Leadership Theories

Contingency Theory

Effective leadership depends on matching a leader’s style to the right situation. Task and relationship.

Low LPC (0-57)

• accomplish the task first then get along with group

• be successful and achieve goals

• Task THEN relationship.

Medium LPC (58-63)

• not concerned about the task or relationship

• independent, self-directed, somewhat removed from the situation

High LPC (64+)

• relationship THEN task

• sees positive in group members and enjoys interpersonal connections

Leadership Situation Variables

Leader-member relations:

• Confidence, loyalty, attraction to leader.

Task Structure

• Requirements clearly stated or vague.

Position Power

• Authority strong or weak.

What can you do with the variables and LPC?

predict effectiveness of leader

Basics of Path Goal Theory

• Provides support

• Removes Obstacles

• Defines/clarifies ______s and ______s.

Definition of Path-Goal Theory

leader’s effectiveness is determined by their behavior/influence’s effect on followers satisfaction and performance. can be used by any leader for any type of task.

• Different situations require different behaviors

• How leaders MOTIVATE

• Follower satisfaction/performance

• Central Purpose: help subordinates define/reach goal in most efficient manner

Directive Behavior

Instruction on task, expectations, how to do it, completion timeline, clear rules/regulations, standards for performance

Supportive Behavior

Friendly and approachable, makes a pleasant workplace, attends to well-being of subordinates, subordinates are all equal.

Participative Behavior

you get a say, your decision/opinion counts. integrating suggestions and consults with subordinates for how organization will proceed.

Achievement oriented behavior

subordinates should perform at the highest level possible, high standards of excellence and improvement, high confidence in capabilities of subordinates.

Consider that Subordinates

need affiliation, desire control, preference in structure

are they satisfied with the leader?

Leader-Member Exchange (LMX) Theory

leaders make a separate exchange relationship with each individual member. both leader and member define the member’s role.

suggests that relationships with leader makes two form of groups (in and out group)

Low Exchange Relationship

only comply with formal roles, requirements, duties, rules, etc. Aka show up, do your job, get out.

High Exchange Relationship

members seeking desireable outcomes that leaders control like greater status, influence, benefits. committed and loyal to leader

Getting from low to high exchange?

3 Phases - stranger (low exchange, oneway influence), acquaintance (mixed exchange/influence), partner (high exchange, reciprocated influence).

In-Group vs Out-Group

In - more time, opportunities, responsibilities, attention

Out - less time, doing the job and getting out.

Transformational Leadership

managing people, resources, seeks to elevate group organization to higher lvl. focused on recognizing, creating, and institutionalizing change.

transactional leadership

doing the job in something for return (ex: pay, experience, etc)

Idealized Influence Charisma

emotional competent of leadership; high standards of moral/ethics

Inspirational Motivation

leaders communicating high expectations to followers, inspiring thru motivation. symbols/emotional appeals to achieve more. team spirit.

Intellectual Stimulation

be creative and innovative, challenge own beliefs and values. think on your own, careful problem solving.

Individualized Consideration

leaders providing supportive climate where they listen carefully to individual needs. coaches and advisers

Authority

power to influence or command thought, opinion, behavior. person in commanda

Transformational Authority

conferred power to perform service

Full Range vs Implicit Leadership Theory

Full Range - all the theories can be merged together

Implicit - leadership resides in mind of followers

Servant Leadership

an approach devoted to concern for others. doing the right thing and doing things right rather than pleasing others. following your heart, clear vision in head, etc. ex: jesus

Principles of Servant Leadership

listening, empathy, healing, awareness, conceptualization, foresight, stewardship, building community, committed to growth of people

Why does servant leadership work?

Fosters teamwork enviornment, adds values to team members, creates trust atmosphere, increases success potential, servicing others help the leader and its organization

Cons of Servant Leadership

May not fit every organization/situation. Takes time to implement and experience success. Requires a true servant.