Module 4 "New leadership approaches"

What are the new leadership approaches?

1.- Implicit leadership
2.-Leader-member exchange LMX
3.-Empowering leadership
4.-Ambidextrous leadership

What are the 2 main ideas of implicit leadership?

1.- Focuses on employees perspective, its comparison of employees implicit expectations of leader and leader actual behavior. 2.- Extent to which a leader should adapt her own behavior to the expectations of the employees

What is the actual state of implicit leadership?

perceived leadership

What is the target state of implicit leadership?

standard of comparison with regard to a leader

Which are the components of implicit leadership?

1.- Perceived leadership (actual state): ability, results or behavior of leadership 2.-Standard of comparison (target state): benchmark with which the employees compare the actually perceived leadership 3.-Comparison: central variable 4.-Result: match or negative deviation

What means a match in implicit leadership?

The implicit expectations of employee on leader are equal to the actual behavior of the leader and this results in a high acceptance of the leader :)

What means a negative deviation in implicit leadership?

The implicit expectations of employee on leader are not equal / no match with the actual behavior from leader and this results on a low acceptance on leader :(

What is the extension of the implicit leadership theory and what it means?

Culturally endorsed implicit leadership, says that leaders and employees have different cultural backgrounds and different cultures have different ideas about leadership that are based on:
▪ Values▪ Norms▪ Organizational practices▪ Strategic framework conditions in the company

According to the "culturally endorsed implicit leadership theory" Employee expectations were described on which 6 different leadership characteristics:

1.- charismatic leadership: based on personal dispositions of leader that lead to strong identification of employees with leader's values and goals
2.-team-oriented leadership: degree of people integration
3.-self-protective leadership: leader pursues his own interests
4.-participative leadership: leader involves employees in decision making processes
5.-humane: leader is loyal to employees
6.-autonomous: leader doesnt share responsibility with employees, takes independent decisions

What were the findings on the study regarding culturally endorsed implicit leadership theory?

The only two styles of leadership that were stable among different countries are: charismatic and team-oriented. the culture doesnt affect them

Critique of implicit leadership

*theory doesnt consider when the leader exceeds the expectations of employee
*leader needs high flexibility
*authenticity of leader could be lost due to too much adaptation
*difficult to draw systematic conclusions for managers based on the findings

Implications of the implicit leadership theory in management

1.- Can be used in the area of analysis of expectations:
Activities are --> exchange of knowledge from experienced leaders, observation of other leaders in the same cultural context, surveys on employees expectations
Instruments --> surveys, staff meetings, forums of knowledge exchange

2.-Use in the area of management of expectations
Activities are --> leader presents goals and restrictions, role reversion
Instruments --> leading through goals and reverse mentoring

3.-Use in the area of adaptation of leader activities
Activities are --> knowledge of the country culture, orientation of leadership behavior to country specifications, imitation of leader behavior from the specific culture
Instruments --> attend to intercultural workshops, work on case studies on intercultural leadership, exchange with members of the specific culture the do's and dont's

What is the main idea of the leader-member exchange theory?

Success of leadership depends not only on the leader or follower but on their relationship. Both are in social exchange in which different types of resources are shared

What are 3 types of relationship groups that derive from the leader-member exchange theory?

1.-In group: relationship is high quality, employees receive special status and tasks, high level of trust
2.-Middle group: quality is medium and with the time it can either turn to in group or out group
3.-Out group: quality is low, no real personal attachment between leader and member, everything is really formal. normally is a the beginning of the work relationship

Which are success drivers of the LMX (leader member exchange)?

1- Leader 2.-follower 3.-bilateral relationship *It takes both parties for the relationship to grow and develop and it takes time

according to the LMX (leader-member exchange) Which are the phases of the relationship?

1.- Stranger: roles are scripted, interaction comes from leader, low quality of relationship, both protect their own interests
2.-Acquaintance: roles are tested, interaction comes from both, medium quality relationship, both start to worry about the interests of each other
3.-Partnership: roles are negotiated, high quality of relationship, interaction is reciprocal, both see interests as a group

Pros and cons of LMX (leader-member exchange)

Pros:
*dynamic interaction is considered
*quality of relationship is considered

Cons:
*empirical results are hard to compare because of the use of different measurements
*difficult to derive practical implications
*difficult to derive concrete recommendations
*difficult to assess the relationship quality of the leader - member

Main idea of empowering leadership

Leadership is practiced from within, the ^^leader gives power to the employees^^ by ^^supporting the development of self- leadership skills^^

What are the assumptions of the empowering leadership?

