An Autocratic Leadership Style Essay

1. Introduction1.1 OBJECTIVE- irresponsible current of airing, as well known as despotical loss attractorship, is a leading expressive business office characterized by individual t everyy completely over every terminations and little input from group members. tyrannic loss attractions typi bellyachey shit choices ground on their own ideas and judgments and rarg solitary(prenominal)(prenominal)(prenominal) borrow advice from pursuit. subordinationing lead involves right-down, authoritarian influence over a group. The physical object of doing this project is to netherstand unconditional leading personal manner in detail.1.2 prenomen OF THE PROJECT-The title of the project is Autocratic leadhip StyleAutocratic describes a way of ruling, that non in a gauzy way. An dominating loss leader is unriv all(prenominal)ed who rules with an iron fist in opposite words nearlyone with the behaviour of a dictator. In an dogmatic leading ardour, th e someone in charge has amount ascendancy and tally over decisiveness make. By virtue of their position and job responsibilities, they non exactly control the efforts of the police squad up, exclusively monitor them for completion often under culmination scrutiny This call is reminiscent of the earliest tribes and empires. Obviously, our historical movement toward land brings a proscribe con nonation to autocracy, but in some seats, it is the just to the mettlesomeest degree appropriate instance of lead.That, of course, doesnt mean a blank check to ignore the benefit of his subordinate. In an unconditional leadership style, the person in charge has total authority and control over finish making. By virtue of their position and job responsibilities, they non belt up control the efforts of the squad, but monitor them for completion often under tight fitting scrutiny This style is reminiscent of the earliest tribes and empires. Obviously, our historical mo vement toward democracy brings a negatively charged connotation to autocracy, but in some slurs, it is the around appropriate type of leadership. That, of course, doesnt mean a blank check to ignore the well being of his subordinate.1.2 LAYOUT OF THE PROJECT-a. Introductionb. Types of leaders Stylesc. Autocratic Leadership Styled. Characteristics of Autocratic Leadership Stylee. When to determination Autocratic Leadership Stylef. given up and corns of Autocratic Leadership Styleg. Case call forh. Recommendationi. closing curtainj. Bibliography1.4 LITERATURE-For my project I thrust referred-http//www.leadership-toolbox.com/ gamy-and-mighty-leadership.html http//en.wikipedia.org/wiki/ sniffy_leadership_stylehttp//www. bodily process-wheel.com/ supreme-leadership-style.html http//psychology.ab out.com/od/leadership/f/ distinguished-leadership.htm http//www.vocabulary.com/dictionary/ despotichttp//www.nwlink.com/donclark/leader/leadstl.htmlhttp//www.thesundayindian.com/en/ fabl e/authoritarian-leadership-the-secret-behind-steve-jobs-success/33963/1.5 METHOD OF info COLLECTION- at that place be basically 2 methods of research descriptive METHOD AND SCIENTIFIC METHOD. In my Project I will be utilize DESCRIPTIVE method. Secondary data method will be used for doing this project. Secondary data would the information hoard from the articles, internet, and books. After collecting that I shit recommended interpretation of cause and effect.2. Types of LeadershipLeadership style is the manner and approach of providing direction,implementing plans, and motivating people. As seen by the employees, it includes the total form of explicit and implicit actions performed by their leader (Newstrom, Davis, 1993). The first major(ip) theater of leadership styles was performed in 1939 by Kurt Lewin who led a group of researchers to spot disparate styles of leadership (Lewin, Lippit, White, 1939). This earliest study has rested quite potent as it establish the thre e major leadership styles (U.S. Army, 1973) authoritarian or supreme the leader tells his or her employees what to do and how to do it, without getting their advice secernicipative or republi disregard the leader includes one or more employees in the decision making process, but the leader unremarkably alleges the final decision making authority Delegative or laissez-fair the leader al number ones the employees to make the decisions, however, the leader is in time responsible for the decisions that be made Although heartfelt leaders use all three styles, with one of them normally dominant, bad leaders tend to stick with the one style, normally imperious.AUTHORITARIAN OR AUTOCRATIC LEADERSHIPI postulate twain of you to. .This style is used when leaders tell their employees what they want make and how they want it accomplished, without getting the advice of their pursual. Some of the appropriate conditions to use this style is when you ca-ca all the information to solve the fuss, you atomic number 18 short on time, and/or your employees ar well motivated. Some people tend to think of this style as a vehicle for yelling, victimisation demeaning language, and leading by threats. This is not the authoritarian style, rather it is an abusive, unprofessional style called bossing people around. It has absolutely no place in a leaders repertoire. The authoritarian style should normally only be used on r be occasions. If you eat the time and want to gain more commitment and motivation from your employees, indeed you should use the participative style.Participative or Democratic LeadershipLets represent in concert to solve this. . .