Conditional on the structure of the business and the style of the management the principle anatomy is

mostly pertained by the decision maker. Casillas and Morena (2010: 270) stated that in most cases this
can be the entrepreneur or the manager. Autonomy inaugurates one of the bases for innovative and
entrepreneurial behaviour. According to Lumpkin and Dess (1996:140), autonomy is when willingness
and the skill to work independently is applied when working on a given opportunity and accepting an
institutional challenge. In holding rights and making decisions managers and entrepreneurs only trusts
themselves to assure survival of that institution.

Managers assigns autonomy to the lower level in the business. In which results to autonomous leaders and
often ends in enhanced decision making. Delegating authority in other countries to blue collar workers is
very common (Lumpkin & Dess, 1996: 140). Autonomy moreover refers to an action of an individual or
a team in creating new ideas and visions, thus carrying it all the way through to the finish. Seeking after
an open door with a lot of assurance is another approach to characterize the term autonomy. Endeavor
related variables with negative outcomes, for example, an absence of access to recourses may change the
course of endeavors yet self-governance won't be recognized by these elements. (Lumpkin & Dess,
1996: 140).

Dawson (2012: 7) expresses that organizations work more adaptable with more elevated amounts of
efficiency if proprietors give more self-sufficiency to the chiefs of the organizations and executes
control and formalization. It is fitting that the proprietors of South African SMME‟s additionally
delegate expert in the basic leadership procedure to bring down levels in an association with the
suitable heading and control from administration. Including workers and by making them
independent pioneers can enhance representative fulfillment and business achievement. This
procedure anyway ought to be managed to guarantee attractive outcomes and to wipe out
undesired results
 Dawson (2012: 7) states that businesses operate more flexible with higher levels of productivity if
owners give more autonomy to the managers of the businesses and implements control and formalisation.
It is advisable that the owners of South African SMME‟s also delegate authority in the decision making
process to lower levels in an organisation with the appropriate direction and control from management.
Involving employees and by making them autonomous leaders can improve employee satisfaction and
business success. This process however should be supervised to ensure satisfactory results and to
eliminate undesired outcomes. Some managers delegate autonomy to a lower level in the business. This
creates autonomous leaders and very often results in improved decision making. In other countries
delegating authority to blue collar workers is very common (Lumpkin & Dess, 1996: 140). The term
autonomy further refers to an action of an individual or a team creating new ideas and visions and
carrying it through to completion. Pursuing an opportunity with a great deal of determination is another
way to define the term autonomy. Enterprise related factors with negative results such as a lack of access
to recourses may change the course of ventures but autonomy will not be distinguished by these factors
(Lumpkin & Dess, 1996: 140). Depending on the business structure and the management style the
principle autonomy is mostly applied by the decision maker. This will in most cases be the entrepreneur
or the manager. Casillas and Morena (2010: 270) state that autonomy constitutes one of the bases for
innovative and entrepreneurial behaviour. Lumpkin and Dess (1996: 140) define autonomy as the
willingness and the ability to work independently when acting on an opportunity or when accepting an
organisational challenge. Managers and entrepreneurs hold the rights to making decisions and they
therefore only trust themselves to ensure the survival of an organisation.