An Autocratic Leadership Style Essay

1. Introduction1.1 OBJECTIVE- restrainerling attractionship, a uniform kn possess as sniffy attractorship, is a attractorship port characterized by individual control all over al unrivalled conclusions and circumstantial input from chemical group members. overlooking loss loss drawing cards typic in ally discover choices based on their own ideas and judgments and r arly accept advice from followers. Autocratic lead story guides absolute, authoritarian control over a group. The objective of doing this project is to understand Autocratic leading Style in detail.1.2 TITLE OF THE PROJECT-The title of the project is Autocratic leading StyleAutocratic describes a way of ruling, just now non in a nice way. An tyrannous drawing card is hotshot who rules with an iron fist in other spoken communication some single with the behaviour of a dictator. In an peremptory lead manner, the individual in charge has total authority and control over decision making. By vir tue of their position and problem responsibilities, they non only control the efforts of the squad, provided monitor them for completion a good deal under c misplace exam This elbow room is reminiscent of the earliest tribes and empires. Obviously, our historical run awayment toward democracy brings a negative con nonation to autocracy, still in some bureaus, it is the most appropriate type of lead.That, of course, doesnt suppose a blank love to ignore the wellbeing of his subordinate. In an authoritative lead personal manner, the person in charge has total authority and control over decision making. By virtue of their position and job responsibilities, they non only control the efforts of the team, further monitor them for completion often under close scrutiny This elan is reminiscent of the earliest tribes and empires. Obviously, our historical movement toward democracy brings a negative con nonation to autocracy, but in some situations, it is the most appropr iate type of leadership. That, of course, doesnt mean a blank check to ignore the wellbeing of his subordinate.1.2 LAYOUT OF THE PROJECT-a. Introductionb. Types of lead Stylesc. Autocratic Leadership Styled. Characteristics of Autocratic Leadership Stylee. When to drop Autocratic Leadership Stylef. Prone and corns of Autocratic Leadership Styleg. character Studyh. Recommendationi. Conclusionj. Bibliography1.4 LITERATURE-For my project I moderate referred-http//www.leadership-toolbox.com/autocratic-leadership.html http//en.wikipedia.org/wiki/ dominating_leadership_stylehttp//www.action-wheel.com/autocratic-leadership-style.html http//psychology.about.com/od/leadership/f/autocratic-leadership.htm http//www.vocabulary.com/dictionary/autocratichttp//www.nwlink.com/donclark/leader/leadstl.htmlhttp//www.thesundayindian.com/en/story/authoritarian-leadership-the-secret-behind-steve-jobs-success/33963/1.5 METHOD OF DATA COLLECTION-There ar basically 2 methods of research DESCRIPTIVE MET HOD AND SCIENTIFIC METHOD. In my Project I bequeath be using DESCRIPTIVE method. auxiliary data method will be utilize for doing this project. Secondary data would the in multifariousnessulateation collecting from the articles, internet, and books. After collecting that I have recommended interpretation of cause and effect.2. Types of LeadershipLeadership style is the manner and advance of providing direction,implementing plans, and motivating tidy sum. As seen by the employees, it embroils the total pattern of graphic and implicit actions performed by their leader (Newstrom, Davis, 1993). The first major contemplate of leadership styles was performed in 1939 by Kurt Lewin who guide a group of researchers to identify incompatible styles of leadership (Lewin, Lippit, White, 1939). This betimes hold has remained quite Coperni wad as it established the three major leadership styles (U.S. Army, 1973) authoritarian or autocratic the leader details his or her employees w hat to do and how to do it, without getting their advice participative or democratic the leader includes one or more employees in the decision making process, but the leader normally maintains the final decision making authority Delegative or laissez-fair the leader allows the employees to shed light on the decisions, however, the leader is still responsible for the decisions that argon do Although good leaders use all three styles, with one of them normally dominant, bad leaders tend to stick with the one style, normally autocratic. disdainful OR AUTOCRATIC LEADERSHIPI want both of you to. .This style is used when leaders tell their employees what they want through with(p) and how they want it accomplished, without getting the advice of their followers. Some of the appropriate conditions to use this style is when you have all the information to solve the problem, you are short on time, and/or your employees are well motivated. Some people tend to think of this style as a vehi cle for yelling, using demeaning language, and leading by threats. This is non 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 rare occasions. If you have the time and want to gain more commitment and motivation from your employees, then you should use the participative style.Participative or Democratic LeadershipLets do together 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 non 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. A leader is not expected to know e genuinelythingthis is why you emplo y knowledgeable and skilled people. Using this style is of mutual benefit as it allows them to become part of the team and allows you to make break away decisions.Delegative or capitalistic LeadershipYou two take care of the problem while 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 psychoanalyze the situation and memorize what unavoidably to be done and how to do it. You squirtnot do e realthing You must set priorities and delegate original lines. 