What is bureaucratic leadership?

Our last article focused on the divisive autocratic leadership style. Today, we’re focusing on another slightly controversial approach to leadership: bureaucratic. We’ll explore the origins of this leadership style, outline the pros and cons, and paint a picture of what this type of leader looks like in action.

What is bureaucratic leadership?

The definition

Bureaucratic leadership relies on a clear chain of command, strict regulations, and conformation by its followers.

There can be confusion about the difference between bureaucratic leadership and autocratic leadership, which can overlap in certain characteristics. The main difference is that, with the former, the focus is on the leader – who is responsible for making all the key decisions. Bureaucratic leadership, on the other hand, relies more on the entire line of authority versus a single leader.

The origin story

The theory behind bureaucratic leadership was developed by Max Weber, the sociologist who also came up with the idea for transactional leadership. He grew up during a period of industrialization and saw how society was moving toward larger organizations – from giant factories to sprawling farms.

He came up with this theory in response to the growing need for a more efficient system to run these entities – which had historically relied on favoritism. Weber’s theory around bureaucratic leadership is based on six core tenets:

• **Hierarchy of authority. **There’s a chain of command with clearly defined roles and expectations for each level of authority.

• ** Division of labor / task specialization. **This leadership style focuses on putting the most appropriate person in a specific position.

• **Formal selection. **Employees are hired, fired, and promoted based on their experience, performance, and adherence to regulations.

• Career orientation. Each employee has the opportunity for a long-term career, provided they follow the rules and perform well.

• **Rules and regulations. **The system requires a defined set of rules, regulations, and processes to maintain structure within the organization.

• Impersonality. The main focus is on the organization and its performance, not on an individual’s contributions.