chapter 14 leadership
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MGMT Chuck Williams. Chapter 14 Leadership. Designed & Prepared by B-books, Ltd. What Is Leadership?. After reading these sections, you should be able to:. explain what leadership is. describe who leaders are and what effective leaders do. Leadership. - PowerPoint PPT PresentationTRANSCRIPT
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Chapter 14Leadership
Designed & Prepared byB-books, Ltd.
MGMT
Chuck Williams
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What Is Leadership?
After reading these sections, you should be able to:
1. explain what leadership is.
2. describe who leaders are and what effectiveleaders do.
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Leadership
Differencesbetween
Leaders andManagers
Differencesbetween
Leaders andManagers
Substitutesfor
Leadership
Substitutesfor
Leadership
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Leaders versus Managers
MANAGERS
Do things rightStatus quoShort-term
MeansBuilders
Problem solving
MANAGERS
Do things rightStatus quoShort-term
MeansBuilders
Problem solving
LEADERS
Do the right thingChange
Long-termEnds
ArchitectsInspiring & motivating
LEADERS
Do the right thingChange
Long-termEnds
ArchitectsInspiring & motivating
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Leaders versus Managers
American organizations (and probably those in much of the rest of the industrialized world) are under led
and over managed. They do not pay enoughattention to doing the right thing, while theypay too much attention to doing things right.
- Warren Bennis
American organizations (and probably those in much of the rest of the industrialized world) are under led
and over managed. They do not pay enoughattention to doing the right thing, while theypay too much attention to doing things right.
- Warren Bennis
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Substitutes for Leadership
• Leadership substitutes – subordinate, task, or organizational characteristics
that make leaders redundant or unnecessary
• Leadership neutralizers– subordinate, task, or organizational characteristics
that interfere with a leader’s actions
• Leaders don’t always matter– Poor leadership is not the cause of every
organizational crisis
Beyond the Book
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Leadership Substitutes and Neutralizers
Characteristic People-RelatedLeadership Behaviors
Task-RelatedLeadership Behaviors
Subordinate Characteristics Ability, experience, training, knowledge Need for independence Professional orientation Indifference toward organizational rewards
NeutralizeNeutralizeSubstitute, NeutralizeNeutralize
Substitute, NeutralizeNeutralizeSubstitute, NeutralizeNeutralize
Task Characteristics Unambiguous and routine tasks Performance feedback provided by the
work itself Intrinsically satisfying work
No effectNo effect
Substitute, Neutralize
Substitute, NeutralizeSubstitute, Neutralize
Neutralize
Organizational Characteristics Formalization, meaning specific plans,
goals, and areas of responsibility Inflexibility, meaning rigid, unbending rules
and procedures Highly specified staff functions Cohesive work groups Organizational rewards beyond a leader's
control Spatial distance between supervisors and
subordinates
No effect
No effect
No effectSubstitute, NeutralizeNeutralize
Neutralize
Neutralize
Neutralize
NeutralizeSubstitute, NeutralizeNeutralize
Neutralize
Beyond the Book
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Who Leaders Are and What Leaders Do
Leadership Traits
Leadership Traits
LeadershipBehavior
LeadershipBehavior
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Biz Flix: U-571
Take Two Video
Click
Beyond the Book
Are the traits or behaviors depicted in the clip right for this situation? Why or why not?
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Leadership Behaviors
Initiating Structure
The degree to which a leader structures the roles of followers by setting goals, giving directions, setting deadlines, and assigning tasks.
Consideration
The extent to which a leader is friendly, approachable, and supportive and shows concern for employees.
2.22.2
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Blake/Moulton Leadership Grid
1,91,9 Country Club Country Club ManagementManagement
9,9 9,9 Team Team ManagementManagement
1,11,1Impoverished Impoverished ManagementManagement 9,19,1
Authority-Authority-ComplianceCompliance
5,55,5Middle of theMiddle of the
RoadRoad5,55,5
1 2 3 4 5 6 7 8 91
2
3
4
5
6
7
8
9C
on
cern
fo
r P
eop
le
Concern for Production
High
Low
Low High2.22.2
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Situational Approaches to Leadership
After reading these sections, you should be able to:
3. explain Fiedler’s contingency theory.
4. describe how path-goal theory works.