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 hand part of the information, and your employees have some other parts. A leader is not expected to know everythingthis is why you employ knowledge fit and trained people. Using this style is of mutual benefit as it al emits them to be gravel part of the team and al pocket-sizeds you to make better decisions.Delegative or individuation LeadershipYou ii topic cargon of the problem objet dart I go. . .In this style, the leader allows the employees to make the decisions. However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyse the situation and determine what need to be do and how to do it. You cannot do everything You must set priorities and delegate original tasks. This is not a style to use so that you can blame others when things go wrong, rather this is a style to be used when you plenteousy avow and have confidence in the people below you. Do not be afraid to use it, however, use it wisely NOTE Laissez-faire (or laisser faire) is the non-interference in the affairs of others. French laissez, countenance person pl. imperative of laisser, to let, allow + faire, to do.Transactional Leadership StyleThe transactional style of leadership was first described by slime Weber in 1947 and then later described by Bernard rich in 1981. Mainly used by management, transactional leaders think their leadership on motivating chase through a system of rewards and penalisations. there are two factors which form the basis for this system, contingent Reward and management-by-exception. Contingent Reward Provides rewards, materialistic or psychological, for effort and recognizes good writ of execution. Management-by-Exception allows the leader to maintain the status quo. Theleader intervenes when subordinates do not meet acceptable achievement levels and initiates corrective action to improve performance.Management by exception helps dilute the pastureload of man agers being that they are only called-in when workers deviate from course. This type of leader identifies the needs of their following and gives rewards to satisfy those needs in exchange of certain level of performance. Transactional leaders focus on increasing the efficiency of established routines and procedures. They are more concerned with following existing rules than with making changes to the composition. A transactional leader establishes and standardizes practices that will help the organization reach MaturityGoal-setting strength of operationIncreasing resultivity.Effect on work teamssurvey done by Jun Liu, Xiaoyu Liu and Xianju Zeng on the correlation of transactional leadership and how innovations can be moved(p) by team emotions. The research was composed of 90 work teams, with a total of 460 members and 90 team leaders. The study assemble that there is a relationship between emotions, labor style and transactional leadership that affect for the team. Depending o n the level of emotions of the team this can affect the transactional leader in a positive or negative way. Transactional leaders work better in teams where there is a lower level of emotions going into the project. This is because individuals are able to Think freely when setting their emotions aside from their work. Have all of their focus on the given task.A transactional leader isNegatively affected when the unrestrained level is high.Positively affected when the emotional level is low.Transactional leadership presents a form of strategic leadership that is important for the organizations exposement. Transactional leadership is essential for team innovativeness.Transformational Leadership StyleA transformational leader is a type of person in which the leader is not limited by his or her followers perception. The main objective is to work to change or transform his or her followers needs and redirect their thinking. Leaders that follow the transformation style of leading, chall enge and inspire their followers with a sense of purpose and excitement.10 They as well micturate a vision of what they aspire to be, and communicate this idea to others (their followers). harmonise to Schultz and Schultz, there are three identified characteristics of a transformational leader magnetic leadership has a broad knowledge of field, has a self-promoting personality, high/ big energy level, and willing to take risk and use irregular strategies in order to stimulate their followers to think independently Individualized considerationIntellectual stimulation3. Autocratic Leadership Style2.1 BACKGROUND haughty leaders are commonly referred to as overbearing leaders. They entrust hold expectations for what needs to be done, when it should be done, and how it should be done. on that