Authoritarian Management Style Research Articles

Employee Performance and Work-Family Conflict A Study of the Education Sector in Pakistan

This paper examined the causes and effects of work-family conflict among female employees in the education sector in Pakistan, a society where traditional norms make it harder for women to balance their work and family roles. The paper collected primary data from female employees serving in the education sector of Pakistan. The paper found the extended working hours, job rigidity, work overload, child care duty, children’s age, dependent care duty, workplace discrimination, insufficient supervisory support, authoritarian management style, lack of family support, and husband’s absence as the main factors causing the work-family conflict. The study suggested the need for organizational policies and practices that can help reduce work-family conflict and improve the job satisfaction and performance of female employees.

Methodology of mentoring in the context of the guidance of a preschool educational organization

Introduction. The methodology of mentoring is an independent scientific field. Over the past few decades, the scientific foundations of mentoring have been used abroad not only in the business industry, but also in the structures of educational organizations. Mentoring is a special managerial capacity, with techniques and methods of interaction that contribute to the progress and positive changes in the organization. Head of a preschool educational organization in the context of globalization simply cannot adhere to the authoritarian management style that has been popular for a long time. Mentoring is an attractive way to manage an educational organization, its methodology allows many leaders to master the structure of effective management of an educational organization, using techniques such as shadowing, coaching, budding, advising. In the article, we reviewed the latest research in the field of mentoring: the most «advanced» approaches; methods, ways and techniques for translating the scientific foundations into the practice of a preschool educational organization.Purpose setting. The goal is to form the concept of mentoring in a preschool educational organization. Based on the goal, we can single out the main task of the study, which will be to introduce the methodology of mentoring into the work of the head (mentor) of a preschool educational organization.Methodology and methods of the study. The research method was a critical analysis of foreign literature on the topic of Western, including American mentoring since the 1990s. until the present. We used the approach of critical thinking and the method of expert opinion, with the help of which we studied the Volga region area (Chuvash and Mari republics) and the Cis-Urals region area (Republic of Bashkortostan).Results. Ideas about mentoring are generalized with mentoring. Our task was to single out mentoring as a separate direction, which demonstrates the subjective position of the instructor (where the leader single-handedly «instructs» the ward) and the objective position of the mentor (where the mentee teacher is offered options and ways to make an independent decision).Conclusion. The leaders of preschool educational organizations note that the use of mentoring allows us to consider interaction in the context of «do as you can, but you have many ways to solve it». The process of delegating responsibilities between mentee teachers is more confident, which certainly transforms managerial potential. The scientific foundations of mentoring are being adapted to the globalization of the educational space, introducing new components into the structure of relationships between managers and subordinates. The coefficients of intelligence and emotionality make it possible to take into account the individual characteristics of mentors and mentees in an educational organization.

Cyclic Concepts of Russian History in Modern Historiography

In post-Soviet historiography, the concept of the cyclic pendulum, or inversion, of Russia’s development has become widespread. According to it, Russia, unlike the West, is characterized not by progressive, but by spasmodic pendulum development: progress is replaced by reaction, movement goes in a vicious circle. The article verifies four variants of the concept and makes conclusions about its strengths and weaknesses. Three most significant shortcomings are noted. The first is anti-historicism: fundamental changes that took place in the Russian society are ignored, which contradicts the principle of historicism. The second is Eurocentrism: the West is idealized and regarded as the highest manifestation of civilization, as a model for imitation and comparison, and deviations from this model, reforms that do not lead to Westernization, are condemned. The third is apriorism, weak empirical validity: explanations in most cases are hypothetical, even guesswork. The main methodological strategies are comparison, analogy, good examples, deduction as a selective ordering of facts to substantiate a certain hypothesis. Historians, as a rule, consider such methods to be unreliable, opening up opportunities for many ill-founded hypotheses. The concept objectively reflects the characteristic features of the Russian historical process: the presence of cycles; the pulsating nature of the reform; widespread authoritarian management style; low general culture of the population; the great role of traditional institutions, popular political culture and specific cognitive practices; strong historical inertia — dependence on the past path, due to civilizational stereotypes. However, the shortcomings inherent in the Russian society are exaggerated, and achievements are minimized. The imbalance creates a bias, and the representation of the course of Russian history is inadequate.

