List the five features of autocratic model of management

The autocratic model of management is characterized by centralized decision-making authority and strict top-down control.

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Here are five features of the autocratic model:

1. Centralized Decision Making: In the autocratic model, decision-making authority is concentrated in the hands of a single individual or a small group of top managers. Lower-level employees have little to no input in the decision-making process, and all directives flow from the top down.
2. Authoritarian Leadership Style: Autocratic managers typically exhibit an authoritarian leadership style characterized by a commanding and directive approach. They make decisions independently, without seeking input or consensus from subordinates, and expect strict adherence to their directives.
3. Limited Employee Participation: Under the autocratic model, employees have limited autonomy and involvement in organizational decision-making. Their role is primarily to execute the directives handed down by management rather than participate in the decision-making process or contribute ideas and feedback.
4. Strict Hierarchical Structure: The autocratic model often features a rigid hierarchical structure, with clear lines of authority and communication. Decision-making authority cascades from top management down through middle management to lower-level employees, with little room for deviation or lateral communication.
5. Emphasis on Control and Compliance: Control and compliance are central tenets of the autocratic model. Managers closely monitor employee performance, enforce strict rules and procedures, and expect obedience and conformity to organizational policies and directives. Non-compliance is met with discipline or corrective action.

These features of the autocratic model reflect a traditional, command-and-control approach to management, where power and authority are concentrated at the top of the organizational hierarchy, and employees are expected to follow orders without question. While this model can be effective in certain situations, such as during emergencies or in highly regimented environments, it can also stifle creativity, innovation, and employee morale in the long run.