Autocratic leadership enables autocratic leaders to make decisions without consulting others. An autocratic leader has great power and control over his followers and imposes his will on them. In ancient China, only rulers were allowed to be autocratic.
The main character is a ruler in an imaginary world. He decides what laws there are, who breaks them, and how they're punished. In addition to being a dictator, he's also selfish and lazy. Despite all this, his people love him because they believe he protects them from harm when they are unable to defend themselves.
In conclusion, the main character is an autocrat who leads his people by fear. He is not a good leader because he violates human rights; instead, he is not right because he claim to be a god on earth. In fact, he is just a man who can't protect himself and needs other people to do it for him.
In its simplest form, the leader-leader model forces you to push power and responsibility as low in the organizational hierarchy as possible. This allows leaders at every level to re-focus their efforts on more meaningful tasks while trusting those below them to figure out how to get their job done. In this model, the leader is not a micro-manager but does have a clear vision of where they want to take the organization and the ability to articulate that vision to others.
In practice, leadership is about getting people who are equal in rank or position to work together toward a common goal. While there may be one official leader, everyone else is considered a member of the leadership team. They are responsible for determining how they will work together to achieve mutual goals. For example, if one leader has been given the task of recruiting new employees, they would be expected to do so. Other members of the team might help by giving advice or even by doing the recruiting themselves. However, it would be inappropriate for them to make any decisions about what role they wanted to play or how they thought the recruitment should be conducted.
In addition to recruiting new members, leaders often have authority to make decisions regarding the direction of the organization. For example, they might be given the responsibility of selecting products to sell or services to provide. They might also be given authority to hire and fire other staff members. Finally, they might have input into major policy issues such as employee benefits programs or corporate culture.
There are four sorts of leadership styles based on authority:
How to Make Fewer Errors at Work and Increase Productivity:
A micromanaging leader demonstrates a lack of faith in the people they are meant to lead. And, rather than delegating to assist others in learning, growing, and taking on greater responsibility, they control the outcome by taking on everything themselves. Controlling leaders don't allow their employees freedom or discretion within the company's structure.
Controlling leaders try to maximize their own performance by micro-managing those under them. If someone makes a mistake, it brings embarrassment to the leader, who may even take it out on the employee by humiliating him/her in front of others. Minimizing risk is also important to a controlling leader, so he/she might make sure that everyone follows safety procedures down to the last detail. There will be no short cuts taken during operations.
Controlling leaders often come from an overbearing family background where independence was not encouraged. They may believe that if they give people enough rope, they will hang themselves, so they keep all the ropes attached to the window sills in their office.
Controlling leaders like to think of themselves as being hard-working and efficient, but this is only true when things go their way. When problems arise, they can be found anywhere from laziness on the part of their staff to excessive management bureaucracy - they're just too busy to deal with them.