5. explain the normative decision theory.
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Putting Leaders in the Right Situation:Fiedler’s Contingency Theory
GroupPerformance
GroupPerformance =
LeadershipStyle
LeadershipStyle
SituationalFavorableness
SituationalFavorableness
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Putting Leaders in the Right Situation:Fiedler’s Contingency Theory
Least Preferred CoworkerLeast Preferred Coworker
Situational FavorablenessSituational Favorableness
Matching Leadership Stylesto Situations
Matching Leadership Stylesto Situations
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Leadership Style:Least Preferred Coworker
• Leadership style is the way a leader generally behaves toward followers– seen as stable and difficult to change
• Style is measured by the Least Preferred Co-worker scale (LPC)– relationship-oriented– task-oriented
3.13.1
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Leadership Style:Least Preferred Coworker Scale
3.13.1
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Situational Favorableness
Situational Favorableness
The degree to which a particular situation either permits or denies a leader the chance to influence the behavior of group members.
Three factors: Leader-member relations Task structure Position power
3.23.2
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Situational Favorableness
3.23.2
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Matching Leadership Styles to Situations
3.33.3
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WellPoint CEO Adopts New Leadership Style
Source: V. Fuhrmans and C. Hymowitz, “WellPoint’s CEO Takes the Reins, Facing Challenge,” The Wall Street Journal, 6 June 2007, B1.
Beyond the Book
• The new WellPoint CEO Angela Braly had to manage the dismissal of finance chief David Colby, who violated company policy.
•Braly has taken a different approach to messy executive dismissals such as this by being open and up front about what occurred in order to quell rumors.
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Path-Goal TheoryPath-Goal Theory
A leadership theory that states that leaders can increase subordinate satisfaction and performance by clarifying and clearing the paths to goals and by increasing the number and kinds of rewards available for goal attainment.
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Basic Assumptions of Path-Goal Theory
Clarify paths to goalsClarify paths to goals
Clear paths to goals by solving problems and removing roadblocks
Clear paths to goals by solving problems and removing roadblocks
Increase the number and kinds of rewardsavailable for goal attainment
Increase the number and kinds of rewardsavailable for goal attainment
Do things that satisfy followers today or will lead to future rewards or satisfaction
Do things that satisfy followers today or will lead to future rewards or satisfaction
Offer followers something unique and valuablebeyond what they’re experiencing
Offer followers something unique and valuablebeyond what they’re experiencing
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Path-Goal TheorySubordinate Contingencies•Perceived Ability•Locus of Control•Experience
Subordinate Contingencies•Perceived Ability•Locus of Control•Experience
Environmental Contingencies•Task Structure•Formal Authority System•Primary Work Group
Environmental Contingencies•Task Structure•Formal Authority System•Primary Work Group
Outcomes•Subordinate satisfaction•Subordinate performance
Outcomes•Subordinate satisfaction•Subordinate performance
Leadership Styles•Directive•Supportive•Participative•Achievement-Oriented
Leadership Styles•Directive•Supportive•Participative•Achievement-Oriented
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Adapting Leader Behavior:Path-Goal Theory
LeadershipStyles
LeadershipStyles
Subordinateand
EnvironmentalContingencies
Subordinateand
EnvironmentalContingencies
OutcomesOutcomes
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Leadership Styles• Directive
– clarifying expectations and guidelines
• Supportive– being friendly and approachable
• Participative– allowing input on decisions
• Achievement-Oriented– setting challenging goals
4.14.1
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Sue Nokes’ LeadershipStyle Translates into Customer
Satisfaction
• Sue Nokes, in charge of sales and customer service at T-Mobile, is charged with making sure customers are happy with their service.
• She does this by making sure customer service reps at T-Mobile call centers are happy at their jobs. Happy, motivated employees will, in turn, serve customers better.
• Some of her techniques: showing up at local call centers to support employees, listening to employee complaints and wishes, creating freedom for employees to give honest feedback.
Source: J. Reingold, “You Got Served,” Fortune, 1 October 2007, 55-58.