How Management Styles Predicts School Culture: A regression analysis study

The purpose of this research is to determine the relationship between management styles and organizational culture in elementary schools. Relational survey model as a quantitative research methodology was employed in the study. The research population consists of 6058 school teachers working in public schools in Şahinbey and Şehitkâmil districts of Gaziantep in the academic year 2018-2019. The sample consists of 388 teachers determined by cluster sampling. The "Perceived Manager Management Style Scale" was used to measure management style, and the "Organizational Culture Scale" was used to measure organizational culture. As a result, it is found that school principals exhibit a collaborative management style and managers do not have authoritarian, resistant and indifferent management styles. Although supportive culture and success culture in schools were determined as dominant cultures, role and power culture was also in moderate levels. The views of male and female teachers about the sub-dimensions of administration style and organizational culture did not show significant difference yet, there are significant low and medium level relationships between management style sub-dimensions and organizational culture. Management style sub-dimensions are a significant predictor of organizational culture. Authoritarian management style had the highest correlation with power culture. Except for resistant management style, a significant relationship was found between management styles and success culture. Collaborative management style had the highest relationship with the culture of success. Collaborative management style had the highest relationship for management styles and support culture. One unit of change in the collaborativemanagement style predicted.51 units of change in the support culture.

Okulların Akademik İyimserlik Düzeyi İle Algılanan Müdür Yönetim Tarzı Arasındaki İlişkinin Öğretmen Görüşlerine Dayalı Olarak İncelenmesi

In this study, it is aimed to examine the relationship between the academic optimism levels of schools and the management styles of school principals. In addition to causal comparison, relational screening methods were also used in the study. The universe of the research consists of teachers working in public schools in Adıyaman city center in the 2020/2021 academic year. For this purpose, online data were collected from 353 teachers working in 51 public schools in Adıyaman city center. The data were analyzed with the SPSS program; Parametric and non-parametric tests were applied according to normality assumptions. As a result of the research, it was seen that the opinions of the teachers about the academic optimism of their schools and the perceived principal management style differed significantly according to the variables of gender, branch, school level and number of teachers. According to the teachers' views, there is a positive and "moderate" relationship between their school's views on academic optimism and their collaborative management style; A negative “low” relationship was found between academic optimism and disinterested management style, authoritarian management style and oppositional management style.

Управление развитием инновационного потенциала организации

This article explores the innovation potential of the staff at industrial enterprises. The relevance of the research is confirmed by the increasing interest of companies in innovation. This manifests itself both in the changing organizational structure of enterprises and a new approach to human resource management, for instance, the revision of the key performance indicators of employees. 
 One of the main goals of the research was determining the factors that influence the development of the innovation potential of staff and assessment of their impact. 
 The institutional approach formed the conceptual basis of the study. It allowed the authors to consider the management of innovation potential as a special mechanism for achieving sustainability, stable development of an enterprise, and its strategic success in general.
 The authors established that organizational and administrative factors have the greatest influence on the formation and development of the innovation potential of staff, while the constraining factors are the lack of an innovative strategy, authoritarian management style, and bureaucratization.
 Studying the techniques aimed at the development of staff’s innovation potential, the authors concluded that the most effective ones for industrial enterprises are consultations of subject matter specialists.
 A significant novelty of this work is the model of interaction of participants in the innovation process developed by the authors.
 The research findings enabled the authors to devise recommendations for the formation and development of the innovation potential of the company’s employees.

Evaluating the effectiveness of using Process Factory in the development of leader-ship competencies for healthcare managers

Introduction. The paper presents the research findings of investigating the problem of training healthcare leaders in the management of sustainable development. The purpose of the article is to analyze the international practice of training managers in various industries and to assess the effectiveness of using ‘Process Factory’ in the development of professional competencies related to quality management of healthcare settings. Materials and Methods. The study used general empirical and theoretical research methods, general logical methods and techniques, as well as methods of system analysis, comparison and analogy, and generalization. The key criterion for selecting research papers was focusing on the problems of training healthcare managers in the quality of medical care in the context of sustainable development management. In order to solve this problem, a business game called ‘Quality management of medical care’ based on the ‘Process Factory’ was developed. The empirical data were processed using a standard software package. Results. The authors have identified the following problems in the quality of training healthcare managers: low involvement in the educational process, denial of the best experiences, and an authoritarian management style. At the same time, the research has shown that managers need professional competencies in the field of analysis of multifactor processes, team management, projects, skills to integrate strategic development tasks into the current activities of the organization. The business game developed by the authors is based on the model of training in ‘learning factories’ as the foundation for training in lean manufacturing. Using the business game has led to the following outcomes: the interest of trainees increased by 9 times, involvement in the educational process-by 20 times, mastering skills – by 2 times, performing skills – by 8 times, readiness to apply the obtained skills – by 17 times. Conclusions. The article concludes that the constant implementation of changes in the healthcare system requires non-standard solutions from the leaders. The conducted educational experiment showed that the proposed educational technology makes it possible to model various situations in the learning environment. In the process of conducting a business game, the leader acquires competencies aimed at conflict management, encouragement of personnel, and receiving reliable information about the activities of the healthcare organization.