point is withal a clear divide between the leader and the followers. swaggering leaders make decisions independently with little or no input from the rest of the group. Authoritarian leade rs uphold stringent control over their followers by directly regulating rules, methodologies, and actions. Authoritarian leaders construct gaps and build length between themselves and their followers with the intention of stressing lineament distinctions. This type of leadership dates confirm to the earliest tribes and empires.It is often used in present day when there is little room for error, much(prenominal)(prenominal) as construction jobs or manufacturing jobs. Authoritarian leadership typically fosters little creativity in decision-making. Lewin similarly be that it is more diffi frenzy tomove from an authoritarian style to a classless style than from a democratic form to an authoritarian form of leadership. deprave of this style is commonly viewed as controlling, bossy and dictatorial. Authoritarian leadership is top hat utilise to situations where there is little time for group discussion.3.2 Views of Autocratic LeadersA common belief of more authoritarian leade rs is that followers require direct supervision at all times or else they would not operate effectively. This belief is in accordance with one of Douglas McGregors philosophical views of humankind, Theory X. This theory proposes that it is a leaders role to coerce and control followers, because people have an inherent aversion for work and will abstain from it whenever possible. Theory X withal postulates that people must be compelled through force, intimidation or authority, and controlled, directed, or threatened with punishment in order to get them to accomplish the organizational needs. In the minds of authoritarian leaders, people who are left to work autonomously will ultimately be unproductive. Examples of authoritarian communicative behaviour include a police officer directing traffic, a teacher ordering a student to do his or her appellative, and a supervisor instructing a subordinate to clean a workstation. conference Patterns of Authoritarian LeadershipDownward, one-wa y communication (i.e. leaders to followers, or supervisors to subordinates) Controls discussion with followersDominates interactionIndependently/unilaterally sets policy and procedures individually directs the completion of tasksDoes not offer constant feedbackRewards acquiescent obedient behavior and punishes erroneous actions Poor listenerUses conflict for individual gain shipway to Properly In bodily Authoritarian LeadershipAlways explain rules- it allows your subordinates to fatten out the task youwant done efficiently Be consistent- if you are to go for rules and regulations, make sure to do so regularly so your subordinates take you seriously. This will form a stronger level of trust. Respect your subordinates of all time accept your subordinates efforts and achievements Educate your subordinates before enforcing rules do not present them with any surprises. This can lead to problems in the future due to false communications. Listen to suggestions from your subordinates redden if you do not incorporate themEffects of Authoritarian Leadership Communication Styles Increase in productivity when leader is presentProduces more close solutions when leaser is knowledgeable Is more positively accepted in larger groupsEnhances performance on simple tasks and decreases performance on complex tasks Increases aggression levels among followersIncreases turnover evaluateSuccessful when there is a time prod for completion of projects Improves the future work of those subordinates whose skills are not very applicable or helpful without the demands of anotherExample-Adolf Hitler was extremely authoritarian. He necessitate the population of the Third Reich to accept everything that he said as absolute law, and was able to impose a death sentence on anyone who failed to do so. Hitler was obsessed with being in control, and with being the alpha male in a rigid male dominance hierarchy.Characteristics of Autocratic LeadershipThe major autocratic leadership style ch aracteristics include 1. The autocratic leader retains all power, authority, and control, and reserves the right to make all decisions. 2. Autocratic leaders doubt their subordinates dexterity, and closely supervise and control people under them. 3. Autocratic leaders involve themselves in enlarge day-to-day activities, and rarely delegate or empower subordinates. 4. The autocratic leader adopts one-way communication. They do not consult with subordinates or give them a chance to provide their opinions, no matter the potential benefit of suchinputs.5. Autocratic leadership assumes that employee motivation rallys not through empowerment, but by creating a incorporated set of rewards and punishments. 6. Autocratic leaders get work done by issuing threats and punishments and evoking fear. 7. The primary concern of autocratic leaders system relations with the work at hand and not on develop psychic activities. 