In my opinion it is functionally because if there is no autocratic dispensation the tendency to lapse into laissez-faire is highly likely. For example, employees must know that there is a penalty attached to consistently being late. This is not tolerated by most organizations. If it were then there would be no discipline in the work environment. Similar penalties are executed for other performance discrepancies while rewards are offered for high performance. This is a style I would adapt in marinating quality control(Terry, 2003).
Alternatively, when addressing system dysfunctions instead of blaming staff for poor performance I would take the democratic approach soliciting opinions of staff in resolving disputes within the organization. In this way every member of staff input is valuable and considered valuable for the benefit of the organization’s progress. Hence, flexible management approaches are inevitable if nurse mange is to utilize power effectively to ensure quality control, and discipline (Choi, 2007).
Choi, S. Democratic Leadership: The Lessons of Exemplary Models for Democratic Governance.The International Journal of Leaderships Studies. 2( 3), 2007; 243-262
Marquis, B. L. & Huston, C. J.Leadership Roles and Management Functions in Nursing. Theory and application. (7th ed.) Philadelphia, PA: Lippincott, Williams & Wilkin. 2011. Print.
Modaff, D. Butler, J., & DeWine, S.Organizational Communication: Foundations, Challenges, and Misunderstandings (3rd ed) Glenview: Pearson Education 2008. Print
Terry, L. Leadership of public bureaucracies: The administrator as conservator (2nd ed.). Armonk, NY: M. E. Sharpe. 2003. Print