5 Surprising Reasons Your Boss Acts Like a Dictator

Title: Challenging the Status Quo: The Case for a Voting System in Workplace Leadership


Chetan Dhruve, in his thought-provoking manifesto titled “Why Your Boss is Programmed to be a Dictator,” proposes the idea of implementing a voting system for selecting leaders within organizations. Dhruve argues that the mere appointment of managers without the involvement of subordinates in the decision-making process leads to a subtle dictatorship system. In this article, we will explore Dhruve’s perspective, consider examples that support his theory, and analyze the potential benefits and drawbacks of implementing a voting system in the workplace.

The Stealth Dictatorship System

Dhruve begins his manifesto by highlighting the seemingly innocent act of a new boss being introduced to an employee. He points out that when a boss is appointed without any input or voting rights from subordinates, a “stealth dictatorship system” is unwittingly established. This occurs because subordinates have no say in selecting or removing their leader. Consequently, a leader’s authority can be abused, and their actions can resemble those of dictators.

The Absence of Voting Rights

According to Dhruve, the absence of voting rights results in a power imbalance, leading to a dictatorial dynamic. He asserts that this applies to any situation, whether it is a formal employment position, a temporary assignment, or even a brief conversation. By withholding the right to vote, individuals become “stealth subjects” who lack a voice in choosing their leaders. Dhruve’s theory suggests that remedying this lack of democratic participation would mitigate the risk of dictatorship and promote a more inclusive and egalitarian work environment.

Supporting Examples

To deepen the understanding of his theory, Dhruve provides examples of real-world scenarios that demonstrate how leaders can abuse their authority in the absence of voting rights. He argues that while some leaders may exhibit individual traits associated with dictators, the structure itself gives rise to these undemocratic behaviors. By shedding light on these common dynamics, Dhruve invites readers to reflect on instances where they may have experienced or witnessed such dictatorial tendencies firsthand.

Assessing the Idea

While Dhruve’s proposed voting system challenges traditional workplace hierarchies, it is essential to consider both the potential benefits and drawbacks before embracing such a concept.

Benefits of a Voting System

1. Enhanced Employee Engagement: Including employees in the leader selection process can increase their sense of ownership and engagement, leading to improved job satisfaction and productivity.
2. Meritocracy and Fairness: A voting system allows leaders to be chosen based on their competence and suitability for the role, rather than being appointed through opaque processes that may promote favoritism or bias.
3. Accountability and Transparency: Subordinates having a say in leadership decisions fosters trust and transparency within the organization, reducing the risk of abuse of power.

Drawbacks of a Voting System

1. Potential for Popularity Contests: A voting system may prioritize popular leaders rather than competent ones, undermining the quality of leadership.
2. Decision-Making Delays: Instituting a voting system can be time-consuming, potentially delaying important business decisions.
3. Conflict and Division: The introduction of a voting system may trigger disagreements and conflicts among colleagues.


Chetan Dhruve’s manifesto challenges the prevailing norms of workplace leadership by advocating for the implementation of a voting system. While his theory of a stealth dictatorship system is intriguing, it is important to acknowledge the potential benefits and drawbacks of such an approach. Ultimately, the idea of involving subordinates in selecting their leaders provokes critical thinking about workplace dynamics and prompts consideration for more inclusive and democratic practices within organizations. Whether or not one agrees with Dhruve’s theory, his manifesto undoubtedly offers an engaging read that encourages readers to contemplate the dynamics of power, leadership, and democracy in the workplace.

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