There are basic assumptions in the authoritarian style of leadership.
- The productive unit in any work situation is the worker.
- The most important working relationship is that of superior to subordinate.
In planning the activities of the unit, the authoritarian manager arranges the physical layout so that people can’t form social groups. This manager attempts to prevent the social nature of human beings from interfering with the work to be done. Authoritarian managers plan, organize, coordinate, control, and direct all by themselves. The employees are to do the work, and they must do it exactly the way they’re told to. Ideas about possible changes or improvements aren’t tolerated. Above all, any employee who “talks back” is an ungrateful subordinate who will be either watched or fired.
In the authoritarian style of leadership, no provision is made for the psychological needs of workers. Work doesn’t have to be meaningful; it just has to be done. When complete planning is in the hands of this manager, there’s no challenge for the subordinate; work becomes a mechanical process. Because the dominant concepts in this style are authority and obedience to authority, mutual trust is virtually eliminated. The authoritarian manager’s creed is to obtain maximum productivity by making the worker completely subject to management dictates. This style of leadership usually results in resistance by subordinates or workers. Sometimes the results achieved through authoritarian management are relatively successful. However, there’s much evidence available to indicate that other styles of leadership are usually much more successful.
Source: Industrial Management Course