The relationship between management styles and trainers’ job motivation in the public institutions

<p><span>The study aimed to determine the relationship between perceptions of management styles and trainers' motivation in the public sports institutions, and to examine the effect of management styles on job motivation. The sample of the research consists of 190 trainers, 18 of whom are women and 172 of whom are men working in the public sports institutions. In the study, descriptive scanning method was used, and the data obtained were analyzed by making statistical procedures such as frequency, correlation, regression analysis. It was found that democratic management style and paternalist management style had a positive effect on trainers’ job motivation. However, the liberal management style and authoritarian management style were found to have a negative effect on trainers’ job motivation.</span></p>

Structural Regularities of Victim-Style Parameters of Managerial Activity in the Educational Space

The problem end purpose. This article is devoted to the identification of structural patterns of leadership styles and propensity to victim behavior in male and female managers in educational institutions. Theoretical analysis of scientific sources has shown that the authoritarian management style is most important for the occurrence of victimization in the workplace, which leads to a significantly higher number of symptoms of psychological stress in employees. However, no research has been found on the specifics of gender-role characteristics of the relationship between victim parameters and management styles in the educational space, which was the purpose of the study. Methodology. In accordance with the goal, the study of leadership style, managerial functions and propensity to victim behavior was conducted in 166 managers of educational organizations in Novosibirsk and Kemerovo, including 100 men and 66 women. The age range was M = 44.2 years. Results. The obtained correlations (the R-Spearman criterion) demonstrate that there are twice as many relationships between management styles of managers and parameters of victim behavior in the female sample as in the male sample, while in the former there is a predominance of negative statistically significant relationships. It was found that the maximum structuring and organization of the main victim-style parameters of managers takes place in women to a greater extent than in men-managers. Conclusion. Based on the results of the study it was concluded that the effectiveness of management activities in the field of higher education is determined not only by severity of management style and how he connected with the floor Manager, the victimization of the individual and the internal organization of the structure of their interactions. This means that structural effects are more important and effective in the management activities of heads of educational organizations.

Impact of financial management centralisation in a health system under austerity: a qualitative study from South Africa

IntroductionInternational calls for universal health coverage (UHC) have led many countries to implement health sector reforms, however, since the 2008 global recession, economic growth has slowed in many lower-income and...

The Relationship Between Management Style Perceptions and Motivation Levels of the Employees Working in Provincial Organizations of the General Directorate of Sports

The purpose of this study was to examine the relationship between management style perceptions and motivation levels of the employees working in provincial organizations of the General Directorate of Sports. The population of the study included the employees carrying on their duties in Provincial Organizations of The General Directorate of Sports, and the sample included totally 407 employees with 112 females and 295 males working in fourteen provinces selected from seven geographical regions of Turkey with a population density representing Turkey. “Management Style Scale” and “Motivation Scale” were used in the study. The “Management Style Scale” (MSS) developed by the researcher included the components and subscales as “authoritarian management style”, “protective management style”, “supportive management style”, “collaborative management style”, “laissez-faire management style”, and “intrinsic” and “extrinsic” motivation styles developed by Mottaz (1985). T-Test and One-Way Variance Analysis (ANOVA) were used for the analysis of the obtained data. As result, a significant and positive relationship was found between intrinsic motivation and management style sub-dimensions. In addition, a significant and positive relationship was also determined between the dimensions of extrinsic motivation and authoritarian management style and laissez-faire management style.

