LEADERSHIP IN ORGANIZATIONS

MANAGEMENT 6th Ed.

By: Richard Daft

Prepared by: GREGAR DONAVEN E. VALDEHUEZA, MBA

Lourdes College Instructor

Learning Objectives Define leadership and explain its importance for organizations. Identify personal characteristics associated with effective

leaders. Explain the five sources of power and how each causes different

subordinate behavior. Describe the leader behaviors of initiating structure and

consideration and when they should be used. Describe Hersey and Blanchard’s situational theory and its

application to subordinate participation. Explain the path-goal model of leadership. Discuss how leadership fits the organizational situation and how

organizational characteristics can substitute for leadership behaviors.

Describe transformational leadership and when it should be used. Explain innovative approaches to leadership in the new workplace.

The Nature of Leadership

Leadership occurs among people, involves the use of influence, and is used to attain goals.

Leadership:

the ability to influence people toward the attainment of goals.

Leadership versus Management

Leader qualities

SOULVisionary

PassionateCreativeFlexibleInspiring

InnovativeCourageousImaginative

ExperimentalInitiates changePersonal power

Manager qualities

MINDRational

ConsultingPersistent

Problem solvingTough-minded

AnalyticalStructuredDeliberate

AuthoritativeStabilizing

Position power

Major differences between manager and leader qualities relates to the source of power and the level of compliance it engenders within followers.

Power:

the potential ability to influence others’ behavior.

Position Power

Legitimate Power Power that stems from a formal management

position in an organization and the authority granted to it.

Reward Power Power that results from the authority to bestow

rewards on other people.

Coercive Power Power that stems from the authority to punish or

recommend punishment.

Personal Power

Expert Power Power that stems from special knowledge of or

skill in the tasks performed by subordinates.

Referent Power Power that results from characteristics that

command subordinates’ identification with, respect and admiration for, and desire to emulate the leader.

Empowerment

the giving or delegation of power; authority (www.freedictionary.com)

Empowerment is the process of enabling or authorizing an individual to think, behave, take action, and control work and decision making in autonomous ways. (humanresources.about.com)

Empowering employees works because total power in the organization seems to increase. Everyone has to say and hence contributes more to organizational goals.

Leadership Traits

Traits:

the distinguishing personal characteristics of a leader, such as intelligence, values, and appearance.

Personal Characteristics of Leaders

Physical Characteristics: Energy Physical stamina

Intelligence & Ability: Intelligence, cognitive ability Knowledge Judgment, decisiveness

Personality: Self-confidence Honesty & integrity Enthusiasm Desire to lead Independence

Social Characteristics: Sociability, interpersonal skills Cooperativeness Ability to enlist cooperation Tact, diplomacy

Work Related Characteristics: Achievement drive, desire to

excel Conscientiousness in pursuit of

goals Persistence against obstacles,

tenacitySocial Background:

Education Mobility

Autocratic versus Democratic Leaders

Autocratic leader Leader who tends to centralize authority and

rely on legitimate, reward, and coercive power to manage subordinates.

Democratic leader Leader who delegates authority to others,

encourages participation, and relies on expert and referent power to influence subordinates.

Leadership Continuum

Manager presents problem, gets suggestions, makes decision

Manager defines limits, asks group to make decision

Manager makes decision and announces it

Manager “sells” decision

Manager presents ideas and invites questions

Manager presents tentative decision subject to change

Manager permits subordinates to function within limits defined by superior

Subordinate-Centered Leadership

Area of freedom for subordinates

Use of authority by managers

Boss-Centered Leadership

Behavioral Approaches

Ohio State Studies2 major behaviors: Consideration

- The type of behavior that describes the extent to which the leader is sensitive to subordinates, respects their ideas and feelings, and establishes mutual trust.

Initiating structure- A type of leader behavior that describes

the extent to which the leader is task oriented and directs subordinates work activities toward goal attainment.

A leader may have any of four styles:

high initiating structure – low consideration high initiating structure – high consideration low initiating structure – low consideration low initiating structure – high consideration

Michigan Studies

Employee-centered leaders: Established high performance goals and

displayed supportive behavior toward subordinates.

