Leadership TheoriesLeaders move things forward

Study Questions• What is leadership and how does it differ

from management? -Trait Theories -Behavioral Theories

• What are situational contingency approaches to leadership

-Fiedlers Leadership Contingency theory -House’s Path –Goal Theory of

Leadership -Substitutes for Leadership

Study Questions• What are Attributional approaches to

leadership -Leadership Prototypes -What is implicit leadership? -Exaggeration of the Leadership

Difference• What are some emerging Leadership

perspectives and why are they especially important in today’s organization?

-What are charismatic/transformational perspectives?

-Leadership in self managing work teams -Emerging Leadership issuesWhat Is Leadership?What is leadership and how does it differ from management?• Role of management is to promote

stability or to enable the organization to run smoothly

• Role of leadership is to promote adaptive or useful changes

What is leadership and how does it differ from management?• Leadership

– process of influencing others to understand and agree about what needs to be done and how to do it, and the process of facilitating

individual and collective efforts to accomplish shared efforts

– Formal leadership– Informal leadership

What is leadership and how does it differ from management?• Formal leadership

– exerted by persons appointed to or elected to positions of formal authority in organizations

• Informal leadership – exerted by persons who become

influential because they have special skills that meet the resource needs of others

What is leadership and how does it differ from management?• Approaches to leadership

– Trait and behavioral theory perspectives

– Attributional and symbolic perspectives

– Transformational and charismatic

perspectivesWhat is leadership and how does it differ from management?Trait Theories• Trait perspectives

– assume that traits play a central role in differentiating between leaders and non-leaders or in predicting leader or organizational outcomes.

Traits with positive implications for successful leadership Trait TheoriesWhat is leadership and how does it differ from management?• Behavioral theories

– assumes that leadership is central to performance and other outcomes

– Focuses on leader behaviors rather than traits

Behavioral TheoriesWhat is leadership and how does it differ from management? Two classic research programs at the

university of Michigan and Ohio state University-provides useful insights into leadership behaviors

• Michigan leadership studies Two basic forms of leader behavior

– Employee-centered supervisors• Place strong emphasis on

subordinate’s welfare(human relation oriented)

– Production-centered supervisors• Place strong emphasis on getting

the work done(task oriented)What is leadership and how does it differ from management?Ohio State leadership studies• Research identified two dimensions

similar to Michigan studies– Consideration

• Sensitive to people’s feelings and making things pleasant for the followers(socioemotional leadership)

– Initiating structure

• Concerned with spelling out the task requirements and clarifying other aspects of the work agenda (task leadership)

Ohio State StudiesWhat is leadership and how does it differ from management?• Leadership Grid

– Developed by Robert Blake and Jane Mouton

– Built on dual emphasis of consideration and initiating structure

– A 9 x 9 Grid (matrix) reflecting levels of concern for people and concern for task

The Managerial Grid(Blake and Mouton)

What is leadership and how does it differ from management?• Leader-Member Exchange (LMX)

theory– Focuses on the quality of the working

relationship between leaders and

followers– LMX dimensions determine followers’

membership in leader’s “in group” or “out group”

Leader–Member Exchange TheoryWhat is leadership and how does it differ from management?Leader-Member Exchange (LMX) theory-

contd• The more personalized in group

exchanges typically involve a leader’s emphasis on assignments to interesting tasks, delegation of important responsibilities, information sharing, participation in leaders decisions

• special benefits-personal support-approval and favorable work schedule

What is leadership and how does it differ from management?Leader-Member Exchange (LMX) theory-

contd

• Research suggests that high –quality LMX is associated with increased follower satisfaction and productivity

• Decreased turnover, increased salaries, faster promotion

• What happens when there is too much disparity in the treatment of in group and out group?

• Will out group become resentful and sabotage team efforts?

What are situational contingency approaches to leadership?• Trait and behavioral perspective assume-

leadership by itself would impact outcomes

• Another development in leadership thinking-

• Leader traits and behaviors can act in conjunction with situational contingencies-other important aspects of the leadership situation –to predict

outcomes

• House and Aditya argue that the effects of leader traits are enhanced by their relevance to situational contingencies-(example achievement motivation for challenging tasks that require initiative and require assumption of personal responsibility for success)

What are situational contingency approaches to leadership?• Leader flexibility should be most

predictive in unstable environments or when leaders lead different people over time

• Prosocial power motivation –most important in complex organizations where decision implementation requires lots of persuasion and social influence

• Strong or weak situations also make a difference (example of a highly formal

organization with lots of rules ,procedures-here traits have less impact than in a weaker ,more unstructured situation)-e.g cant show my dynamism when organization restricts me

What are situational contingency approaches to leadership?• Traits sometimes have a direct

relationship to outcomes or to leaders versus non leaders

• They may also make themselves felt by influencing leader behaviors (example -a leader high in energy engages in directive ,take –charge behavior)

What are situational contingency approaches to leadership?• Fiedler’s contingency model• Fred Fiedler’s work began the situational

contingency era in the mid 1960’s• The theory holds that group

effectiveness depends on an appropriate match between a leader’s style(trait measure)and the demands of the situation

• Fiedler consists:-– Situational control - The extent to

which a leader can determine what his or her group is going to do as well as the outcomes of the group’s actions and decisions.

