chapter 11 - leadership Flashcards
what is leadership?
the ability to influence a group toward the achievement of a vision or set of goals
- source of influence may be informal
what is non sanctioned leadership
the ability to influence that arises outside the formal structure of the organization
Trait-based model of leadership
the belief that certain individuals are born leaders and these people will always perform better in leadership roles
what is the most predictive trait of leadership
extraversion
- relates more to how they emerge than to the effectiveness
what traits predict leadership effectiveness?
conscientiousness and openness
what are the 2 dimensions that account for effective leadership behavior?
initiating structure and consideration
What is initiating structure?
the extent to which a leader is likely to define and construct their role and those of employees in the search for goal attainment
- task oriented
- organize relationships
What is consideration?
the extent to which a person’s job relationships are characterized by mutual trust, respect for employees’ ideas, and regard for their feelings
- friendly and approachable
employee-oriented leader
emphasizes interpersonal relationships by taking a personal interest in employees needs and accepting individual differences
production oriented leader
emphasizes technical or task aspects of jobs, focusing on accomplishing the group’s tasks
What is the fiedler contingency model?
proposes that effective group performance depends on the proper match between the leader’s style and the degree to which the situation gives the leader control
3 Contingency dimensions to assess the situation
- leader member relations
- task structure
- position power
leader member relations
the degree of confidence, trust, and respect members have in their leader
task structure
the degree to which the job assignments are proceduralized (structured vs unstructured)
position power
the degree of influence a leader has over power variables such as hiring, firing, discipline, promotions, and salary increases
situational leadership theory
focuses on the followers
successful leadership depends on selecting the right leadership style contingent on the followers readiness
Outcome if followers are unable and unwilling
leader needs to give clear and specific directions
Followers are unable but willing
leaders needs to display high task orientation to compensate for lack of skill
if followers are able but unwilling
leader needs to use a supportive and participative style
Path goal theory
suggests its the leaders job to provide followers with information, support, or other resources necessary to achieve goals
- extracts elements from initiating structure and consideration, and the expectancy theory of motivation
What are the leadership style that path goal theory predicts?
directive leadership
achievement oriented leadership
participative leadership
supportive leadership
directive leadership
yields the greatest level of satisfaction when tasks are ambiguous as opposed to when they are highly structured and well laid out
-best with inexperienced employees and people who are not experts on the work tasks
achievement oriented leadership
focuses on end goals
yields high satisfaction when tasks are clear and the workers are experts
participative leadership
valued when tasks are ambiguous and workers have mid to high levels of expertise (they good insights but still need some guidance)
supportive leadership
results in high performance and satisfaction when employees are performing structured tasks that involve high levels of negative emotion, frustration, or stress (nurse)
leader member exchange theory
takes the concept of the importance of followers further, highlighting that individual followers may not all have same relationship with given leader
charismatic leadership style
followers attribute heroic or extraordinary leadership abilities when they observe certain behaviours and tend to give these leaders power
- charismatic leaders have a vision, are willing to take personal risks to achieve that vision, sensitive
how do charismatic leaders influence followers?
by articulating an appealing VISION
what are colluders
ambitious people with negative world views who follow corrupt leader’s solely for personal gain
transactional leadership
guide their followers toward established goals by clarifying role and task requirements
- create structure and make sure needed resource are available
transformational leadership
focus more on emotion than structure and inspire followers to transcend their self-interest for the good of the organization
differences between charismatic and transformational
charismatic leaders inspire through the power of personality
transformational leaders inspire by creating a common vision and sense of shared power and ability to implement change
management by exception
transactional
leaders primarily put out fires when there are crisis exceptions to normal operating procedures
contingent reward leadership
transactional
predetermined rewards are given for employee efforts, wont get employees to go above and beyond
laissez faire
transactional
to do nothing
THE FOUR I’s
transformational
individualized consideration
intellectual stimulation
inspirational motivation
idealized influence
authentic leadership
focuses on the moral aspects of being a leader
they know who they are, know what they believe, and act on those values and beliefs openly and candidly
ethical
trust
open communication
servant leadership
going beyond the leaders own self interest and focus on opportunities to help followers grow and develop
dont use power
emphasize persuasion
well being of followers
3 components of trust
in order to trust someone, you must believe that they:
- are competent
- are benevolent
- have integrity
advantages of trust
encourages risk taking
facilitates information sharing
groups are more effective
enhances productivity
substitutes
attributes, such as experience and training, that can replace the need for leadership behaviour
neutralizers
attributes that make it impossible for leader behaviour to make any difference to follower outcomes
selecting leaders
review knowledge, skills and abilities needed to do job effectively
personality tests
emotional intelligence
experience is poor predictor
training leaders
easier with high self monitors
teach trust building
behavioural training
mentoring
developing own leadership skills
start with self assessment
read books
ted talks
expose to different perspectives
be honest
how to be an effective follower
respectful relationships
offer insight
challenge superiors when appropriate
know leader well
be positive
offer opinions in private