Job-centered leaders: Less concerned with goal achievement and

human needs in favor of meeting schedules, keeping costs low, and achieving production efficiency.

The Leadership Grid

A two-dimensional leadership theory that measures leader’s concern for people and concern for production.

Leadership Grid Figure9

7

6

5

4

3

2

1

8

1 2 3 4 5 6 7 8 9

Team Management (9,9)Work accomplishment is from committed people; interdependence through a “common stake” in organization purpose leads to relationships of trust and respect.

Country Club Management (1,9)Thoughtful attention to the needs of people for satisfying relationships leads to a comfortable, friendly organization atmosphere and work tempo.

Middle-of-the-Road Management (5,5)Adequate organization performance is possible through balancing the necessity to get out work with maintaining morale of people at a satisfactory level.

Impoverished Management (1,1)Exertion of minimum effort to get required work done is appropriate to sustain organization membership.

Authority-Compliance (9,1)Efficiency in operations results from arranging conditions of work in such a way that human elements interfere to a minimum degree

C O N C E R N F O R P R O D U C T I O N

CONCERN

FOR

PEOPLE

Contingency Approaches

A model of leadership that describes the relationship between leadership styles and specific organizational situations.

Fiedler’s Contingency Theory

Leadership Style: Relationship-oriented leader – concerned

with people, as in the consideration style. Task-oriented leader – primarily motivated

by task accomplishment, which is similar to the initiating structure style.

Leadership style was measured with a questionnaire known as the Least Preferred Coworker (LPC) scale.

example:

open - - - - - - - - guarded

quarrelsome - - - - - - - - harmonious

efficient - - - - - - - - inefficient

Situation:

Leadership situations can be analyzed in terms of three elements.

1. Leader-member relations – refers to group atmosphere and members’ attitude toward and acceptance of the leader.

2. Task structure – refers to the extent to which tasks performed by the group are defined, involve specific procedures, and have clear, explicit goals.

3. Position power – is the extent to which the leader has formal authority over subordinates.

How Leader Style Fits the Situation

A leader needs to know two things in order to use Fiedler’s Contingency Theory:

The leader should know whether he/she has a relationship- or task-oriented style.

The leader should diagnose the situation and determine whether leader-member relations, task structure, and position power are favorable or unfavorable.

Hersey and Blanchard’s Situational Theory

Situational Theory A contingency approach to leadership that links

the leader’s behavioral style with the task readiness of subordinates.

Four leadership styles:

1. Telling style – reflects a high concern for production and a low concern for people. (Directive style)

2. Selling style – based on a high concern for both people and production.

3. Participating style – based on a combination of high concern for people and low concern for production.

4. Delegating style – reflects a low concern for both people and production.

Low Readiness Level Telling Style

Moderate Readiness Level Selling Style

High Readiness Level Participating Style

Very High Readiness Level Delegating Style

Hersey-Blanchard’s Situational Theory of Leadership

Path-Goal Theory A contingency approach to leadership

specifying that the leader’s responsibility is to increase subordinates’ motivation by clarifying the behaviors necessary for task accomplishment and rewards.

This model is called a contingency theory because it consists of three sets of contingencies (leader behavior and style, situational contingencies, and the use of rewards to meet subordinates’ needs.)

Fiedler Theory assumption would be to switch leaders as situations change. In Path-Goal Theory, leaders switch their behaviors to match the situation.

Leader Roles in the Path-Goal Theory

Fourfold classification of leader behaviors:

1. Supportive leadership – involves leader behavior that shows concern for subordinates’ well-being and personal needs. This is similar to the consideration leadership.

2. Directive leadership – occurs when the leader tells subordinates exactly what they are supposed to do. This is similar to the initiating-structure leadership.

3. Participative leadership – the leader consults with his/her subordinates about decisions.

4. Achievement-oriented leadership – occurs when the leader sets clear and challenging goals for subordinates.

Two important situational contingencies are:

1. The personal characteristics of group members.Include such factors:

Ability Skills Needs Motivations

2. The work environment.Include such factors:

Degree of task structure – the extent task are well-defined and have explicit descriptions and work procedures.