8. Autocratic leaders assume serious certificate of indebtedness a nd take full reliance for the work.Advantages of Autocratic Leadership Stylethe autocratic style is one of the most(prenominal) recognized forms of directive leadership. At first, the style seems to contradict many raw work environments that emphasize teamwork, group input and shared decision-making. However, certain conditions and particular industries, such as the military, manufacturing and construction, thrive when a leader takes tight control and makes most of the decisions, gibe to Leadership-Toolbox. Even so, the most effective autocratic leaders remember to communicate task expectations and to respect their followers.Easy to LearnThe autocratic, or do this or else, type of leadership is intuitive, blowsy to learn and does not require specialized training or knowledge of leadership theory, according to Leadership-Toolbox. Autocratic leaders do not have to worry about recognizing and responding to followers emotions or try to meet different motivational needs of group me mbers.ControlDangerous work environments or situations requiring complicated tasks with no room for error, such as safety inspections, prosper under autocratic leadership since each depends on control. In addition, companies may turn to autocratic leadership for urgent short-term results, according to Money-Zine. For example, employees working through a company crisis may need one authoritative leader to call the shots and ensure tasks are stainless correctly.Good for Inexperienced or wanton WorkersDepending on the industry, new employees may need specific instructions and close follow-up until they learn the job, according to Leadership-Toolbox. The autocratic leadership style is alike good for low-skilled tasks, such asdirecting employees to make copies or cross-file papers. In addition, according to LeadershipExpert, bosses may need to use the do it or else type of autocratic leadership to ensure that unmotivated employees complete their charge tasks.Autocratic leadership cr eates a centralized chain of command with minacious involvement of the leader in all gamuts of operations. This leads to the formation of a hub and mouth type of organizational structure that helps in many ways, such as Getting things done quicklyImproving communication and logistics.Better repartee to changes in the outside(a) environmentPutting forth a more coordinated approach toward fulfilling organizational goals Anticipating problems in advance, and better realization of consequences of an action by one section on other sections Proponents of the autocratic leadership style advocate it as an ideal method to extract high performance from employees without putting them under stress. They insist the close supervision and supervise leads to a faster pace of work with less slack, where the leader assumes full responsibility for the decisions and actions, ultimately creating reduced stress for subordinates.Drawbacks of the Autocratic Leadership StyleIncreased Work BurdenSince t hey take full responsibility for team decisions and review of a teams work, autocratic leaders are extremely busy, which can lead to high stress and even wellness problems, according to LeadershipExpert. Other leadership styles, such as participative or democratic, address some of the decision-making to certain group members.Bad for Highly Skilled and actuate WorkersFew people like to be told what to do, especially those who are already intrinsically motivated and understand the task at hand, according to Leadership Expert. An autocratic leader facing this type of group will soften righteouse and will reduce his teams creativity and productivity.Autocratic leaders in this situation may not make the crush decisions since they lack the group input from team members who have experience and skills. In addition, members of Generation Y, workers born in the mid-1970s to 1990s, usually do not respond well to autocratic leadership, according to Leadership Expert.Leader DependenceThe au tocratic style is most effective when the leader is present, according to Leadership Expert. distant the transformational style of leadership where followers become self-motivated to complete tasks, once the autocratic leader is gone, there is no guarantee that team members will wait working. The advantages of autocratic leadership notwithstanding, this leadership style has born the brunt of heavy rebuke in the last three decades, where the move toward systems thinking and empowering people have led to the perception of autocratic and centralized command as negative and undesirable traits. Theory Y, the antithesis of Theory X assumes that ambitious and self-motivated employees enjoy their mental and physical work duties.Such employees possess the ability for creative problem solving, but most organizations under-utilize their talents. Theory Y holds that employees seek and accept responsibility and exercise self-control and self-direction in accomplishing objectives, provided the conditions remain congenial for such an approach. The autocratic leadership style remains wholly discrepant for such Theory Y oriented workforces and does not rank among the modern leadership styles in a changing world.Criticisms Levied Against Autocratic LeadershipThe major criticisms levied against autocratic leadership include the following 1. Contrary to claims of close supervision with detailed instructions to reduce stress and improve productivity, research suggests that such actions genuinely unmotivate employees, and cause them to suitable tense, fearful, or resentful. 