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What is the difference between leadership style and leadership behavior?
Leadership style is independent from the situation Leadership behavior depends on the situation
Difference between person-oriented and behavior oriented leadership approaches
person-oriented: personality traits are difficult to observe, cannot be trained behavior oriented: easy to observe, therefore easy to assess for employees, it can be trained, it gives valuable easy to implement practical implications for the development of leaders
Two approaches of behavior oriented leadership?
Ohio state leadership approach GRID leadership model
What is the contribution of behavior oriented leadership approaches?
to identify leadership styles that aim for success
Main idea of Ohio state leadership approach
Typical behavioral patterns are identified, called management leadership styles, which relate to the way a leader deals with his employees.
Which are the two dimensions of Ohio state leadership approach?
Performance orientation Employee orientation
Based on the 2 dimensions of leadership behavior from the Ohio state, which are the 4 types of leadership styles
1.- authoritarian: leader sets goals alone, employees interests are least concern
2.-bureaucratic: impersonal climate, strong regulation of behavior
3.-cooperative: leader and follower define goals together, hard to balance,
4.-relationship oriented: positive climate, leader gives more importante to interpersonal relationships than performance
Examples of leadership styles in Ohio state
1.- Authoritarian: Military, police 2.-Bureaucratic: government, big organisations 3.-cooperative: start ups 4.-relationship oriented: family businesses, small business
What is customer-oriented leadership
Addition to the performance and employee orientation dimensions from ohio state leadership, means exemplification, alignment, recognition, permanent emphasis
What are the five different styles of leadership that emerge from the customer, performance and employee oriented dimensions?
1.- authoritarian (high performance and customer orientation but low employee) 2.- softy (high customer and employee orientation but low performance) 3.-kicker (high performance orientation only) 4.-internal optimizer ( zero customer orientation) 5.-manager (balance of the 3)
Main idea of GRID leadership model
based on conceptual conceptions of Ohio state leadership, it has two dimensions: 1.- Socio-emotional orientation 2.-Objective & rational orientation Best mix between objective and socio-emotional orientation is key
Another name for GRID leadership model
Managerial grid
Which are the 5 styles of leadership from the GRID dimensions?
1.- Country club (1,9) 2.- Team (9,9) 3.- Middle of the road (5,5) 4.- Impoverished (1,1) 5.- Produce or Perish (9,1)
Critique of GRID model
-Neglect employees characteristics -Neglect leadership situation
Which are the 3 most important situation-oriented leadership approaches?
1.- Contigency theory 2.- Path goal theory 3.- Maturity model
What is the assumption of the situation-oriented leadership approaches?
Situation affects the behavior. The effectiveness of personality traits and behaviors of leaders depends on the situations in which the leadership takes place
Main idea of contingency theory
leadership success depends on the interaction of leader behavior and situation. leader should adapt leadership style depending on the situation, leader need to identify critical and favorable leadership situations
What are the situational factors from the contingency theory?
1.- Task structure
2.- Leader’s position of power
3.- Leader-member relationship
How to measure leadership on the contingency theory?
LPC (least preferred worker)
Which are two dimensions of contingency theory?
y= Performance / satisfaction of employees x= favorability of situation *Situational factors
According to contingency theory, which style of leadership is best in favorable or unfavorable conditions
When majority of situational factors are high (favorable conditions): performance orientation When majority of situational factors are low (unfavorable conditions): performance orientation leadership style
According to contingency theory, which style of leadership is best in medium degree of favourable conditions
When majority of situational factors are medium favorable: employee orientation leadership style is best
Weaknesses of contingency theory
-It doesnt have empirical confirmation in real environments -selective selection of situational factors -limited implications for business practice -Medium LPC correlates with success more than high or low LPC scores
Main idea of path goal theory
Based on two assumptions: 1.- person is willing to accept a task only when he is convinced that the commitment will lead to a certain result 2.- goals should bring personal benefits or inner satisfaction
Which leadership styles derive from the path goal theory?
1.- Supportive 2.- Directive 3.- Participative 4.- Result-oriented
Describe supportive leadership from path goal theory
Leader shows concern for employees psychological wellbeing, is good on situations psycological or physically stressing
Describe directive leadership from path goal theory
Leader plans ,controls and tells employees, how to perform activities. its good when tasks are vague
Describe participative leadership from path goal theory
Leader involves employee on decision making processes.
Describe result-oriented leadership from path goal theory
Leader has high performance expectations, can be seen with scientists and engineers.
What is the relationship between the leadership behaviors and the leadership success in the path goal theory?
1.- Leadership behavior (independent variables):
*supportive *directive *participative *result-oriented
2.- Leadership success (dependent variables)
*Performance of employees *Satisfaction of employees
3.-Mediating variables( this transmit the relationship of leadership behavior to success) *Expectations from employee *Valences from employee
4.- Moderating variables (situational factors): *task structure *characteristics of employee *characteristics of environment
What are managerial implications of path goal theory
Path goal theory can be used: 1.-lack of work related self confidence in employees: supportive 2.- Lack of task clarity: directive 3.-Unfair rewards: Participative 4.-Low challenging tasks Result-oriented
Main idea of maturity model
Based on Ohio state leadership, employee and performance orientation can be extended by the situation. It has two dimensions (employee and performance orientation) and two components ( psychological maturity, functional maturity )
Which are the two components of maturity model?
Psychological maturity: motivation of employee to perform Functional maturity: skills, knowledge expertise from employee
Which are two dimensions of maturity model?
y=Employee orientation x=performance orientation
Which are the leadership styles that result from the maturity model?
1.- Delegating 2.-Participatory 3.-Selling 4.-Instructing
Describe the delegating leadership style from the maturity model
Leader has minimal influence on employees performance of tasks, leader controls selectively Works when employees have high psychological and functional maturity levels Low employee and performance orientation
Describe the participatory leadership style from the maturity model
Leader gives problems and employee solutions Works when employee is high in functional maturity level but low in psychological High on employee orientation, low on performance
Describe the selling leadership style from the maturity model
Leader focuses on developing the skills of employee Works when psychological is high but functional maturity is low. Employee orientation is moderated
Describe the instructing leadership style from the maturity model
It is like authoritarian style in Ohio Works when both psychological and functional maturity levels are low High in performance and low employee orientation
How to measure maturity in employees?
To increase psychological maturity: *Explain importance of services for company *Explain importance of services for employees *Offer attractive career opportunities
To increase functional maturity: *Offer trainings and workshops *Regular evaluation of performance *Implement forums of knowledge exchange
Critique of maturity model
*No empirical evidence *no confirmation of validity *high demands on leader to correctly asses the leadership style *leader needs high analytical capability
What is biostructural analysis?
Self analysis of 3 areas of the brain 1.- Brain stem (green) 2.- Interbrain (red) 3.-Cerebrum (blue)
Characteristics of the biostructural analysis on the 3 brain areas
1.- Brain stem (green): creativity, act based on past experiences, feeling people, closeness, way to work is their intuition 2.- Interbrain (red): natural authority, acts in the present, no risks, impulsive actions, way to work is practical 3.- Cerebrum (blue): need for safety, future oriented, thinks of consequences, planned action, way to work is systematic
What is the goal biostructural analysis?
Self analysis to detect structures of individual data / and typical behaviors on individuals and visualize it in a structured chart
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