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Updated 16 August 2024 Organisations can adopt different leadership styles to encourage or discourage specific actions from their professionals and operations. One style of leadership that some organisations use is bureaucratic leadership. Understanding what this is and how it works can help you determine if you want to adopt this leadership style or search for another. In this article, we discuss what bureaucratic leadership is, describe its characteristics and list its advantages and disadvantages for organisations: Related jobs on Indeed Part-time jobs Full-time jobs Remote jobs Urgently needed jobs View more jobs on Indeed What Is Bureaucratic Leadership? Bureaucratic leadership is a leadership style that encourages the use of hierarchical systems and rigid rules to create accountability and improve the understanding of members in the system of their role. This type of leadership allows companies and other organisations to operate with an understanding of each individual's role and how they can report information. You can most often find this type of leadership in large corporations and in factory settings where it is integral to understand your specific role and how you fit within a hierarchy. Related: How To Demonstrate Leadership Skills At Work: A Guide Characteristics Of This Leadership Style There are several characteristics of both this leadership style and the organisations it is a part of. Below are descriptions of the characteristics and how they apply in different situations: Specialisation The first characteristic of this leadership style is specialisation. Within an organisation, this means that each professional has a very specific, detailed role and that they know exactly what their responsibilities, duties and deadlines are for any task. This allows professionals to specialise in their specific roles, which means they develop proficiencies and skills that they use to perform their tasks more effectively. Since an individual professional can perform their tasks more effectively, others can do the same, creating a larger system of efficiency across an entire organisation. For example, a manager can complete their tasks quickly and effectively, allowing each team member to do the same, which contributes to faster project teams within an organisation. If every manager and team does the same thing, then the entire operations team of an organisation can start and finish tasks faster and more effectively. Related: Leadership Roles (With Examples and Functions of Leadership) Hierarchy Within this type of leadership system, each professional knows exactly where they are in a hierarchical system and how the organisation makes decisions. For example, a production professional in a factory setting understands that they have one repetitive task to perform, while another member of their team checks the quality of products and their manager creates goals and quotas for them to meet. This also lets professionals understand how to report information and how that information spreads through the organisation. For example, a professional may let their immediate manager know about a broken machine, then that manager reports it to their leader and the process repeats until someone who can fix the machine learns it needs a repair and engages in their role to fix it. Related: How To Become A Leader: A Guide (With Leadership Styles) Transactional relationships In this leadership style, professionals within an organisation may rely on other professionals to complete tasks before they can start new ones. For example, two production professionals may have roles where one paints an object and another checks the object for painting defects. For the second professional to perform their duty, the first professional completes their task. This creates less personal relationships and instead replaces them with transactional relationships, which can improve the understanding of responsibilities in an organisation. Related: What Is Transactional Leadership? Rigid rules This type of leadership relies on rules to help professionals understand what their roles are and what behaviours are and are not acceptable within the workplace. Often, these rules give professionals moralistic guidance and keep professionals productive within their specific roles. For example, a set of rules in this type of leadership may include a statement about how completing specific tasks within your role helps the organisation, which improves everyone's abilities and encourage professionals to meet specific production goals. Professionalism This type of leadership creates transactional relationships and removes an element of preference and selection from organisational processes. Organisations that use this type of leadership often create a work environment that is very professional and courteous, meaning that professionals may only feel responsible for their specific duties and doing the best quality work they can within their role. This also means that professionals who do not fit into this system may find it difficult to remain with an organisation using this system of leadership. For example, someone who is very creative may find it difficult to remain within rigid structures. Related: What Is Behavioural Theory Of Leadership? (With Types) Formal selection The final characteristic of this leadership style is that it relies on formal selection for decisions about professionals within the organisation. This includes decisions such as hiring, firing and promotions of professionals. In this system, professionals who follow the rules to meet their goals receive rewards such as raises and promotions more often than those who do not follow procedures and produce similar amounts of work. For example, when two professionals produce the same amount of work or progress but use different approaches, the one who follows procedures may get a promotion while the other does not. Related: What Is The Importance Of Leadership In The Workplace? Advantages And Disadvantages Like other leadership styles, there are both advantages and disadvantages to using this one. Below are descriptions of some advantages and disadvantages you may experience with this style of leadership: Advantages of this leadership style There are several advantages to using this style of leadership. Below is a list of the advantages and descriptions of how they affect an organisation: Stable roles: Since each role is well-defined and the organisation does not change frequently, roles are very stable and professionals may find more job stability in the roles they take with organisations that use this leadership style. Reliability for customers: This leadership style improves the reliability of the organisation because its processes really change. This means that customers can rely on the organisation to produce its goods or services the same way each time. Predictability: Within an organisation, each professional understands what their role is and can predict the duties they may have with every product or project they use their skills to complete. For example, a production professional within this type of organisation always has the same tasks to complete, while other professionals complete their consistent tasks. Well-defined roles: This leadership style encourages roles to be well-defined. This means every professional knows exactly what is and what is not part of their role, which can help create accountability within the organisation. No favouritism: Because each role is well-defined and there is less personal information between professionals, organisations eliminate favouritism. This is the idea that professionals progress because someone in a management position likes them more than another professional. Transparency: With rigid rules and known hierarchy, organisations that use this style of leadership often have very transparent processes for everything. This allows professionals to understand why the organisation makes certain decisions and how the organisation concluded its decisions. Related: 10 Common Leadership Styles Disadvantages of this leadership style Using this leadership style also comes with several disadvantages. Below is a list of the disadvantages you may experience if you use this leadership style: Inefficient: This style of leadership can create inefficiency in communication because the information has to travel through the organisational structure. For example, a professional that notices a broken machine reports it to their manager who reports it to their leaders and the cycle continues until someone high enough in the organisation sends the request to a repair team leader. Less creativity: With rigid rules and an established hierarchy, there is a lot less creative problem-solving. This can create scenarios where creative professionals can not solve problems and have to follow protocols that delay operations for the organisation until the correct procedure occurs. Limits professional growth: Many professionals within this style of leadership often feel they just do enough to complete the minimum for their tasks. This ensures they remain in their position, but also creates a system where they never progress within the organisation. Less collaboration: The transactional relationships create less collaboration on projects and only hold professionals accountable for tasks done incorrectly. Slow to adopt changes: Because this leadership style is very rigid, it can be very slow to adopt changes. For organisations in fast-paced industries, this can cause them to not progress and develop products as fast as their competitors.