2. Lack of involvement from the employee in the decision making process leads to employees not assuming ownership of their work, contributing to low morale, lack of commitment, and manifesting in high turnover, absenteeism, and work stoppage. 3. The heavily centralized command of autocratic leadership style ensures that the system depends finishedly on the leader. If the leader is strong, capable, competen t, and just, the organization functions smoothly, and if the leader is weak, incompetent, or has low ethical and moral standards, the entire organization suffers for the sake of a single leader. 4. All power vested with the leader leads to risk of leaders with low moral fiber exploiting employees, indulging in favoritism and discrimination, and the like.5. Weak autocratic leaders tend to take decisions based on ego rather than sound management principles, and punish employees who move to disagree with such decisions. 6. The leader reserving the right to make all decisions leads to subordinates becoming heavily dependent on the leader. The team thereby becomes useless in running operations if they lose contact with their leader, and absence of the leader leads to total collapse and shutdown of operations. 7. The one sided communication flow in an autocratic leadership style re inexorables the creative and leadership skills of the employees and prevents their development. This harms the organization as well, for the employees remain incapable of assuming greater responsibilities, or to perform anything outside the routine. 8. The autocratic leader, by taking all responsibility and involved heavily in day to day operations, remains forced to work at full capacity, leading to stress and other health problems. 9. Autocratic leaders usually remain unpopular and damage working relationships with colleagues. This leadership style is un conform to to build trusting relationships.Application of Autocratic Leadership StyleA critique of autocratic leadership style reveals that it remains best suited in certain situations such as 1. Occasions when the situation requires a strong centralized control with detailed orders and instructions, such as in the military or during surgery. 2. When leading an extremely large group, such as in assembly line factories, where the wide span of control not only makes it impossible but in any case counterproductive to elicit the views of all employees. 3. When followers are new or inexperienced, or lack the qualifications, skills, or talent to respond to any participative leadership styles, or remain unmotivated, and non perpetrate workers. 4. During occasions of contingencies, emergencies and other situations warranting on the spot decisions.5. When dealing or negotiating with external agencies or departments. The autocratic leadership style on the whole remains ashort-term or quick fix approach to management. The ability to make decisions faster, while helping the organization in the short term, in truth unskills the workforce leading to poor decision-making capability and productivity in the yearn run. This leadership style survives by default because it comes naturally to most leaders, especially in times of low morale or insubordination.Case Study Business Leadership A Study on Steve JobsExecutive summaryThis assignment attempts to study the leadership of Steve Jobs. A visionary innovator, a merchandise gur u and an autocratic leader admired by many. The first part of the assignment will study and analyse how Jobs leadership is similar to the traits and models found in textbooks. Jobs is analysed by using McGregors theory X & Y. Jobs leadership traits and skills are compared with Stogdills theory while also looking at how Jobs applied contingency theory. The reports studies how Jobs changed orchard apple trees direction from an ailing company to a consumer giant. When Jobs speaks, everybody stops and listens to him, be it a meeting or a oecumenic Developer Conference. Jobs just had the charisma to capture peoples attention. Jobs autocratic leadership style was accepted by his employees, some may not have liked it but they stood with him and the company and never regretted their decision. The study also found Jobs to be a meticulous perfectionist.Jobs never approves a product without richly testing them, him being a beta tester for all of orchard apple trees product had made sure app le delivered what the market wanted. The second part of this study is set to look at the differences and compare the leadership skills of Steve Jobs, Michael Dell and Bill Gates. Jobs leadership skills were different from both Dell and Gates. Jobs lead orchard apple tree to its height with his own flair. His leadership style and character was singular and at times seems