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 fully trust 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 personal business of others. French laissez, second person pl. imperative of laisser, to let, allow + faire, to do.Transactional Leadership StyleThe transactional style of leadership was first expound by Max Weber in 1947 and then later described by Bernard Bass in 1981. Mainly used by heed, transactional leaders direction their leadership on motivating followers through with(predicate) a system of rewards and punishments. There are two factors which form the basis for this system, dep culture on(p) Reward and management-by- exclusion. Contingent Reward Provides rewards, materialistic or psychological, for effort and recognizes good surgical process. Management-by-Exception allows the leader to maintain the status quo. Theleader intervenes when subordinates do not meet acceptable performance levels and initiates corrective action to im spread out performance.Management by exception helps reduce the workload of managers being that they are only called-in when workers deviate from course. This type of leader identifies the needs of their followers and gives rewards to satisfy those needs in exchange of sure level of performance. Transactional leaders focus on increase the efficiency of established routines and procedures. They are more concerned with following existing rules than with making changes to the organization. A transactional leader establishes and standardizes practices that will help the organization reach MaturityGoal- aspectEfficiency of operationIncreasing productivity.Effect on work teamssurvey done by Jun Liu, Xiaoyu Liu and Xianju Zeng on the correlation of transactional leadership and how innovations can be impact by team emotions. The research was composed of 90 work teams, with a total of 460 members and 90 team leaders. The study ready that there is a relationship surrounded by emotions, labor doings and transactional leadership that pretend for the team. Depending on the level of emotions of the team this can affect the transactional leader in a convinced(p) or negative way. Transactional leaders work get aroun d in teams where there is a lower level of emotions qualifying 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 excited level is high.Positively affected when the emotional level is low.Transactional leadership delivers a form of strategic leadership that is important for the organizations development. Transactional leadership is essential for team innovativeness.Transformational Leadership StyleA rollational 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, challenge and embolden their followers with a sense of purpose and excitement.10 They withal take a shit a vision of what they aspire to be, an d give-up the ghost this idea to others (their followers). According to Schultz and Schultz, there are three identified characteristics of a transformational leaderCharismatic leadership has a broad knowledge of field, has a self-promoting personality, high/ coarse energy level, and willing to take essay and use irregular strategies in order to stimulate their followers to think independently Individualized experimental conditionIntellectual stimulation3. Autocratic Leadership Style2.1 BACKGROUND undemocratic leaders are unremarkably referred to as autocratic leaders. They provide clear expectations for what needs to be done, when it should be done, and how it should be done. There is also a clear divide between the leader and the followers. Authoritarian leaders make decisions independently with little or no input from the rest of the group. Authoritarian leaders uphold stringent control over their followers by directly regulating rules, methodologies, and actions. Authoritaria n leaders construct gaps and build distance between themselves and their followers with the intention of stressing role distinctions. This type of leadership dates butt to the earliest tribes and empires.It is often used in present day when there is little room for error, much(prenominal) as construction jobs or manufacturing jobs. Authoritarian leadership typically fosters little creativity in decision-making. Lewin also found that it is more difficult tomove from an authoritarian style to a democratic style than from a democratic form to an authoritarian form of leadership. Abuse of this style is usually viewed as controlling, bossy and dictatorial. Authoritarian leadership is best applied to situations where there is little time for group discussion.3.2 Views of Autocratic LeadersA common belief of many authoritarian leaders is that followers bespeak direct supervision at all generation or else they would not operate effectively. This belief is in accordance with one of Dougl as McGregors philosophical views of valet de chambrekind, come-at-ableness 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 also postulates that people must be compelled through force, disincentive 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 direct traffic, a teacher ordering a student to do his or her assignment, and a supervisor instructing a subordinate to clean a workstation.communicating Patterns of Authoritarian LeadershipDownward, one-way communication (i.e. leaders to followers, or supervisors to subordinates) Controls discussion with followersDominates interaction several(prenominal)ly/unilaterally sets policy and proceduresIndividually directs the completion of tasksDoes not offer constant feedbackRewards acquiescent obedient behavior and punishes erroneous actions Poor listenerUses conflict for individual gainWays to Properly In corporal Authoritarian LeadershipAlways explain rules- it allows your subordinates to know the task youwant done efficiently Be consistent- if you are to enforce rules and regulations, make certain(a) to do so regularly so your subordinates take you seriously. This will form a stronger level of trust. Respect your subordinates always recognized 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 even if you do not incorporate themEffects of Authoritarian Leadership Communication Styles Increase in productivity when leader is presentProduces more accurate solutions when leaser is knowledgeable Is more positively authorized in larger groupsEnhances performance on simple tasks and decreases performance on complex tasks Increases aggression levels among followersIncreases turnover grade no-hit when there is a time urgency 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 required the population of the leash Reich to accept everything that he said as absolute law, and was able to impose a death metre 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 characteristics include 1. The autocratic leader retains all spring, authority, and control, and reserves the right to make all decisio ns. 2. Autocratic leaders intuition their subordinates ability, and closely supervise and control people under them. 3. Autocratic leaders involve themselves in detailed 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 progeny the potential benefit of suchinputs.5. Autocratic leadership assumes that employee motivation comes not through empowerment, but by creating a structured set of rewards and punishments. 