responsible for the result (Bartol, Tein, Matthews, Sharma and Scott-Ladd, 2011, pg 326).
Q7b i
Transactional leadership is a style that lays out clear goals and objectives. To encourage staff members to act in accordance with these goals, punishments and rewards are utilised (Business Dictionary, n.d.).
Three disadvantages of using a transactional leadership style:
Motivation. There is only a general view of motivation present, this means that there is no consideration of individual variances. The reward/punishment strategy
1. What type of decision was the group instructed to reach (e.g. majority, consensus, authoritarian, etc.)
A consultative style encourages discussion with the team; the leader presents the situation or problem and may possibly suggest a provisional decision. They then invite discussion about it and get suggestions and ideas, the leader then decides. Positives of this style include group synergy ‘none of use is as clever as all of us’, and acknowledgment that the team has something to contribute to the decision-making process. Disadvantages of this style could include slower decision making due to consultation, and the expectation of the team or individuals that they will always be consulted.
Autocratic leadership, also known as authoritarian leadership is a leadership style characterized by individual control over all decisions and little input from group members. Autocratic leaders typically make choices based on their own ideas and judgments and rarely accept advice from followers. Autocratic leadership involves absolute, authoritarian control over a group. It can also be derived
All group members enthusiastically partake in the leader’s arbitrations, and if conformity is impossible, a vote will be taken (Mc Caffery, 2004).
Autocratic- In this management style, the manager becomes the sole decision maker. The manager does not care about the other staff and their involvement in decision making. Therefore, the decisions reflect the personality and the opinion of the manager. The decision does not reflect the team 's collective opinion.
Autocratic Approach: Autocratic leadership gives a positive belief about the updates about any policies. However this kind of approach is not highly regarded by many of the working environments. This is due to the amendments being brought into use prematurely for the uses to access them. This approach of leadership and management may be viewed as being too authoritative.
So far, our group has admittedly had some issues with evenly distributing responsibility. On many occasions, meetings which were essential to the development of our ICP had only been attended by half of the members, without any indication from the other two that they would not be able to make it. This failure of participation has made it relatively difficult to
The discussion is an open-process, meaning that the decision making is done amongst the group members, not just the leader. Unlike an authoritative leader, the leader of this group allows the members to be a part of his or her final say. By doing this, it helps to keep everyone on the same page and moving forward in the same direction.
groups, as this usually reflects an issue of power that this group stands to lose or benefit
According to an agreed work-plan Working Groups made up of a small group of members established to particular issues. Working
| * Members participate equally in decision-making, but each member understands that the leader might need to make the final decision if the team can not come to a consensus agreement.
Autocratic Model: The basis of this model is power with a managerial orientation of authority. The employees in turn are oriented towards obedience and dependence on the boss. The employee need that is met is subsistence. The performance result is minimal.
In our group for this assignment we used a few techniques to arrive at a combined agreement. Group Polarization was definitely present in this group, so was dictatorship and conformity. The group worked together verbally; since a face to face was not applicable. Moscovici & Zavalloni describe group polarization as a “tendency for a group discussion to amplify the inclinations of group members.” (Moscovici, S., & Zavalloni, M., 1969).
4. Your group will present and lead the discussion of the question(s) assigned to you. Although the group in charge will be the major discussants for the assigned question(s), it is highly recommended to have the rest of the class involved and participated in the discussion.
Autocratic leadership style closely rests on the assumptions made in Douglas McGregor’s Theory X. The theory explains why people behave the way they do and if they are acting in a particular way, what kind of leadership style would be beneficial for them