What are situational contingency approaches to leadership?Fiedler uses an instrument called:-• Least preferred co-worker (LPC) scale

– measure of a person’s leadership style based on a description of the person with whom respondents have been able to work least well

– Unfriendly--------------------------------------Friendly

1 8(relationship motivated style)

– Pleasant----------------------------------

Unpleasant 1

8(Task motivated style)Summary of Fiedler’s situational variables and their preferred leadership stylesWhat are situational contingency approaches to leadership?• Fiedler’s situational control variables

– Leader-member relations (good/poor)—membership support for the leader

– Task structure (high/low)—spelling out the leader’s task goals, procedures, and guidelines in the group

– Position power (strong/weak)—the leader’s task expertise and reward or punishment authority

What are situational contingency approaches to leadership?Fiedler’s cognitive resource theory• Cognitives are abilities or competencies

– A leader’s use of directive or nondirective behavior depends on the

following situational contingencies:-• The leader’s or subordinate group

members’ ability or competency• Stress• Experience• Group support of the leaderApplication of the theory-developed

leader match training (leaders are trained to diagnose the situation to match their high and low LPC scores with situational control

What are situational contingency approaches to leadership?• House’s path-goal theory of

leadership• Developed by Robert House based on

earlier work of others• Has roots in the expectancy model of

motivation– assumes that a leader’s key function

is to adjust his or her behaviors to complement situational contingencies.

– “Path goal” is used because of its

emphasis on how a leader influences subordinates perceptions both work goals and personal goals and the links, or paths, found between these two sets of goals

Summary of path goal relationships in House’s leadership approachWhat are situational contingency approaches to leadership?• Directive leadership

– spells out the what and how of subordinates’ tasks

• Supportive leadership – focuses on subordinate needs, well-

being, and promotion of a friendly work climate.

What are situational contingency approaches to leadership?• Achievement oriented leadership

– emphasizes setting challenging goals,

stressing excellence in performance and showing confidence in people’s ability to achieve high standards of performance.

What are situational contingency approaches to leadership?• Participative leadership

– focuses on consulting with subordinates and seeking and taking their suggestions into account before making decisions.

Paul Hersey &Kenneth Blanchards Substitute for leadership(Examples of leadership substitutes and neutralization)What are situational contingency approaches to leadership?• Substitutes for leadership

– make a leader’s influence either unnecessary or redundant in that they

replace a leader’s influence• Romance of leadership

– is where people attribute romantic, almost magical, qualities to leadership

What is implicit leadership?• Inference-based

– Emphasizes leadership effectiveness as inferred by perceived group/organizational performance outcomes

What is implicit leadership?• Recognition-based

– is leadership effectiveness based on how well a person fits characteristics of a good or effective leader

What are charismatic/transformational perspectives?• Charismatic leaders

– Leaders who by force of their personal abilities, are capable of having a profound and extraordinary effect on

followersWhat are charismatic/transformational perspectives?Conger and Kanungo’s three-stage

charismatic leadership modelStage 1: the leader critically evaluates

the status quoStage 2: the leader formulates and

articulates future goals and a idealized future vision.

Stage 3: the leader shows how the goals and vision can be achieved.

Characteristics of distant and close up charismaticsWhat are charismatic/transformational perspectives?• Transactional leadership

– Involves leader-follower exchanges necessary for achieving routine performance that is agreed upon by leaders and followers

What are charismatic/transformational

perspectives?• Leader-follower exchanges involve:

– Use of contingent rewards.– Active management by exception.– Passive management by exception.– Abdicating responsibilities and

avoiding decisions.What are charismatic/transformational perspectives?• Transformational leadership

– Leaders broaden and elevate followers’ interests, generate awareness and acceptance of the group’s mission, and stir followers to look beyond self-interests

What are charismatic/transformational perspectives?• Dimensions of transformational

leadership– Charisma– Inspiration– Intellectual stimulation– Individualized consideration

What are charismatic/transformational perspectives?Can people be trained in the new

leadership?– People can be trained to adopt new

leadership approaches.– Leaders can devise improvement

programs to address their weaknesses and work with trainers to develop their leadership skills.

– Leaders can be trained in charismatic skills.

What are charismatic/transformational perspectives?Is new leadership always good?

– Not always good– Dark-side charismatics can have

negative effects on followers– Not always needed