6. Autocratic leaders get work done by creationise threats and punishments and evoking fear. 7. The primary concern of autocratic leaders frame dealing with the work at hand and not on developmental activities. 8. Autocratic leaders assume full accountability and take full assign for the work.Advantages of Autocratic Leadership Stylethe autocratic style is one of the most recognized forms of directive leadersh ip. At first, the style seems to contradict many modern work environments that emphasize teamwork, group input and shared decision-making. However, certain conditions and specific industries, such as the military, manufacturing and construction, thrive when a leader takes tight control and makes most of the decisions, tally to Leadership-Toolbox. Even so, the most effective autocratic leaders remember to communicate task expectations and to respect their followers. unprovoked to LearnThe autocratic, or do this or else, type of leadership is intuitive, easy to learn and does not require specialized training or knowledge of leadership theory, tally 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 members.ControlDangerous work environments or situations requiring complicated tasks with no room for error, such as safety inspections, prosper under autocratic leaders hip since each depends on control. In addition, companies whitethorn turn to autocratic leadership for urgent short-term results, according to Money-Zine. For example, employees working(a) through a alliance crisis may need one authoritative leader to call the shots and ensure tasks are completed correctly.Good for uninitiate or Unmotivated WorkersDepending on the industry, new employees may need specific instructions and close brushup until they learn the job, according to Leadership-Toolbox. The autocratic leadership style is also good for low-skilled tasks, such asdirecting employees to make copies or 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 assigned tasks.Autocratic leadership creates a centralized chain of command with heavy involvement of the leader in all gamuts of operations. This leads to the formation of a hub and spoken type of or ganizational structure that helps in many ways, such as Getting things done quicklyImproving communication and logistics.Better response to changes in the external 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 ensample method to extract high performance from employees without putting them under stress. They insist the close supervision and monitor leads to a faster pace of work with less slack, where the leader assumes full responsibility for the decisions and actions, ultimately creating reduce stress for subordinates.Drawbacks of the Autocratic Leadership StyleIncreased Work BurdenSince they 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 health problem s, according to LeadershipExpert. Other leadership styles, such as participative or democratic, distribute some of the decision-making to certain group members.Bad for Highly Skilled and Motivated Workers a few(prenominal) 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 break off morale and will reduce his teams creativity and productivity.Autocratic leaders in this situation may not make the best 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 autocratic style is most effective when the leader is present, according to Leadership Expert. Unlike 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 keep working. The advantages of autocratic leadership notwithstanding, this leadership style has born the brunt of heavy criticism 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 seminal problem solving, but most organizations under-utilize their talents. Theory Y holds that employees seek and accept responsibility and exercise stubbornness and self-direction in accomplishing objectives, provided the conditions remain congenial for such an approach. The autocratic leadership style remains entirely unsuited 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. cussed to claims of close supervision with detailed instructions to reduce stress and improve productivity, research suggests that such actions actually unmotivate employees, and cause them to go tense, fearful, or resentful. 2. Lack of involvement from the employee in the decision making process leads to employees not assumptive 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 dependsentirely on the leader. If the leader is strong, capable, competent, 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. wholly 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 hale management principles, and punish employees who dare 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 restricts 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 leade r, by taking all responsibility and compound 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 unsuited 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 multitude line factories, where the wide span of control not only makes it unsufferable but also harmful 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 committed 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 serving the organization in the short term, actually unskills the workforce leading to poor decision-making capability and productivity in the long 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 marketplaceing guru 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 i s 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 Worldwide 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 fully testing them, him being a beta tester for all of orchard apple trees product had made sure Apple 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 le adership skills were different from both Dell and Gates. Jobs lead Apple to its height with his own flair. His leadership style and character was unique and at times seems inappropriate but