THE ROLE OF ORGANIZATIONAL CULTURE IN IMPLEMENTING CHANGE

The purpose of the study is to list the characteristics of organizational culture as an object of change and an influential tool for implementing strategic decisions, justifying its role and place in implementing planned and unplanned changes. Materials and methods. The research used such general scientific techniques and methods as structural-logical analysis (at the stage of construction of general logic and structure of research), synthesis (in the analysis of existing publications), induction and deduction, comparisons and key components. Research results. Summarizing the results of the study, we should note the role and importance of organizational culture of the enterprise in the process of introducing changes in modern conditions. It is emphasized that organizational culture is not only a unique managerial, social and psychological phenomenon, but also an effective tool for implementing tactical and strategic decisions in the economy. The processes of introduction of changes taking place in Ukraine today cover the majority of domestic business and business structures. The main reasons are: formation of high-tech market relations; integration of economies and globalization of socio-economic processes; increased competition in international markets and the like. All these and other factors are forcing businesses to respond promptly to changes in the economy and society. Managers implementing new approaches and the latest strategy are faced with the fact that the primary object of change in the enterprise is the organizational culture itself, a culture that was formed during the command and administrative system and which for a long time influenced the economic activity of the enterprise. It is a culture dominated by high levels of power distance, authoritarian management style, inflexible rules and management procedures. Therefore, managing the overall processes of change in enterprises require a reorganization in the current culture. The main directions of such changes are: optimization of organizational and personnel structure, enhancement of the general and managerial culture of managers and main specialists; overcoming the boundaries of the uneven distribution of power between the personnel of the enterprise and others. Given that organizational culture is a powerful means of regulating the behavioral activity of employees, it is necessary to take into account the historical experience, its national peculiarities and focus on those areas that most effectively influence the results of transformational changes in the organization. Organizational culture is not only the object of change, it is a powerful driving force and an influential tool for implementing and implementing a series for other changes (organizational, innovative, financial, technological, human resources, etc.) in the enterprise, which will eventually lead to the expected positive economic result. Conclusions. Organizational culture, therefore, is an important tool for the economic and psychological unity of enterprise staff to implement transformational change in a changing environment. Studies show that changes aremade faster in an organization and that a real economic effect isobtained where the level of organizational culture is highest.

Innovativeness of social economy entities in Poland. An empirical study from the perspective of Positive Organizational Scholarship

The Polish system of tackling social exclusion is based on social economy entities, such as social integration centers and social cooperatives. The aim of the article is to define the essence and conditions of their innovativeness while answering the question to what extent the organizations can make use of management theories created for business entities. The empirical basis for the article are 3 focus group interviews with representatives of social integration centers and social cooperatives operating in Poland. The results suggest that low innovativeness of the entities is, among others, the effect of an authoritarian management style and a lack of care about positive relationships among employees.

Diagnostic Management - Method of Increasing the Potential of Research and Development Station for Cattle From Arad

Abstract Research and Development Station for Cattle Arad is a public institution of national interest and its main activity is research and development in biotechnology and livestock breeding. The purpose of this paper is to analyze and improve through recommendations, the management applied on the livestock-breeding farm from the station. We are showing at first glance, the following important aspects: methods and techniques used by senior management and livestock at the farm are not up-to-date both morally and technology, which are also partly used. The station has a hierarchical - functional organizational, but nevertheless, the information system is underdeveloped. Also using such authoritarian management style promotes cooperation resort management, consulting and delegation between the chambers, but in a way inefficient. The role and the performance of the management system of the breeding farm is a decisional component with a privileged role. No other element of the resort management has a specificity so obvious and so great of an impact on all plans and performance results. The strengths and weaknesses of an institution of this kind are described in the literature that we use to test, draw and make recommendations for the future growth potential of the station, both in terms of managerial, economic -financial and in terms of the quality of work processes and finished products. To achieve a practical study, we present the relevant results after applying the latest technology management, reporting and decision-making for some time on senior management, livestock breeding management and on cooperation between these compartments.

Some Transaction Cost Effects of Authoritarian Management

This paper studies the transaction cost economizing effects of authoritarian management in organizations and systems subject to higher transaction costs originating from various sources. We analyze the nature, mechanisms, and transaction cost aspects of the authoritarian management style. We argue that the higher the transaction costs of internal organization, the more autocratic the manager is likely to be. We discuss the features of authoritarian managers, illustrating some of our key hypotheses with the example of Henry Ford and his running of the Ford Motor Company. In the context of non-market economies, we relate authoritarian leadership to economic centralism in high transaction cost systems such as East European societies with significant transactional or organizational opportunism, as well as other sources of market failure.