inappropriate but it has brought only positive ripening to apple and its employees. All three of them are iconic leaders, brought advancement to the organization they founded and strive for nothing lesser than the best. Finally, the study suggests and recommends what Jobs could have adopted to be a better leader.Background of orchard apple tree IncThe corporate history of apple Inc is considered as a history of passion. It was begun by a pair of Stevens, i.e. Steven Wozniak and Steven Jobs together with Ronald Wayne, who combined their professional skills to create Apple Computer on initiatory April 1976 with the release of the Apple I, the first Apple computer, in the resembling year. Since the establishment, Apple has been instruction on the consumer electronics, computer software, and personal computers and the best-known products include Iphone, Ipad, mack line of computers and other hardware and software products. And according one of the most recent shop study carried out by the global brands agency Millward Brown, Apple has overtaken Google as the worlds most valuable brand (Bbc.co.uk 2011).Introduction to Steve JobsA revolutionary leader, an innovator of technology and a charismatic master showman, is the words that can be used to describe Steve capital of Minnesota Jobs. Jobs has portrayed fine examples of leadership throughout his move. Being a junior boy, he was attracted to electronic gadgets. Jobs has always been exploring way to improve technology. His ideas was said to be impossible and impractical has proved many critics and even his employees wsrong (Elliot, 2011a). Throughout his career he has influenced many leaders to join his team of innovative work force, namely John Scully, Jay Elliot, Andy Hertzfeld, Larry Tessler and Bob Belleville (Elliot, 2011b).During his teenage life, the love for technology brought him and Steve Wozniak together. The couplet later went on to start Apple (Isaacson, 2011a). Jobs has then lead Apple, nigh and Pixar to their peak bringing futuristic inventions. Jobs was a great marketer, captivating millions of earshot each time he is delivering a speech. Barrack Obama describes Jobs as a visionary, and amongst the greatest innovators of America (Whitehouse.gov, 2011).Steve Jobs leadership styles do match the theories from the text books and documented papers. Most of his qualities and traits if not all are linked to the theories from the text books. There are a small number of traits and qualities found in his leadership that opposes to the theories of text books but Jobs has managed to use his charisma and leader ship skills to lead his followers and make them successful. McGregor and Gershenfeld (2006) have explained Theory X and Y Managers.Appendix 2 shows the difference betweenTheory X and Theory Y individuals. Jobs is a Theory X manager, being self centred, emphasizing total control and inducing fear (Stewart, 2010). Jobs believes the expenditure of physical and mental effort is as natural as play or rest, this is seen his act of forming a team of talented and dedicate.William, Mchugh & Mchugh, (2006) states that autocratic leaderships mean making managerial decisions without consulting others. Jobs held on to his authorities, makes decision and expects his employees to follow them without being questioned. Jobs also monitors that his instruction are followed by his employees. The autocratic leadership style has helped Apple to make quick decision and have an organized flow of activities. Job autocratic style is well fit by his charismatic leadership, on a rare sight Jobs was also seen large(p) pep talk to an underperforming staff and subsequently inspiring him. Jobs was always trying to do his best for the betterment of the product and company and that went on to make Apple the company with the worst staff turnover rates among technology firms. Jobs have portrayed self-directions to achieve committed objectives to his employees and he demanded the same from them.Elliot (2011d) states that Jobs has demanded 16 hours work shift Monday to Sunday from his core team of developers and engineers, Jobs also would tell them not to bother coming to work on Monday if they did not turn up on weekends. Since young, Jobs was known by his parents and acquaintance for his creativity, high level ingenuity and imagination, even his pranks as a growing teenager. Jobs was also persuasive, during his comeback to Apple in 1997, he did several review sessions with the product team and observe stakeholders. And upon completing them he has ordered all other products to be cancelled a nd to focus on his suggestion of new products consisting 4 quadrants labelled as consumer, pro, desktop and portable (HBR, 2012). Jobs power of influence was enormous, not only to the consumer but also his impact to other CEOs. His influential power and leadership skills can be clearly seen when he hash out Larry Page to only focus on five products at a time and discard the rest. Larry Page took his advice and told his employees to focus on Google+ and Android (HBR, 2012).This had proven well-situated to Google. As of 1st quarter of 2012, 59% of smart