Nature of formal authority system – the amount of legitimate power used by managers and the extent to which policies and rules constrain employees’ behavior.

The work group – the educational level of subordinates and the quality of relationships among them.

Path-Goal Situations & Preferred Leader Behavior

Substitute for Leadership

The final contingency approach suggests that situational variables can be so powerful that

they actually substitute for or neutralize the need for leadership.

Substitute – a situational variable that makes a leadership style unnecessary or redundant.

Neutralizer – a situational variable that counteracts a leadership style and prevents the leader from displaying certain behaviors.

Substitute and Neutralizers for Leadership

Variable Task-OrientedLeadership

People-OrientedLeadership

Organizational variables: Group cohesiveness Substitute for Substitute for

Formalization Substitute for No effect on

Inflexibility Neutralizes No effect on

Low positional power Neutralizes Neutralizes

Physical separation Neutralizes Neutralizes

Task characteristics: Highly structured task Substitute for No effect on

Automatic feedback Substitute for No effect on

Intrinsic satisfaction No effect on Substitute for

Group characteristics: Professionalism Substitute for Substitute for

Training/experience Substitute for No effect on

Change Leadership

Transactional Leader Leader who clarifies the role and task

requirements of subordinates, initiate structure, provide appropriate rewards, and try to be considerate to and meet the social needs of subordinates.

Charismatic Leader Leader who has the ability to motivate

subordinates to transcend their expected performance.

Impact of charismatic leaders is normally from:

1. Stating a lofty vision of an imagined future that employees identify with.

Vision – an attractive, ideal future that is credible yet not readily attainable.

2. Shaping a corporate value system for which everyone stands.

3. Trusting subordinates and earning their complete trust in return.

Charismatic leaders tend to be less predictable than transactional leaders. They create an atmosphere of change , and they may be obsessed by visionary ideas that excite, stimulate, and drive other people to work hard.

Transformational Leader A leader distinguished by a special ability to bring

about innovation and change by recognizing followers’ needs and concerns, helping them look at old problems in new ways, and encouraging them to question the status quo.

Leading the New Workplace

Four areas of particular interest for leadership in the new workplace are a new concept referred to as:

Level 5 leadership

Women’s ways of leading

Virtual leadership

Servant leadership

Level 2: Contributing Team MemberContributes to the achievement of team goals; works effectively with others in a group.

Level 1: Highly Capable IndividualProductive contributor; offers talent, knowledge, skills, and good work habits as an individual employee.

Level 3: Competent ManagerSets plans and organizes people for the efficient and effective pursuit of objectives.

Level 4: The Effective ExecutiveBuilds widespread commitment to a clear and compelling vision; stimulates people to high performance.

Level 5: The Level 5 LeaderBuilds an enduring great organization through a combination of personal humility and professional resolve.

The Level 5 Leadership Hierarchy

Leading the New Workplace

Four areas of particular interest for leadership in the new workplace are a new concept referred to as:

Level 5 leadership

Women’s ways of leading

Virtual leadership

Servant leadership

Recent research indicates that women’s style of leadership is particularly suited to today’s organizations.

Female managers score significantly higher than men on abilities such as motivating others, fostering communication, and listening.

Interactive leadership A leadership style characterized by values such as

inclusion, collaboration, relationship building, and caring.

Leading the New Workplace

Four areas of particular interest for leadership in the new workplace are a new concept referred to as:

Level 5 leadership

Women’s ways of leading

Virtual leadership

Servant leadership

People who excel as virtual leaders tend to be open-minded and flexible, exhibit positive attitudes that focus on solutions rather than problems, and have superb communication, coaching, and relationship-building skills.

Essentials in virtual environment: Building trust Maintaining open lines of communication Caring about people Being open to subtle cues from others

Leading the New Workplace

Four areas of particular interest for leadership in the new workplace are a new concept referred to as:

Level 5 leadership

Women’s ways of leading

Virtual leadership

Servant leadership

Servant leadership, first described by Robert Greenleaf, is leadership upside down because leaders transcend self-interest to serve others and the organization.

Servant leader A leader who works to fulfill subordinates’ needs

and goals as well as to achieve the organization’s larger mission.

END

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