Beyond the Book
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Subordinate and Environmental Contingencies
Perceived ability
Locus of control
Experience
Perceived ability
Locus of control
Experience
Subordinate Environmental
Task structure
Formal authority system
Primary work group
4.24.2
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Path Goal Theory:When to Use Leadership Styles
Directive Leadership Supportive Leadership Unstructured tasks Inexperienced workers Workers with low perceived ability Workers with external locus of
control Unclear formal authority system
Structured, simple, repetitive tasks
Stressful, frustrating tasks When workers lack confidence Clear formal authority system
Participative Leadership Achievement-Oriented Leadership Experienced workers Workers with high perceived ability Workers with internal locus of
control Workers not satisfied with rewards Complex tasks
Unchallenging tasks
Directive Leadership Supportive Leadership Unstructured tasks Inexperienced workers Workers with low perceived ability Workers with external locus of
control Unclear formal authority system
Structured, simple, repetitive tasks
Stressful, frustrating tasks When workers lack confidence Clear formal authority system
Participative Leadership Achievement-Oriented Leadership Experienced workers Workers with high perceived ability Workers with internal locus of
control Workers not satisfied with rewards Complex tasks
Unchallenging tasks
4.24.2
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Adapting Leadership Behavior
WorkerReadiness
WorkerReadiness
LeadershipStyles
LeadershipStyles
Hersey and Blanchard’s Situational Leadership Theory
Beyond the Book
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Worker Readiness
• The ability and willingness to take responsibility for directing one’s behavior at work
• Components of worker readiness:– Job readiness– Psychological readiness
Beyond the Book
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Worker Readiness
R4R4
R3R3
R2 R2
R1R1
confidentwilling able
confidentwilling able
insecurenot willingable
insecurenot willingable
confidentwilling not able
confidentwilling not able
insecure not able not willing
insecure not able not willing
Beyond the Book
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Leadership Styles
Telling(R1)
Telling(R1)
Selling(R2)
Selling(R2)
Participating(R3)
Participating(R3)
Delegating(R4)
Delegating(R4)
high task behaviorlow relationship behavior
high task behaviorlow relationship behavior
high task behaviorhigh relationship behavior
high task behaviorhigh relationship behavior
low task behaviorhigh relationship behavior
low task behaviorhigh relationship behavior
low task behaviorlow relationship behavior
low task behaviorlow relationship behavior
Beyond the Book
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Normative Decision Theory
DecisionStyles
DecisionStyles
Decision Quality and Acceptance
Decision Quality and Acceptance
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Decision Styles
Solve the problem yourself
Solve the problem yourself
Obtain information.Select a solutionyourself.
Obtain information.Select a solutionyourself.
Share problem,get ideas fromindividuals.Select asolution yourself.
Share problem,get ideas fromindividuals.Select asolution yourself.
AI AII CI
Share problemwith group,get ideas.Make decision,which may ormay not reflectinput.
Share problemwith group,get ideas.Make decision,which may ormay not reflectinput.
Share problemwith group.Together tryto reach a solution. Leader acts asfacilitator.
Share problemwith group.Together tryto reach a solution. Leader acts asfacilitator.
CII GII
Leader solves the problemor makes the decision
Leader accepts any decisionsupported by the entire group
5.15.1
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Outside Pressure on GMRestructuring
• Fall 2008 saw the Detroit-based auto industry looking to the U.S. government for a bailout to keep companies like General Motors from declaring bankruptcy.
• Along with a potential $15 billion package, government officials exerted outside pressure on GM to change its leadership, with some calling for the resignation of CEO Rick Wagoner.
• Change in leadership is common during retrenchment, whether pressed from inside or outside. The problem here? Failure of the industry to keep up with consumer preferences and innovate.
Source: J. D. Stoll and G. Hitt, “Outside Pressure Grows for GM to Oust Wagoner,” The Wall Street Journal, 8 December 2008. A16.
Beyond the Book
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Decision Quality and Acceptance
• Using the right amount of employee participation:– improves decision quality – improves acceptance
• Decision tree helps leader identify
optimal level of participation
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Quality RuleQuality Rule If the quality of the decision is important, then don't use an
autocratic decision style.
Leader Information RuleLeader Information Rule If the quality of the decision is important, and if the leader doesn't
have enough information to make the decision on his or her own, then don't use an autocratic decision style.
Subordinate Information RuleSubordinate Information Rule If the quality of the decision is important, and if the subordinates
don't have enough information to make the decision themselves, then don't use a group decision style.
