Autocratic Leadership

Autocratic leadership style, however, shows a significant negative impact on employee performance. This indicates that performance of employees would not increase when autocratic approach is applied. In view of globalization, autocratic leadership style may no longer be accepted by employees who are now becoming more knowledgeable, independent and competent. Most importantly, there is no mentorship process under autocratic leadership. Job performance of subordinates is determined to a large extent by the leadership style adopted by the head librarians. It is therefore necessary for leaders to try and adopt the leadership style that will bring out the best in their subordinates. The average employee likes to be independent and does not want to work under conditions or coercion and compulsion. This type of behavior style, rather than solving organizational problems seems to create more problems. The Michigan studies also found that managers who adopted production-centered leadership style tended to have work groups that were less productive and employees showed a high degree of dissatisfaction on the job. Therefore, autocratic leaders tend to limit the performance of employees so posited by Puni, Ofei & Okoe and Akor.

Autocratic leadership style will in no way bring out the best in the subordinates. It is hereby recommended that the past records of those who are to be placed in position of leadership should be properly examined and serve as criteria for giving them the position if the objectives of the library in particular and that of the parent institution are to be actualized. Since autocratic leadership style leads to job dissatisfaction of subordinates, library heads should be closely monitored by the parent institution to check their excesses. There should also be retraining of those in leadership position and those who are equally aspiring to be leaders. Though autocratic leadership style may be very be valuable in situations where decisions need to be made as quickly and decisively as possible. Janse posited that authoritarian leadership is desired in the following situations: When employees do not do their job properly, either because of incompetence or inexperience, close monitoring and guidance is required. An authoritarian approach to lazy employees is generally very effective than when kindly asked if they want to perform certain tasks.