Innovative activity of organizations as the basis for the formation of innovative economy in the regions of the Russian Federation

A necessary prerequisite for the growth of the national economy in modern conditions, namely the development of production and the increase in the competitiveness of domestic goods on the domestic and foreign markets, is the increase in the importance and effectiveness of the use of the scientific and technological potential of the country and the region. It is necessary to understand that the efficiency of functioning, both of the national economic system and of its regions, depends on how efficiently the innovative transformations are carried out. At the same time, it is on how successfully regional systems are transformed from the point of view of innovative processes, and the overall picture of the formation of an innovative economy in the country will be formed. Thus, innovative activity of organizations is an important condition for the development of the region's innovative economy, which can be characterized by a number of indicators. Among them we generalize – resource indicators of innovation activity, process indicators of innovation activity, effective indicators of innovation activity in the region. The analysis and calculation of innovative activity of organizations of the federal districts of the Russian Federation considered in the article makes it possible to differentiate the regions of Russia into different types according to the level of innovative development with the goal of making sound management decisions in the part of forming a regional innovation economy. At present, there are many problems in the formation of an innovative regional economy in the Russian Federation, for example, large financial costs, lack of scientific and technical base and reserve capacities in the regions, undeveloped legislation in the field of innovation, excessive centralization of companies, authoritarian management style, lack of interaction between business entities and Etc. Using the methodology for calculating the innovative development of regions described in the article, it is possible to determine the ways of solving the above problems.

Improving IT professionals job skills development: The use of management styles and individual cultural value orientation

This study examines how the effectiveness of new management styles (authoritarian, participative) may vary depending on individual cultural values of traditionality and contextual factors of innovative culture, why they moderate the relationship between new management styles and information technology engineers' professional skills. Hypotheses that assume such links are proposed and tested using the sample drawn from 280 research and development employees in high-tech industry. A 3-way interaction qualifies these main effects: in the environment of high innovative culture, new participative management style relates positively to technical specialties and technology management knowledge of professional skills for engineers low on traditionality. In the workplace of low innovative culture, new authoritarian management style relates positively to business function knowledge of professional skills for engineers high on traditionality.

Job Satisfaction among Expatriate and National Employees in an Arabian Gulf Context

This study examines the influence of nationality of managers (domestic or expatriate) on work satisfaction in the banking industry in the United Arab Emirates (UAE). The impact of the nationality of managers on five dimensions of work-based satisfaction was assessed. These dimensions include satisfaction with pay, satisfaction with job characteristics, satisfaction with promotion opportunities, satisfaction with co-workers, and satisfaction with supervisors. The principal finding of the study is that domestic bank managers express a higher level of satisfaction with pay, job characteristics, promotion opportunities, co-workers, and supervisors than their expatriate counterparts. The study attributes this disparity to social comparison, complexity of work, job stress, role ambiguity, lack of integration in formal and social network within work groups, unfulfilled career advancement, language and culture barriers, and the authoritarian management style of Arab managers.

University Crisis and Student Strikes in Africa: The Case of the University of Buea (Cameroon)

The deepening crisis in African universities has had grave consequences for stu- dents who are faced with a dramatic deterioration in their living and study condi- tions and bleak prospects for future employment. The authoritarian management style and political control prevailing in most of these universities form formidable obstacles for students wishing to voice their grievances and organize in defence of their interests. However, African students seem not to be resigned to their fate and instead have displayed a growing activism that is reflected in various forms of protest, including strike actions. This study focuses on two recent violent strikes in the English-speaking University of Buea (UB) in Anglophone Cameroon. Like most other student protests in Africa during the ongoing process of economic and political liberalization, the UB students went on strike in an attempt to improve their unsatisfactory living and study conditions and to create democratic space within and outside the university. What was peculiar to the UB strikes was that they were inspired by deep feelings among the Anglophone student community of being more oppressed and marginalized than their Francophone counterparts, owing to their Anglophone identity, by the Francophone-dominated post-colonial state.

How management style moderates the relationship between abusive supervision and workplace deviance: An uncertainty management theory perspective

Based on uncertainty management theory [Lind, E. A., & Van den Bos, K., (2002). When fairness works: Toward a general theory of uncertainty management. In Staw, B. M., & Kramer, R. M. (Eds.), Research in organizational behavior (Vol. 24, pp. 181–223). Greenwich, CT: JAI Press.], two studies tested whether a management style depicting situational uncertainty moderates the relationship between abusive supervision and workplace deviance. Study 1, using survey data from 379 subordinates of various industries, found that the positive relationship between abusive supervision and organizational deviance was stronger when authoritarian management style was low (high situational uncertainty) rather than high (low situational uncertainty). No significant interaction effect was found on interpersonal deviance. Study 2, using survey data from 1477 subordinates of various industries, found that the positive relationship between abusive supervision and supervisor-directed and organizational deviance was stronger when employees’ perceptions of their organization’s management style reflected high rather than low situational uncertainty.