phones shipped are Googles Android powered operating system (Forbes, 2012a), Appendix 4 shows the market share of mobile phone byoperating system. There is nothing that is less important for Jobs. The design of a product and its functionality is as important as the way a worker at an Apple store treats its customers. Jobs demonstrates this by going to one particular store in Pasadena to inspect the new tiling work, being a perfection ist, Jobs wasnt delighted with the tiles and also the workmanship. He ordered the work crew to tear up the flooring and demanded a complete redo (Elliot, 2011f). Jobs perfectionist attitude was also seen during his coup detat of Pixar. During the production of Toy Story, Jobs felt that the storyline was not great seemly and stopped the production for 5 months. While Jobs and his core team reworked the story line, Job paid the rest of the crew to do nothing for 5 month (Jobs, 2008).Jobs portrays the traits of a traditional transactional leader, Jobs uses his authority and power of his leadership to use followers to complete his task (Burns, 1978). This is seen when Jobs took over the Macintosh development team later being kicked off Lisa. Jobs took over the team with no notice, he added new people to the group, called meeting and setting new directions. Despite the practise of keyboard to command the machine, Jobs wanted a control device to move the cursor, to click, give chase and display a list of options, the team was not told how, but they knew only what Jobs wanted Jobs is full of ambition and achievement, when Jobs was sacked from his own company by John Scully, a leader that Jobs handpicked, Jobs started Pixar, with his leadership and marketing skills, Jobs later interchange Pixar to Disney for USD 7.5 billion in 2006 (Anon, 2008). Jobs was also responsible for his action, when the Mac was almost completed for launch, Jobs told his engineers to remove the fan from the machine because it was too noisy and asked it to be improvised.The engineers went on to ship the Mac without cooling fan and upon launching the Mac had heat problems. Jobs took responsibility and went on to improvise the design and successfully made a quiet operating machine Managing change is often an unpleasant situation to be in for any human being. Returning to Apple later on a decade, Jobs turned an ailing company to a company with note valuation of USD 600 billion (CNN Money , 2012). Rogers, (1986) suggest individual generally can be divided into 5 categories consisting innovators, early adopters, early majority, late majority and laggards. Jobs was only interested in the innovators and early adopter to a certain extent.Jobs achieved this by selecting and motivating his ownmanagement team, some of his management team members are his followers from previous company. Jobs told them to create innovative products and to think out of the box. He wanted the products to stand out from the current market offerings (CNN Money, 2008). Every situation is subjective and needs a personal influence of the leader. Jobs practised empowerment in his leadership, Jobs coaches his core team, counselled them, motivated them and at the same time was strict to them. Jobs has powerful people skills. Elliot, (2011j) justified this by saying Apple has the lowest staff turnover rate in the industry.Leadership behaviours of Steve JobsIn the early time before Steve Jobs left Apple, he led the company using a laissez faire leadership style that was believed to contribute the creation of the technology-based products and many of which proved to be quite successful because of the environment brought by the laissez-faire leadership style and such environment did encourage the creativity of the employees (Pride, Hughes & Kapoor 2011, p.170). unless there are also constrains of using laissez-faire leadership such as that it is confirmed as being connected with the reason for low productivity (Bass, B. M., Bass, R. & Bass, R. R. 2008, p.451). As for Apple, the laissez-faire leadership style of Steve Jobs become to some extent ineffective and had made the company in disadvantage when competing with IBM after IBMs entry into the PC market. And this was one of the key reasons why Jobs was replaced by the tough John Scully who was known as a top-down decision maker (Clemens & Meyer 1987).And after his return to Apple in 1996 when Apple inform that it would buy NeXT, Steve Jobs new company for $429 million, Steve Jobs came with the leadership with some differences. He still requested for perfection and he was manipulative and demanding which his employees described as autocratic but such autocratic leadership was focusing on the key project as himself was quoted saying that My job is to not be easy on people. My job is to make them better. My job is to pull things together from different parts of the company and clear the ways and get the resources for the key projects (Kramer 2010).though laissez-faire leadership style and autocratic leadership behavior seems to be contradicting, they do co-exist in Steve Jobss management practices as the CEO of Apple which people explained asSteve Job