Coach KnightOrganizational Behavior

Tom CharleyChih-ho KungNapapan “Nooney Looney” NilasriPat McIlwainJoey NachinsonSanjay Rathore

Coach Knight

Background

Leadership Style

Motivational Concepts

Comparisons

Corporate Fit

Ends / Means

Executive Summary

Coach KnightBackground

Accomplishments:

Most career NCAA Division I men's college basketball victories

3 NCAA championships

Last undefeated team

6 x Big Ten Coach of the Year

Coach KnightBackground

Controversies:

1985 - Throws a chair cross court

1997 - Video of Knight choking a player

2000 - Fired for violation a “Zero tolerance” policy at Indiana

Various foul-mouthed tirades

Coach KnightBackground

Coaching Legacy:

Mike Krzyzewski - Head Coach, Duke University

Isiah Thomas - Indiana Pacers, New York Knicks

Pat Knight - Head Coach, Texas Tech, former Bob Knight kick victim

Coach Knight

Video clip: Bobby Knight in action

Sights & Sounds

Coach KnightSights & Sounds

Coach KnightMachiavellian?

Should a leader be loved or feared? Which was Knight?

Do the ends justify the means?

Would he have been as successful with another style?

Could he have adapted?

Coach KnightOB vs. Basketball?

Why is this case important?

What can we learn from an old, disgruntled basketball coach?

Leadership Style!

Coach Knight

Self Awareness(High)

Empathy(Low)

Social Skill(Low)

Self Regulation(Low)

Motivation(High)

Emotional Intelligence

Emotional Intelligence

Coach Knight

Type A vs. Type B personalities Competitive, aggressive, impatient

Experiences more stress for 2 reasons Create more stressors Appraise any event as a stressor

Individual Influences on Experiencing Stress

Coach Knight

Drive

Leadership Motivation - Socialized power motive - Personalized power motive

Integrity

Self confidence

Cognitive ability

Knowledge with the domain

Leadership Traits

High

High

High

High

Medium

Medium

Coach Knight

Job-centered (authoritarian)

Employee

Leader

Employee

Leader

Employee

Leader

Authoritarian Participative Delegative

Leadership Styles

Employee-centered (participative/delegative)

Coach Knight

Leader – Member Relationship

(medium)

Position Power(High)

Task Structure(High)

Situational Characteristics

Coach Knight

Path-Goal Leadership

“Kids will be satisfied with what you tolerate. If a coach tolerates mistakes, kids will be satisfied with mistakes.”

Leadership Theory

Coach Knight

Directive Leader– “Follow our rules, do exactly what we tell

you and you will not lose.” Motivational style– Negative Reinforcement

Punishment

Leadership Style

Coach Knight

Approval motivation(Low)

Achievement motivation

(High)

Locus of control(High)

Authoritarianism(High)

Self-monitoring(High)

Cognitive & Motivational Concept

Coach Knight

Pros: Disciplined Identical ideology

established Fair Reward and

Punishment system Standard operating

procedure

Cons: Less flexibility Limitations &

Restrictions Hierarchy Less emotion

toward the controversial issues

Less efficient

The Effects on Companies

Coach Knight

Jobs less likely to accept this kind of leadership or management:

Service Organizations– Doctors– Auditors– Financial analysts

Idea Development Ind.– Producers – Fashion Designers

The Effects on Companies

Coach Knight

What reactions might they have ???

The Effects on Companies

Coach Knight

Jobs or Companies need this person or system:

Less Skillful– Manufacturing product line

Standard Operating Procedure Order-oriented– Military

The Effects on Companies

Coach Knight

1. University of Michigan Studies2. The Managerial Grid3. Fielder’s Contingency Theory of Leadership

Least Preferred Co-worker (LPC) Method Contingency Model of Leadership Effectiveness

4. Path Goal Leadership Theory Interaction of Leader Behavior and Situation

How do we evaluate Leadership? How does Coach Knight compare to Howard Shultz and even Coach K?