Normative Theory Decision Rulesto Increase Decision Quality
5.25.2
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Normative Theory Decision Rulesto Increase Decision Quality
Goal Congruence RuleGoal Congruence Rule If the quality of the decision is important, and subordinates' goals are
different from the organization's goals, then don't use a group decision style.
Problem Structure RuleProblem Structure Rule If the quality of the decision is important, the leader doesn't have
enough information to make the decision on his or her own, and the problem is unstructured, then don't use an autocratic decision style.
5.25.2
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Normative Theory Decision Rulesto Increase Decision Acceptance
Commitment Probability RuleCommitment Probability Rule If having subordinates accept and commit to the decision is
important, then don't use an autocratic decision style
Subordinate Conflict RuleSubordinate Conflict Rule If having subordinates accept the decision is important and
critical to successful implementation, and if subordinates are likely to disagree or end up in conflict over the decision, then don't use an autocratic or consultative decision style
Commitment Requirement RuleCommitment Requirement Rule If having subordinates accept the decision is absolutely
required for successful implementation, and if subordinates share the organization's goals, then don't use an autocratic or consultative style5.25.2
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Strategic Leadership
After reading this section, you should be able to:
6. explain how visionary leadership (i.e., charismatic and transformational leadership) helps leaders achieve strategic leadership.
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Visionary Leadership
CharismaticLeadership
CharismaticLeadership
TransformationalLeadership
TransformationalLeadership
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Charismatic Leadership
• Creates an exceptionally strong relationship between leader and follower
• Charismatic leaders:– articulate a clear vision based on values– model values consistent with vision– communicate high performance expectations– display confidence in followers’ abilities
6.16.1
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Kinds of Charismatic Leaders• Ethical Charismatics
– provide developmental opportunities– are open to positive and negative feedback– recognize others’ contributions– share information– show concern for the interests of the group
• Unethical Charismatics– control and manipulate followers– do what is best for themselves– only want positive feedback– motivated by self-interest
6.16.1
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Ethical and Unethical Charismatic Leaders
Exercising Power Use power to serve others
Creating the vision Ask followers to help develop the vision
Communicating with followers
Engage in two-way communication
Accepting feedback Are open to feedback
Want followers to think and to question the status quo
Stimulating followers
Developing followers Focus on developing followers
Living by moral standards
Exhibit three virtues: courage, sense of fairness, integrity
Charismatic Leader Charismatic Leader BehaviorsBehaviors
Ethical CharismaticsEthical Charismatics
6.16.1
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Ethical and Unethical Charismatic Leaders
Charismatic Leader Charismatic Leader BehaviorsBehaviors
Unethical CharismaticsUnethical Charismatics
Exercising Power Use power to dominate others
Creating the vision Sole provider of vision
Communicating with followers
Engage in one-way communication, not open to input from others
Accepting feedback Prefer yes-men, punish candid feedback
Don’t want followers to think, prefer uncritical acceptance of own ideas
Stimulating followers
Developing followers Insensitive to followers’ needs
Living by moral standards
Follow standards only if they satisfy immediate self interests
6.16.1
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Reducing Risks of Unethical Charismatics
1. Have a clearly written code of conduct
2. Recruit, select, and promote managers with high ethical standards
3. Train leaders how to value, seek, and used diverse points of view
4. Celebrate and reward those who exhibit ethical behaviors
6.16.1
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Transformational Leadership
• Generates awareness and acceptance of group’s purpose and mission
• Gets followers to accomplish more than they intended or thought possible
6.26.2
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Components of Transformational Leadership
1. Charisma or idealized influence
2. Inspirational motivation
3. Intellectual stimulation
4. Individualized consideration
6.26.2
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The Mindset of a Growth Leader
• Growth leaders are people within a company who generate organic growth and create value for customers, sometimes in spite of formal company leadership.
• Growth leaders tend to view life as a journey. They not only embrace change but seek opportunities for it.
• They tend to see customers as people, manage risk by taking action, and place small bets quickly.
Source: S. D. Carr, J. M. Liedtka, R. Rosen, and R. E. Wiltbank, “In Search of Growth Leaders,” The Wall Street Journal, 7 July 2008, R4.
Beyond the Book