is having a personalized leadership which style that his leadership behaviors serves primarily his own interests and obviously money is not the most important thing that he cares about resulting in his only focusing on the key projects in his vision leaving his other leadership roles untouched.Recommendations for Steve JobsJobs was a visionary, an example of great leader. Below are suggestion and recommendations how Jobs could have been a better leader. Jobs dedicated his life to work and his duty as a CEO. He lacked emotional intelligence, he does not care how others face and does not want to listen to them talking anything else besides work. He only listened to their ideas and how it can help Apple grow (Kahney, 2008b). Davenport, (2008) described Jobs as corporate dictator who makes every decision, up to the extent of the food being served in cafeteria. Jobs should have opened himself to suggestion and improvement plans by his employees, this will not only help faster solve environment but also produce a better environment for the employees. Jobs classifies everyone into only two categories, its either a 3 digit IQ person or someone who does not measure up. Jobs should not stereotype people neither judge them without giving them a chan ce.Jobs was a feared in Apple, employees would stammer while speaking to him, this does not means they arent smart or they are unproductive but this is due to the image Jobs has created for himself. However, this has also created a cult like devotion of Apple employees towards Jobs. Jobs could have been a more dependable man, as this also reflects to his leadership, and as a leader it is never a good publicity to be caught lying or cheating as this reflects for a long time, in Jobs scenario, two significant examples which is still being discussed is when Jobs denied paternity, claiming he was sterile and infertile, this has made Lisa, the women he impregnate to live out of welfare (CNN Money, 2008) and another one is when Jobs lied to his partner, Wozniak when they successfully created a plot call Breakout for Atari, Jobs was given a bonus of $5000 but Jobs only told Wozniak they received $750 (Businessweek, 2006).Jobs is also known for being short tempered and using abusive langu age to his employees, he often scolds them and uses foul languages, (CNN Money, 2011). This does not win a conducive environment to work in as Jobs scolds his employees in public and in front of their subordinates. This alsowill lead to low morale in individual and possible scenario of resignation. Jobs also should portray good qualities not only as a business leader but also as a good human being. Not giving back to the society is something of Jobss perception and decision. Kahney, (2008c) has mentioned that Jobs likes to park at disabled spot and at times even taking up to 2 spots. Kahney even had a few photographs of Jobss parking etiquette. Leaders are meant to be followed, but by portraying bad examples and contrary moral practices defeats the purpose of a leader. refinementJobs was a transformational leader, he brought change to Apple, challenged the stakeholders and demanded his employees to achieve impossible goals (Bryant, 2003). His autocratic leadership style was differ ent from the other leaders. He was a demanding perfectionist and never took no for an answer. Steve grew up in an reasonable family environment but he achieved what very few can come close to. His perseverance and never say no attitude has brought him and Apple to an unimaginable height. His leadership was deemed unhealthy by some critics but Jobs did not take the critics instead went to prove them wrong.This study has analysed the traits and leadership quality of Jobs, compared him with leaders in Information Technology field and to critically analyse them. Jobs has dedicated his entire life to technological improvement, his research and development in Apple is never ending vouching for improvement and delivering the best experience for both mercenary and corporate users. His diverse journey in different fields proves that Jobs is not a quitter and will not failure affect him one bit. Jobs would come back from a fall stronger than ever.This study also has proven that Jobs is not only a genius creator, but a visionary leader and a marketing guru. His advertising and promotional campaigns have never failed to create another benchmark. His presentation and speeches has gathered another humongous group of followers mesmerized by his session. Marketing and public relation organizations have started to develop training courses to dub and emulate Jobss presentation method. Jobs a true up genius, made his mark and conquered the world of mobility. He will be greatly missed, looked up as an idol and forever be thefather of Apple.ConclusionAutocratic management is one of the types of management which is used in businesses and organizations all over the world. Autocratic management isnt considered as a favourable approach in modern day leadership, but it can still be seen in practice and is a widely discussed leadership model, it is also one of the accepted types of management.