*Leader gives ^^opportunities to think and listen to ideas^^
*^^teamwork is important^^ because ^^leader is not the center of power^^ of the team
*^^self-development of team member^^s is required
*^^participative goal setting^^

What does the empowering leadership show?

Type of leadership that shows %%employees have more satisfaction and perform higher%% as with classical approaches

In which situation is empowering leadership suitable?

Is suitable in spatial distances

What is the meaning of self-leadership?

Ability of employees to lead themselves

Comparison of classical leadership vs empowering leadership

Classical:
*goal is ==behavioral influence== on employees
*mechanism is ==remote control by leader==
*behavior is based on ==instructions, rewards, targets==
*reactions of employee are ==fear or calculative obedience== *==emotional commitment to vision of leader==

Empowering:
*goal is %%self-control%% of employees
*mechanism is %%self-guidance through employees%%
*behavior is based on %%promotion of self-leadership culture,%% %%positive self-leadership, autonomy of employee%%
*reactions of employee are %%entrepreneurial thinking and action%%
*%%commitment to own tasks and goals%%

Which are the implementation phases of empowering leadership?

1.- Introduction of self-leadership
2.-Living the example of self-leadership in comparison to employees
3.-Employees set their own goals
4.-Leader creates a positive thought towards leadership
5.-Rewarding self leadership and employees
6.-Establish a culture that supports self-leadership

According to implementation phases of empowering leadership, what means the introduction to self leadership

Achieving ^^self-motivation and self-control^^ of the ^^employees^^ in ^^terms of the company goals^^

According to implementation phases of empowering leadership, what means the living the example of self-leadership in comparison to employees

goal is to ^^strengthen the skills^^ of self-leadership from employees

According to implementation phases of empowering leadership, what means employees set their own goals

^^Target-oriented alignment of the behavior of the employees^^

According to implementation phases of empowering leadership, what means Create a more positive world of thought

goal is to ^^establish positive and constructive ways of thinking of employees^^

According to implementation phases of empowering leadership, what means the rewarding of self leadership of employees

goal is Strengthening the ^^self-leadership activities^^ of the employees

According to implementation phases of empowering leadership, what means the support of self leadership by teams

^^promoting communication and coordinating the activities^^ of employees

According to implementation phases of empowering leadership, what means establish a culture that supports self-leadership

^^Creation^^ of an ^^orientation framework^^ for ^^behavioral patterns^^ lived ^^in the area of responsibility of the leader^^

What are the success effects of empowering leadership?

1 Organisational level
increase of
Affective commitment ▪ Innovativeness▪ The more is implemented the more helpful

2team level
increase of Effectiveness▪ Productivity▪ Self-efficacy▪ Knowledge exchange ▪ Performance

3individual level
Performance▪ Job satisfaction▪ Self-efficacy▪ Self determination ▪ Intrinsic motivation ▪ Creativity

Which are the dimensions in which empowering leadership can be measured?

It can be measured by observing the behaviors related to the following dimensions
1.- Encourage self-reward
2.-encourage team work
3.-participative goal setting
4.-encourage independent action
5.-encourage opportunity thinking
6.-encourage self-development

What is the main idea of ambidextrous leadership?

Type of leadership that ^^combines opposing but complementary styles of leadership^^ to achieve:
1 goal of ^^continuously innovative work behaviours^^ of employees
2 goal of ^^fulfilment daily business tasks^^
*It can only be achieved by %%doing several types of leadership in parallel depending on the task%%
*the positive effects of one style may offset the negative effects of another

What is the assumption of ambidextrous leadership?

different leadership styles can compensate each other
leaders use different behaviors depending on different innovation requirements

What is the goal of ambidextrous leadership?

Generate explorative and exploitative behavior from employees

What is explorative behavior?

ensure continuous Innovative potential of employees, future-oriented innovations (opening behavior)

What is exploitative behavior?

manage daily business tasks and run productivity (closing behavior)

What is opening behavior?

Leads to creativity and variability of employees behavior

What is closing behavior?

Ensure conformity of employee behavior, ideas are collected and brought into structure

What are 4 skills required for ambidextrous leadership?

1 emotional intelligence
2integrative thinking
3ability to anticipate
4temporary flexibility

What is the challenge of ambidextrous leadership?

*leaders must be able to decide correctly when the respective behaviors are promising
*no systematic process model for prediction of suitable leader behavior

Which are opening behaviors?

*willingness to take risks
*experiment with new ideas
*failure culture
*autonomy and freedom

Which are closing behaviors?

*Establish routines
*attention to task fulfilment
*stick to plans
*sanction errors