Leadership Evaluation Tools

Coach Knight

Job Centered Leadership Tight-knit supervision;

similar to Micro-managing Punitive style behavior Punishment involved

Caters to subordinate’s needs and desires

Focus on building interpersonal relationship

Delegates authority to subordinates

Employee Centered Leadership

Vs.

Job -CenteredBehavior emphasizes employee tasks and the methods used to accomplish them

Employee-CenteredBehavior emphasizes employees’ personal needs and the development of interpersonal relationships

Consideration Factor – Friendliness, build trust/respect, strong relationships

University of Michigan Study

Schultz

Knight

Coach Knight

Coach Knight: Produce or Perish (9,1)

Authoritarian or Compliance LeaderTask oriented manager is autocratic

High concern for production and low concern for people

Pressures through rules and use of punishment to motivate and achieve goals

Results: High output achievable in short period, but at cost of high labor turnover

Managerial Grid Comparisons

Howard Shultz: Team Style (9,9)

Motivation through strong intrapersonal relationships, family type environment

High concern for both production people

Encourages team work and commitment among subordinates, power is delegated

Results: Team environment in which motivation is based on trust and respect, leading to a high degree of satisfaction

Coach Knight

Howard Shultz

Coach Knight

Theory describes the effectiveness of a leader depends on the interaction of his style of behavior with certain aspects of the situation.

Fiedler “A leader’s behavior is based on their motivational needs”

Interpersonal Relationship Needs & Task-Achievement Needs

Example of questions on LPC questionnaire

Least Preferred Co-worker Model Aims to gauge leadership style in terms of how task or relationship

oriented a leader is Leaders “imagine” their least desirable subordinate Then rate this person numerically according the adjective

Negative TermsLow RatingsLow LPC Score

Task-oriented Leader

Positive TermsHigh RatingsHigh LPC Score

Relationship-oriented Leader

Fiedler’s Contingency Theory of Leadership

Coach Knight

Coach KnightLow LPC ScoreTask-oriented leader

Greatest satisfaction from the successful performance of a task/assignment

When pressured, work harder than previously Demand greater member participation Make negatively natured comments more often

Howard ShultzHigh LPC ScoreRelationship-oriented leader

Interpersonal relationships needs carry the most importance

Leader makes social adjustments (tolerance) Able to clearly separate task and social aspects of

people

LPC Analysis

Coach Knight

Situational Characteristics Recap

Coach Knight Howard SchultzLow LPC

High Task Structure

Poor Leader-Member Relations

Strong Leader Position

Poor Task Structure

High LPC

Good Leader-Member Relations

Strong Leader Position

Fiedler’s Contingency Theory of Leadership

Coach Knight

Situational FactorsEffective Leader

BehaviorsSubordinates Characteristics Characteristics of the work environment

High Need for affiliation SupportiveHigh Need for security Directive

Internal focus of control ParticipativeExternal focus of control Directive

Structured Task Directive Unstructred Task Supportive

High growth need strength Complex Task Participative Achievement oriented

Low growth need strength Complex Task DirectiveHigh growth need strength Simple Task SupportiveLow growth need strength Simple Task Supportive

Low willingness to leave, less anxiety and high satisfaction

High role clarity and low role conflict

Upward influencing and contingent

Leader Behavior & Situational Factors

Coach Knight

Directive - Guidelines, setting goals, control behavior

Supportive - Friendliness, concern for subordinates

Achievement oriented - Setting goals Participative - Sharing information, consulting Upward influencing - Good rapport with

superiors

Path-Goal Theory

Coach KnightEnds / Means

In his own words:

“I’ve always thought that if there’s ever an occasion for a song to be played on my behalf, I wanted it to be Frank Sinatra singing ‘My Way.’”

In our words:

The times changed, but Coach Knight didn’t.

Coach KnightEnds / Means

Do the ends justify the means?

Indiana Texas Tech

?Questions