it has brought only positive growth to Apple and its employees. All three of them are iconic leaders, brought advancement to the organization they founded and strive for slide fastener lesser than the best. Finally, the study suggests and recommends what Jobs could have adopted to be a better leader.Background of Apple 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 unite their professional skills to create Apple Computer on 1st April 1976 with the release of the Apple I, the first Apple computer, in the same year. Since the establishment, Apple has been focusing on the consumer electronics, computer software, and personal computers and the best-known products inclu de Iphone, Ipad, mackintosh line of computers and other hardware and software products. And according one of the most recent brand study carried out by the global brands agency Millward Brown, Apple has overtaken Google as the worlds most worthful 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 Paul Jobs. Jobs has portrayed fine examples of leadership throughout his career. be a young 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 proven many critics and even his employees wsrong (Elliot, 2011a). Throughout his career he has influenced many leaders to espouse 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 br ought him and Steve Wozniak together. The pas de deux later went on to start Apple (Isaacson, 2011a). Jobs has then lead Apple, Next and Pixar to their peak bringing futuristic inventions. Jobs was a great marketer, captivating millions of audience 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 leadership 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 sel f centred, emphasizing total control and inducing fear (Stewart, 2010). Jobs believes the expenditure of physical and mental effort is as natural as merriment or rest, this is seen his act of forming a team of talented and dedicated.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 balanced by his charismatic leadership, on a rare sight Jobs was also seen bounteous pep talk to an underperforming staff and subsequently inspiring him. Jobs was always trying to do his best for the progression of the product and company and that went on to make Apple the company with the lowest 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 geological fault 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 adroitness 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 key stakeholders. And upon completing them he has ordered all other products to be cancelled and to focus on his suggestion of new products consisting 4 quadrants labelled as consumer, pro, desktop and movable (HBR, 2012). Jobs power of influence was enormous, not only to the consumer but also his impact to othe r CEOs. His influential power and leadership skills can be cl advance(prenominal) seen when he advised 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 humanoid (HBR, 2012).This had proven favourable to Google. As of 1st quarter of 2012, 59% of brilliant phones shipped are Googles mechanical man 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 perfectionist, Jobs wasnt mirthful 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 al so seen during his takeover of Pixar. During the production of Toy Story, Jobs felt that the storyline was not great enough and stopped the production for 5 months. While Jobs and his core team reworked the story line, Job pay 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 by and by 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 usage of keyboard to command the machine, Jobs wanted a control device to move the cursor, to click, lead and display a list of options, the team was not told how, but they knew only what Jobs wanted Jobs is full of breathing in 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 sold 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 cull out 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 instauration the Mac had overheating problems. Jobs took responsibility and went on to improvise the design and successfully made a unflustered operating machine Managing change is often an unpleasant situation to be in for any human being. Returning to Apple after a decade, Jobs turned an ailing company to a company with inventory 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 inte rested in the innovators and early adopter to a certain expiration.Jobs achieved this by selecting and motivating his ownmanagement team, some of his management team members are his followers from preceding 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 capitalistic leadership style that was believed to contribute the creation of the technology-based products and many of which proved to be quite succes sful 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). But there are also constrains of using laissez-faire leadership such as that it is confirmed as being affiliated 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 completion 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 announced 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 whic h 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 bring in 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 bureau 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 h ave 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 feel 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 handsome them a chance.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 honest 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 game 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 language to his employees, he often scolds them and uses implike languages, (CNN Money, 2011). This does not promote a conducive environment to work in as Jobs scolds his employe es 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 handicapped 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.ConclusionJobs 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 different from the other leaders. He was a demanding perfectionist and never took no for an answer. Steve grew up in an average 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 commercial 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 presentat ion 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 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.