Aristocratic Leadership and Its Consequences

Use the research proposal attached , write a 1.5-2 pages INTRODUCTION section for the final research paper, makes sure to stick to the topic of “Aristocratic Leadership and Its Consequences” and make sure to mention all 3 arguments mentioned in the 3 paragraphs in the proposal

Leadership is one of the significant issues that determine the success of an organization. A leader’s success is defined by the leader’s ability to influence a group of people to behave in a particular way. Different leaders have different leadership styles that produce different outcomes for the organization. One of the significant leadership styles that have been embraced in recent years is aristocratic leadership. Aristocratic leadership though the least preferred type of leadership, has been highly embraced in various organizations. It is most common in organizations that embrace zero tolerance to errors from the employees (Burns, 2017). Despite the perceived benefits of aristocratic leadership, it presents various challenges in organizations such as conflicts between the management and employees, lack of motivation, and eventually low productivity among employees.

Aristocratic leaders are not for their lack of concern for employees if their objectives are met. Their main motivation is their leadership position, which they use to portray their employees’ dominance. Aristocratic leadership is the primary source of conflict between the leaders and employees since the leadership does not care much about the employee’s welfare. In this type of leadership, the communication between the leaders and the employees is quite limited, making it a challenge for the leaders to establish the challenges that the employees face within the working environment (Milosevic, Maric, & Lončar, 2019). This results in a poor working environment, which leads to a poor workplace culture hence the constant conflicts between the leader and the employees.

Another significant challenge with aristocratic leadership is the lack of employee motivation. Employee motivation is a significant factor that determines the ability of the organization to meet its objectives. Employees are the workforce of the organization, and their outcomes depend on the type of working environment. One of the significant characteristics of aristocratic leaders is that they are the overall decision-makers and do not care for employee contributions. Involving employees in the decision-making process is a significant way of building employees’ loyalty to the organization. When decisions are made and imposed on the employee, especially those with which they do not agree, they develop a negative attitude not only towards their leader and the organization. (Asrar-ul-Haq &Kuchinke, 2016). Involving the employee is a significant motivation factor that gives the employee a sense of gratification as a member of the organization. For this reason, aristocratic leadership comes out as a significant demotivating factor for employees. When employees are unhappy, they begin to “count down the hours” and overall complete their tasks more poorly.

Aristocratic leadership causes a lack of job satisfaction for the employees. This can be attributed to the poor communication and working environment to which the employees are subjected. This leads to a poor organization culture as the leadership only cares about objectives so that they can collect the money. Aristocratic leaders use their authoritative position to coerce employees to improve their productivity (Anbazhagan & Kotur, 2014). The only source of motivation known to such leaders is negative motivation, where the employee is reprimanded for their mistakes. This leads to various challenges such as employee turner due to poor working conditions and poor productivity from the employees who may not feel motivated due to the lack of job satisfaction Abasilim, Gberevbie, &Osibanjo, 2019). The purpose of the research is to explore some of the significant characteristics of aristocratic management and how they affect the relationship between the employees and their managers hence the overall performance of employees.

Annotated Bibliography

Abasilim, U., Gberevbie, D., & Osibanjo, O. (2019). Leadership Styles and Employees’ Commitment: Empirical Evidence From Nigeria. SAGE Open, 9(3), 215824401986628. doi: 10.1177/2158244019866287

The article introduces us to the different types of leadership and some of their characteristics. One of the significant types that have been mentioned in the article is the aristocratic leadership type. According to the article, the aristocratic leaders are known for exercising authority over their followers. The feeling of power for such types of leaders is their primary source of gratification. For this reason, they are likely to come up with policies that may create unfavorable working conditions for the employees. This may result in conflicts between the employee and managers, thereby affecting the commitment of the employee towards their work. The article contributes to the topic of research since it is guided by how leadership types affect employee commitment.

Anbazhagan, S., & R. Kotur, B. (2014). Worker Productivity, Leadership Style Relationship. IOSR Journal Of Business And Management, 16(8), 62-70. doi: 10.9790/487x-16846270

The article explores the effects of leadership styles on employee productivity. It introduces the various leadership types and outlines the various characteristics of each leader that sets them apart from one another. The aristocratic leadership type is one of the significant types of leadership that has been reviewed in the study. According to the article, this type of leadership contributed to the poor working environment due to the policies created by the leaders who are more concerned with their need to express their authority over their subordinates than the welfare of the employees. This leads to a lack of job satisfaction for the employees, which affects their level of productivity.

Asrar-ul-Haq, M., & Kuchinke, K. (2016). Impact of leadership styles on employees’ attitude towards their leader and performance: Empirical evidence from Pakistani banks. Future Business Journal, 2(1), 54-64. doi: 10.1016/j.fbj.2016.05.002

The article acknowledges the existence of different leadership styles and the fact that these types of leadership styles are likely to have a different effect on the employees. The study seeks to establish how leadership styles affect the attitudes of the employee. Aristocratic leadership is one of the significant types of leadership that has been discussed in the article. One of the significant issues that stand out concerning the aristocratic leadership type is its lack of priority towards the employee. Aristocratic leaders impose their authority on the employees through their decisions, which are not centered on employee welfare. This results in constant conflicts between the employee and the managers, thereby leading the employee to adopt a negative attitude towards the leadership and the organization. The article contributes to our research as it enables us to identify the aristocratic leadership as a source of organization conflicts.

Burns, W. (2017). A Descriptive Literature Review of Harmful Leadership Styles: Definitions, Commonalities, Measurements, Negative Impacts, and Ways to Improve These Harmful leadership Styles. Creighton Journal Of Interdisciplinary Leadership, 3(1), 33. doi: 10.17062/cjil.v3i1.53

The article takes a unique approach to identify harmful leadership styles. These are leadership styles that are more concerned with the organization’s objectives and depict little concern towards the employees. The characteristics of harmful leadership, as depicted in the article, correspond to the aristocratic leadership type, as depicted in various articles. It explores the impact of the harmful leadership styles to identify some of the strategies that can be taken to improve these types of leadership for the benefit of both the organization and the employees. The article contributes to our research as it enables us to identify harmful leadership styles and some of the strategies that can be taken to improve these types of leadership.

Milosevic, I., Maric, S., & Lončar, D. (2019). Defeating the Toxic Boss: The Nature of Toxic Leadership and the Role of Followers. Journal Of Leadership & Organizational Studies, 27(2), 117-137. doi: 10.1177/1548051819833374

The article introduces us to a new term, which is toxic leadership. To provide a better understanding of toxic leadership, the article provides a set of attributes attributed to toxic leaders. There are various similarities between the traits of a toxic leader and those of the aristocratic leader. Aristocratic leaders can be defined as toxic due to their self-centeredness and lack of concern towards the employees. Their policies are also a source of demotivation for the employee due to the tense atmosphere within the organization. The article contributes to our research as it expresses the harmful effect of toxic/aristocratic leadership and employees’ need to stand up against toxic leaders.