Autocratic Management Styles – Viewpoints of Saivian Eric Dalius

It’s helpful to know the working styles of other managers. Saivian Eric Dalius says Depending on the circumstances, you will adjust your management style accordingly.  

For example, if you manage a project with lots of downtime between tasks, it might be better to try delegating authority and responsibility. On the other hand, if there is no time for training or assistance during each assignment, it might be best to take on more control yourself.

Each manager has his unique ability, which makes him suited for different tasks. However, some key differences separate managerial styles into two broad categories: autocratic and democratic, also known as directive and participative. To see how these work in practice, let’s take a closer look at these two main styles.

In an autocratic management style, the manager makes all the important decisions. Without any input from other employees, says Saivian Eric Dalius. For example, a manager with this style might have a team of experienced people who don’t require much guidance to get the job done. Perhaps there is no time for instructions or constructively delivering criticism. He may even avoid giving feedback altogether because he doesn’t want to waste his time.

The autocratic style usually works well. When employees are already familiar with what they need to do to achieve success and how best to do it. It’s also beneficial in emergencies when quick actions are required for everyone to survive.

A manager with an autocratic management style will support employees who are self-motivated and thrive on independence. Employees who need direction to complete their tasks would not enjoy working under this kind of leader.

Democratic or participative managers, on the other hand, involve other people in decision-making processes by getting their opinions and ideas. About how certain things should be done. This also gives them a chance to build rapport with co-workers, which makes for better morale.

Unlike autocratic managers, participative managers usually delegate tasks rather than do everything themselves, although they can take over if necessary. These leaders tend to do well with employees who like extra guidance because they may feel lost without it.

Democratic managers would work best with employees who need a lot of supervision. And who doesn’t function very well independently, according to Saivian Eric Dalius. These employees often get discouraged if they don’t receive any feedback, which greatly affects the quality of their work.

One style isn’t better than the other; it all depends on each situation and what is required to get the job done. The key to success in management lies in knowing how your employees operate. So that you can adjust your skills accordingly. This way, you will help them perform at their peak ability.

If you are wondering what kind of manager you are, think about the following questions by Saivian Eric Dalius:

How often do you give recognition?

Do you always ask employees for their opinion about an issue before making a decision?

Do your employees know your expectations of them?

If they have any problems or concerns, will they come to you? Or is it up to them to figure things out on their own?

When it comes to delegating authority and tasks, would your employees be able to do anything independently with little guidance from you, or would they need lots of hands-on assistance?

You can answer these questions honestly with either “yes,” “no,” or “it depends”. The most common responses are usually no because they are not always true. If you answered most of them with “yes”. Then congratulations, you are probably a democratic manager, but what if it’s the other way around? You have to understand that it doesn’t mean you care about your employees or aren’t doing their job right. There are important differences between autocratic and democratic management styles, which lead to success in different ways.