bba 352 organizational behavior department of business administration s.chan...
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BBA 352 Organizational Behavior
Department of Business Administration
[email protected] www.chuhai.edu.hk/charmaine
Lecture 8Contemporary Issues in Leadership
Lecture 8Contemporary Issues in Leadership
Chapter Learning ObjectivesChapter Learning Objectives After studying this chapter, you should be able to:
– Show how framing influences leadership effectiveness.– Define charismatic leadership and show how it influences
followers.– Contrast transformational with transactional leadership and discuss
how transformational leadership works.– Define authentic leadership and show why ethics and trust are vital
to effective leadership.– Identify the three types of trust.– Demonstrate the importance of mentoring, self-leadership, and
virtual leadership to our understanding of leadership.– Identify when leadership may not be necessary.– Explain how to find and create effective leaders.– Assess whether charismatic and transformational leadership
generalizes across cultures.
Inspirational Approaches to LeadershipInspirational Approaches to Leadership
The focus is leader as communicator Framing:
– A way of communicating that shapes meaning
– A way for leaders to influence how others see and understand events, including selecting and highlight one or more aspects of a subject while excluding others.
– Ignored in traditional leadership studies: the ability of the leader to inspire others to act beyond their immediate self-interests.
Two contemporary leadership theories: – Charismatic Leadership
– Transformational Leadership
Charismatic Leadership 魅力型領導Charismatic Leadership 魅力型領導 Originated from Charisma (Greek “gift”) Robert House’s Charismatic Leadership Theory:
– Followers make attributions of heroic or extraordinary leadership abilities when they observe certain behaviors
Four characteristics of charismatic leaders:– Have a vision –idealized goal that proposes a future better than the
status quo, and is able to clarify the importance of the vision which are understood to others;
– Are willing to take personal risks to achieve the vision, including high costs, engage in self-sacrifice to achieve vision;
– Are sensitive to follower needs– perceptive of others abilities and responsive to their needs and feeling;
– Exhibit behaviors that are out of the ordinary and unconventional;
Traits and personality are related to charisma People can be trained to exhibit charismatic behaviors
How Charismatic Leaders Influence FollowersHow Charismatic Leaders Influence Followers A four-step process:
1. Leader articulates an attractive vision
• Vision Statement: A formal, long-term strategy to attain goals
• Links past, present, and future
1. Leader communicates high performance expectations and confidence in follower ability
2. Leader conveys a new set of values by setting an example
3. Leader engages in emotion-inducing and often unconventional behavior to demonstrate convictions about the vision
Charismatic Leadership IssuesCharismatic Leadership Issues
Importance of vision– Must be inspirational, value-centered, realizable, and given
with superior imagery and articulation
Charismatic effectiveness and situation– Charisma works best when:
• The follower’s task has an ideological component
• There is a lot of stress and uncertainty in the environment
• The leader is at the upper level of the organization
• Followers have low self-esteem and self-worth
Dark Side of Charisma– Ego-driven charismatic allow their self-interest and personal
goals to override the organization’s goals
Transactional & Transformational LeadershipTransactional & Transformational Leadership
Transactional Leaders比較交易領導– Leaders who guide or motivate their followers in the direction of
established goals by clarifying role and task requirements
Transformational Leaders轉型領導– Inspire followers to transcend their own self-interests for the good of
the organization; they can have a profound and extraordinary effect on followers
– Leaders pay attention to the concerns and developmental needs of individual followers, change followers awareness of issues by helping them to look at old problems in new ways, able to excite, arouse and inspire followers to put extra efforts to achieve group goals.
Not opposing, but complementary approaches to leadership– Great transformational leaders must also be transactional; only one
type is not enough for success
Characteristics of the Two Types of LeadersCharacteristics of the Two Types of Leaders
Transactional Contingent Reward:
– Contracts exchange of rewards for effort, promises rewards for good performance, recognizes accomplishments
Management by Exception:– Active: Watches and searches
for deviations from rules and standards, takes corrective action
– Passive: Intervenes only if standards are not met
Laissez-Faire: – Abdicates responsibilities,
avoids making decisions
Transformational
Idealized Influence: – Provides vision and sense of
mission, instills pride, gains respect and trust
Inspiration:– Communicates high expectations,
uses symbols to focus efforts, expresses important issues simply
Intellectual Stimulation:– Promotes intelligence, rationality,
and problem solving Individualized Consideration:
– Gives personal attention, coaches, advises
Issues with Transformational LeadershipIssues with Transformational Leadership
Basis for Action:– Transformational leadership works by encouraging followers to be
more innovative and creative and by providing ambitious goals
Evaluation Based on the Research:– This theory does show high correlations with desired outcomes
– This style of leadership can be taught
Transformational vs. Charismatic Leadership:– Similar concepts, but transformational leadership may be considered
a broader concept than charisma.
