Chapter 12 focuses on various aspects of leadership.
Understanding leadership and its range.
Distinction between managers and leaders.
Exploring transformational leadership and path-goal leadership.
Overview of other managerial leadership theories.
Identifying attributes of effective leaders.
Leadership is the ability to influence, motivate, and enable others for the organization's effectiveness.
Tim Fraser
The Full Range of Leadership Model includes:
Effective Leadership Styles:
Idealized Influence
Inspirational Motivation
Intellectual Stimulation
Individualized Consideration
Ineffective Leadership Styles:
Management by Exception
Laissez-Faire Leadership
Laissez-faire Leader:
Avoids decision making and responsibility.
Management by Exception (Active):
Monitors for rule deviations and intervenes when standards are not met.
Leadership contingent on reward management through controlling rewards.
Defined as daily activities guiding employee performance and well-being.
Differences from Transformational Leadership:
Managerial assumes stable environments and is micro-focused.
Transformational leadership is macro-focused and dynamic.
Aspect Management Leadership | ||
Focus | Day-to-day caretaking | Long-term objectives |
Behavior | Supervisory | Leading for change |
Role | Administers subsystems | Innovates for entire organization |
Question | How and when | What and why |
Influence Strategy | Transactional | Transformational |
Approach | Control strategies | Empowering strategies |
Position | Status quo supporter | Status quo challenger |
Changes teams and organizations by:
Creating and communicating a vision.
Modelling and inspiring employees.
Develop/Communicate the Vision:
Use symbols and metaphors; communicate humility and passion.
Model the Vision:
Leader's actions symbolize the vision; builds trust.
Encourage Experimentation:
Promote questioning of practices and support learning.
Build Commitment to the Vision:
Use recognition and celebrations to strengthen commitment.
Charisma as a quality that distinguishes individuals from ordinary people.
Can create dependency in followers and may lead to self-interest focus.
Associated with higher satisfaction, commitment, performance, and creativity.
Limitations include potential circular logic: does inspiration come from leaders or their visions?
Transformational and managerial leadership interdependent but distinct perspectives.
Task-oriented Behaviors: Assign tasks, clarify duties.
People-oriented Behaviors: Recognize contributions, care for needs.
Two styles required, each having different effects on employees.
Leaders motivate followers through expectancy theory and rational decision models.
Leadership style depends on the employee's skills and situational context:
Four Styles:
Directive
Supportive
Participative
Achievement-oriented
Focuses on the readiness of followers; leader adjusts style based on follower ability and motivation.
Four Styles: Telling, Selling, Participating, Delegating.
Leadership effectiveness based on matching the leader’s style with the degree of authority and influence in a situation:
Conditions: Leader-member relations, task structure, position power.
Focused on serving followers to fulfill their needs, with characteristics like humility and ethical actions.
Leadership viewed as a collective role, encouraging collaboration and delegation.
Consistent behavior aligned with personal values; encourages commitment and ethical standards.
Promotes self-awareness through self-reflection.
Followers' perceptions influence effectiveness evaluations through:
Leadership prototypes and the romance of leadership effect.
Extroversion and conscientiousness predict effective leadership.
Clear self-identity, positive self-evaluation as leaders.
Strong desire to lead and drive.
Achievement-oriented, inquisitive, and bold.
Consistency in actions and ethical decision-making.
Deep understanding of the organization’s environment.
Above average cognitive abilities to analyze complex situations.
Ability to recognize and regulate emotions in self and others.
Less critical when performance systems keep employees aligned; emphasizes potential skill variations among employees.
Similar task and people-oriented styles between male and female leaders.
Women often rated higher on emerging leadership styles despite stereotypes.