hed 362 – l. good leadership. hed 362 – l. good why do we need leadership? “you don’t need...
TRANSCRIPT
HED 362 – L. Good
LEADERSHIP
HED 362 – L. Good
Why do we need leadership?
“You don’t need leadership to eat a warm cookie. The only reason for leadership is to convince people to do things that are either dangerous or stupid. Generally speaking, wherever there is leadership, there’s lots of hollering and a few warm cookies. Let’s enjoy the lack of leadership while we have it.”
Scott Adams Don’t Step in the Leadership
HED 362 – L. Good
Leaders
Think of the most effective leader you have known Traits Situation
Think of the most ineffective leader you have known Traits Situation
HED 362 – L. Good
LEADERSHIP - Theories
Trait Theories1920’s – 1950’sPersonal characteristics
Intelligence, dominance, alertnessLeaders born not madeNo cause and effect between
leadership and traits
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LEADERSHIP - Qualities
HonestySingle most important ingredient is
integrityMeasured by observing behavior
Forward Looking (Vision)Sense of directionConcern for future
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LEADERSHIP - Qualities
InspiringEnthusiastic, energetic, positiveCheerleader
CompetentCapable and effective to lead toward
goalsNot a specialist in all areas – but takes
time to learn“Value-added” competence
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LEADERSHIP - Qualities
Fair-minded
Supportive
Broad-minded
Intelligent
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LEADERSHIP - Theories
Behavioral TheoriesLate 1940’s - 1950’sBehavior vs. traits
U of M studiesProduction centeredEmployee centeredPC less effective actual performance
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LEADERSHIP - Theories
Ohio State studiesInitiating structure
Well defined job guidelines, channels of communication
ConsiderationEmphasizes trust, respect, rapport, participatory decision making
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LEADERSHIP - Theories
Ohio State studies – findingsHigher Initiating Structure yielded high
proficiency ratings but more employee grievances
Higher Consideration yielded lower proficiency but lower absences
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LEADERSHIP - Theories
Contingency/Situational TheoriesAttention to the situation in
which leaders functionTrait and behavioral
theories were inadequate
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LEADERSHIP - Theories
Fiedler’s Contingency ModelGroup Performance contingent upon
Motivational system of leaderTask vs relationship
Degree to which leader has power and influence in a situation
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LEADERSHIP - Theories
3 situational factorsLeader-member relationship
Trust, confidence, respect for leaderTask structure
Clarity of specific jobPosition power
Inherent in leadership position
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Case
Individual has 8 subordinates who like him. He structures the job by making work assignments and by setting goals for required outputs. He is also responsible for reviewing the work of subordinates and is the main spokesperson for and evaluator of the employees at merit review time.
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Case
Is leader member relationship good or poor?Good
Is task-structure high or low?High
Is position power strong or weak?Strong
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LEADERSHIP - Types
Transformational leaders – Bezos, Gates Seek higher level needs- self-
actualizationInternal rewards – big risks/big changesVision- motivation for followersCharisma Inspirational motivation – work for
larger good of organization
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LEADERSHIP - Types
Transactional leaders –ClintonExchange process – rewards/benefits for
motivation/productivityContingent reward system- carrot/stickSmaller changes, lower risks MBOAutocraticCorrect by negative feedback/discipline
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Basic Needs
Safety
Love/Belonging
Self-esteem
Knowledge/understanding
Aesthetic
Self-actualization
Transformational Leadership helps you aim here
Transactional Mgt. gives these
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Primary Differences between Transformational & Transactional Leadership
Categories Transactional Transformational
Leader’s source
of power
Rank, position Character, competence
Follower reaction Compliance Commitment
Time frame Short term Long term
Rewards Pay, promotion, etc. Pride, self-esteem, etc.
Supervision Important Less important
Counseling focus Evaluation Development
Where change occurs Follower behavior Follower attitude, values
Where “leadership” found
Leader’s behavior Follower’s heart
HED 362 – L. Good
LEADERSHIP - Types
Servant Leaders (many unknown leaders)Leaders serve followersListens well – concerned
with allDo not necessarily strive
to be leaders