– Instrument-based testing shows the measures to be roughly equivalent
Authentic Leadership: Ethics and TrustAuthentic Leadership: Ethics and Trust
Authentic Leaders:– Ethical people who know who they are, know what they
believe in and value, and act on those values and beliefs openly and candidly
– Primary quality is trust
Build trust by:– Sharing information
– Encouraging open communication
– Sticking to their ideals
Still a new topic; needs more research
Ethics, Trust, and LeadershipEthics, Trust, and Leadership
Ethics touch on many leadership styles– As the moral leaders of organizations, CEOs must
demonstrate high ethical standards
– Socialized charismatic leadership: leaders who model ethical behaviors
Trust:– The positive expectation that another person will not act
opportunistically
– Composed of a blend of familiarity and willingness to take a risk
– Five key dimensions: integrity, competence, consistency, loyalty, and openness
Five Key Dimensions of TrustFive Key Dimensions of Trust Integrity
– Honesty and truthfulness Competence
– An individual’s technical and interpersonal knowledge and skills
Consistency– An individual’s reliability, predictability, and good
judgment in handling situations Loyalty
– The willingness to protect and save face for another person
Openness– Reliance on the person to give you the full truth
Basic Principles of TrustBasic Principles of Trust
Mistrust drives out trust
Trust begets trust
Trust can be regained
Mistrusting groups self-destruct
Mistrust generally reduces productivity
13-13
Contemporary Leadership Roles: MentoringContemporary Leadership Roles: Mentoring
Mentor:– A senior employee who sponsors and supports a less-experienced
employee (a protégé)
– Good teachers present ideas clearly, listen, and empathize
– Two functions: • Career
– Coaching, assisting, sponsoring
• Psychosocial
– Counseling, sharing, acting as a role model
– Can be formal or informal
– Mentors tend to select protégés who are similar to them in background: may restrict minorities and women
Contemporary Leadership Roles: Self-LeadershipContemporary Leadership Roles: Self-Leadership
Self-Leadership– A set of processes through which individuals
control their own behavior
– Effective leaders (superleaders) help followers to lead themselves
– Important in self-managed teams
To engage in self-leadership:1. Make a mental chart of your peers and
colleagues
2. Focus on influence and not on control
3. Create opportunities; do not wait for them
Contemporary Leadership Roles: Online LeadershipContemporary Leadership Roles: Online Leadership
Leadership at a Distance: Building Trust
– The lack of face-to-face contact in electronic communications removes the nonverbal cues that support verbal interactions.
– There is no supporting context to assist the receiver with interpretation of an electronic communication.
– The structure and tone of electronic messages can strongly affect the response of receivers.
– An individual’s verbal and written communications may not follow the same style.
– Writing skills will likely become an extension of interpersonal skills.
Finding and Creating Effective LeadersFinding and Creating Effective Leaders Selection
– Review specific requirements for the job– Use tests that identify personal traits associated with
leadership, measure self-monitoring, and assess emotional intelligence
– Conduct personal interviews to determine candidate’s fit with the job
– Keep a list of potential candidates Training
– Recognize that all people are not equally trainable– Teach skills that are necessary for employees to become
effective leaders– Provide behavioral training to increase the development
potential of nascent charismatic employees
Global ImplicationsGlobal Implications
Certain types of leadership behaviors work better in some cultures than in others
Charismatic/Transformational Leadership– Seems to work across cultures
– May be an “universal” aspect of leadership in its focus on:• Vision and foresight
• Providing encouragement
• Trustworthiness
• Dynamic, positive, and proactive traits
Globalization may be the cause of these common concerns – we may be able to train a “universal” manager, if that person is culturally sensitive!
Summary and Managerial ImplicationsSummary and Managerial Implications
Companies are looking for transformational leaders – even if they only “look the part”
Transformational style crosses borders reasonably well
Effective managers must build trust with those they lead
Leadership selection and training are important to long-term success