The Authoritarian's extreme leadership style can have a negative effect on team members. A characteristic of this leader is he who makes all decisions and passes directives to subordinates who are expected to carry them out under very close supervision. Since open communication is vital to any project, these perceptions can hurt team performance. I will call Mohammad Smith the Authoritarian for the experience with my negative leader. I learned as much from this poor leader as I did from strong leaders. This negative leadership style decreases employee motivation because it makes them feel like they can't respond with any initiative or creativity. This leader doesn't like it when the team tries to question his directives, because then they become defensive. This leader was more concerned about his status and saw his team members as subordinates or inferior people. When working on projects with his team, he told them what he wanted done and how to get it done and didn't argue and take advice from them. A bad supervisor is the leading cause of job dissatisfaction. The pressures that Mohammad places on himself as a leader were shown to the team during team meetings. One minute he would be having fun and joking with the team and the next out of nowhere his behavior would change and he would lash out at the team because something wasn't incorporated into a brief. Numerous repetitions of a brief will be reviewed and edited by its own corrections up until the day before the presentation. When his superior makes corrections to the brief, he will get back on track. The team will identify that these were his superior changes and he ignored them. It presents a controlling tone and comment that… the center of the paper… the ader should understand their employees. As discussed, authoritarian leadership is not the best solution. As a leader you need to include subordinates in a team and respect their opinions. Leaders should know how to motivate by encouraging and find out what your employees want and find a way to give it to them or allow them to earn it. Works Cited Dickson, D. (2005). Bullying in the workplace, Anesthesia, vol. 60 Issue 12, p1159-1161Goldsmith, M. (2004). Changing Leadership Behavior, Journal for Quality & Participation, Vol. 27 Issue 4, p28-33, 6pHiggs, M. (2009). The good, the bad and the ugly: leadership and narcissism, Journal of Change Management Vol. 9, No. 2, 165–178, Webb, K. (2007) Motivating peak performance: leadership behaviors that stimulate motivation and employee performance, Christian Higher Education, v6 n1 p53-71. (EJ815506)