Leadership

Overview

• Define leadership

• Present the background & classic studies of leadership

• Discuss the traditional theories of leadership

• Identify modern frameworks for leadership

• Relate the style implications from the classic studies & modern theories of leadership

• Identify and analyze the skills needed for effective leadership

Leadership

• The ability to influence a group toward the achievement of goals

• “When you boil it down, contemporary leadership seems to a matter of aligning people toward common goals and empowering them to take the actions needed to reach them.”

Sherman, 1995• Sanctioned vs. non sanctioned leadership

Managers Vs Leaders

Manager Characteristics• Administers• A copy• Maintains• Focuses on systems and structures• Relies on control• Short range view• Asks how and when• Eye on bottom line• Imitates• Accepts the status quo• Classic good soldiers• Does things right

Leader Characteristics• Innovates• An original• Develops• Focuses on people• Inspires trust• Long range perspective• Asks what and why• Eye on horizon• Originates• Challenges the status quo• Own person• Does the right thing

Trait Theories

• What characteristics or traits make a person a leader?• Great Man Theory: Individuals are born either with or

without the necessary traits for leadership• Trait theories of leadership sought personality, social,

physical or intellectual traits that differentiate leaders from non leaders

• Trait view has little analytical or predictive value• Technical, conceptual and human skills (Katz 1974)

Behavioral Theories

• Ohio state studies: initiating structure (task or goal orientation) vs consideration (recognition of individual needs and relationships)

• University of Michigan studies: Employee oriented ( genuine concern for people) vs production oriented genuine concern for task)

The Managerial Grid

1,9Country club management

Thoughtful attention needs of peoplefor satisfying relationships leads toA comfortable, friendly organization

atmosphere and work tempo

9,9Team management

Work accomplishment is from committed people, interdependence

through a “common stake” in organization purpose leads to relationship

of trust and respect

1,1Impoverished Management

Exertion of minimum effort to get required work done is appropriate

to sustain organization membership

5,5Organization Man Management

Adequate organization performance possible through balancing the necessity to

get out work with maintaining morale of the people at a satisfactory level

9,1Authority-Obedience

Efficiency in operations results from arranging conditions of

work in such a way that human elements interfere to a minimal degree

1

2

3 4 5 6 987

1

2

3

4

5

6

7

8

9

Concern for productionLow High

Low

High

Con

cern

for

peo

ple

Fiedler Contingency Model

• Effective groups depend upon a proper match between a leader's style of interacting with subordinates and the degree to which the situation gives control and influence to the leader

• LPC measures task- or relationship-oriented leadership style ( think of all the coworkers you have ever had and describe one person you least enjoyed working with)

Fiedler-Defining the situation

• After the individual's basic leadership style has been assessed through the LPC, it is necessary to match the leader with the situation

• Leader member relations -the degree of confidence, trust, and respect subordinates have on their leader

• Task structure -the degree to which task assignments are procedurized

• Position power -influence derived from one's formal structural position in the organization

Contingency Theories

Fiedler’s contingency Model

I II III IV V VI VII VIII

Good Good Good Good Poor Poor Poor Poor

High High Low Low High High Low Low

Strong weak strong weak strong weak strong weak

Category

Leader member relations

Task structures

Position power

Moderate UnfavorableFavorable

Task Oriented Relationship Oriented

Performance Good

poor

Hersey and Blanchard’s Situational Theory

Task behavior

Del

egat

ing

Par

ticip

atin

g sellingtelling

Re

latio

nsh

ip b

eh

avi

or

(Low) (High)

High Moderate Low

M4 M3 M2 M1 Imm

atu

re

Ma

ture

Maturity of follower( s)

(Hig

h)

High Task and low

relationship

Low Relationship

and Low task

High relationship

And low task

High Task And High

relationship

Style of Leader

Path Goal Theory

Environmental Contingency Factors• Task Structure• Formal authority system• Work Group

Subordinate contingency factors•Locus of control•Experience•Perceived ability

Outcomes •Performance•Satisfaction

Leader Behavior•Directive•Supportive•Participative•Achievement -oriented

Charismatic Leadership

Key Characteristics of Charismatic leaders1. Self Confidence- They have complete confidence in their judgment and ability.

2. A vision- This is an idealized goal that proposes a future better than the status quo. The greater the disparity between idealized goal and the status quo, the more likely that followers will attribute extraordinary vision to the leader.

3. Ability to articulate the vision- They are able to clarify and state the vision in terms that are understandable to others. This articulation demonstrates an understanding of the followers’ needs and, hence acts as a motivating force.

4. Strong convictions about vision- Charismatic leaders are perceived as being strongly committed, and willing to take on high personal risk, incur high costs, and engage in self-sacrifice to achieve their vision.

5. Behavior that is out of the ordinary- Those with charisma engage in behavior that is perceived as being novel, unconventional, and counter to norms. When successful , these behaviors evoke surprise and admiration in followers.

6. Perceived as being a change agent- Charismatic leaders are perceived as agents of radical change rather than as caretakers of the status quo.

7. Environmental sensitivity- These leaders are able to make realistic assessments of the environmental constraints and resources needed to bring about change.

Transactional vs Transformational leaders

Characteristics of Transactional and transformational leaders

Transactional Leaders• Contingent Reward: Contracts exchange of rewards for effort, promises rewards for good

performance, recognizes accomplishment

• Management by exception (active): Watches and searches for deviations from rules and standards, takes corrective action.

• Management by exception (passive): Intervenes only if standards are not met

• Laissez faire: Abdicates responsibilities, avoids making decisions

Transformational Leaders • Charisma : Provides vision and sense of mission, instills pride, gains respect trust.

• Inspiration: Communicates high expectations, uses symbols to focus efforts, expresses important purposes in simple ways.

• Intellectual Stimulations: Promotes intelligence, rationality, and careful problem solving.

• Individualized consideration: Gives personal attention, treats each employee individually, coaches, advises.

The Activities of Successful & Effective leaders

Type of Activity Description categories

Derived from free Observation

Interacting with outsiders

Traditional Management

Networking

Human Resource Management

Exchange Information

Handling paperwork

Planning

Decision MakingControlling

Routine Communication

Socializing /Politicking

Motivating/Reinforcing

Disciplining/Punishing

Managing conflict

staffing

Training/Developing

Relative Distribution of Manager’s Activities

Traditional Management (32%)

Routine Communication (29%)

Human resources (20%)

Networking (19%)

What skills do leaders need?

• Personal Skills

1.Developing Self-awareness

3. Solving Problems

creatively

2.Managing stress

•Determining values and priorities•Identifying cognitive style•Assessing attitude toward change

•Coping with stressors•Managing time•Delegating

•Using the rational approach •Using the creative approach•Fostering innovation in others

•Interpersonal Skills

4. Communicationsupportively

5. Gaining power and influences

7. Management conflict

6. Motivating others

•Gaining power •Exercise influence•Empowering others

•Coaching•Counseling•Listening

•Identifying causes•Selecting appropriate strategies•Resolving confrontations

•Diagnosing poor performance•Creating a motivating environment •Rewarding accomplishment

The right stuffCovey

• Empower your inner child-children are genuine, speak their mind-so do successful leaders

• Be slightly weird-effective leaders have their own approach to do things

• Embrace compensation-everyone likes money, but successful leaders can talk about it

• Focus carefully –successful leaders are able to handle more than 2-3 things at a time because they are able to filter out extraneous information and focus on critical issues

• Speak openly- successful leaders say what they think• Don't get even-get mad-good leaders let off steam and get on to the

next issue• Keep up on the latest developments- successful leaders know the

latest jargon and trnds