ob - leadership
DESCRIPTION
Based in part on the Organizational Behavior text by Krietner & Kinicki (2009).TRANSCRIPT
Krietner/Kinicki, 2009
LeadershipBUSA 220
Professor Wallace
Krietner/Kinicki, 2009
Definitions
“Leadership is the inspiration and mobilization of others to
undertake collective action in pursuit of the common good.”
Crosby & Bryson, 2005
“Leaders’ influence will turn on their own qualities of
character, expertise, prestige, intelligence, charm and
credibility, but these will have little impact unless they
engage the relevant needs and motivations of the persons
being influenced.
James McGregor Burns, 1978
Krietner/Kinicki, 2009
Studying Leadership
• Trait approaches
• Behavioral approaches
• Contingency approaches
• Transformational Approaches
• Emerging Approaches
Krietner/Kinicki, 2009
Not the Same Thing!Leadership
• Influencing and changing behavior.
• Inspiring a vision
• Manage people
• Understanding power & influence
• Putting people first!
• Acting decisively
Management• Stewardship and
accountability
• Executing plans
• Managing resources
• Planning, controlling
• Putting customers first
• Acting responsibly
Krietner/Kinicki, 2009
Leadership vs. Management
Krietner/Kinicki, 2009
Intersection of High Performance
Leaders who also manage,
or
Managers who also lead
• Inspire & Motivate
• Manage People• Are Decisive• Create a Vision
Leaders Managers• Are Accountable• Execute• Manage Resources• Plan, organize, direct,
control
Krietner/Kinicki, 2009
Leadership Traits
• “Great Man” approach– Attempt to identify relatively stable,
enduring dispositional attributes that leaders possess
• Implicit Leadership Theory– Beliefs about how leaders should
behave and should do for their followers
• Emotional Intelligence– Ability to manage oneself and one’s
relationships in mature and
constructive ways.
Krietner/Kinicki, 2009
Key Positive Leadership Traits
• Intelligence
• Self-confidence
• Determination
• Honesty/Integrity
• Sociability
• Extroversion
• Conscientiousness
• Problem solving skills
Krietner/Kinicki, 2009
Traits That Aren’t Leadership
• Incompetent
• Rigid
• Intemperate
• Callous
• Corrupt
• Insular
• Evil
• Self Centered
Krietner/Kinicki, 2009
Trait Practical Implications• Personal– Predispositions: Personality tests and other trait
assessments will reveal predispositions (Remember your Big 5?)
– Development Plans: However, targeted plans aimed at adapting and learning new behaviors can be effective ways to develop leadership talent
• Organizational– Use valid measures of job-related traits to select
employees
– Create management development programs
Krietner/Kinicki, 2009
Ohio State Behavioral Studies
Low Consideration High ConsiderationBehavior Behavior
Low Initiating High InitiatingStructure Behavior Structure Behavior
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Ohio State – 4 Leadership Styles
Seeks input from others before taking
action; gets consensus
High
High
Low
Low
Sh
owin
g C
onsi
der
atio
n
Initiating Structure
Passive, noncommittal, low impact on followers
Takes charge, structures employees
tasks
Emphasizes reaching the goal while welcoming
suggestions and encouraging consensus
Krietner/Kinicki, 2009
What Do You Think?Natalia tends to ensure her team is on board with any decision she makes. The productivity of her team is below the level of other teams in her business unit. Based on the Ohio State leadership studies Natalia is probably:
a. High on consideration, high on initiating structure
b. High on consideration, low on initiating structure
c. Low on consideration, low on initiating structure
d. Low on consideration, high on initiating structure
Krietner/Kinicki, 2009
• The only thing we know about the future is that it will be different.
• One cannot manage change. One can only be ahead of it.
• Management by objective works if you know the objectives. Ninety percent of the time you don't.
• The purpose of an organization is to enable common men to do uncommon things.
Peter F. Drucker (1909-2005)
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Peter Drucker’s Leadership List
1. Determine what needs to be done.
2. Determine the right thing to do for the welfare of the entire
enterprise
3. Develop action plans
4. Take responsibility for decisions.
5. Take responsibility for communicating action plans
6. Focus on opportunities rather than problems.
7. Run productive meetings
8. Think and say “we” rather than “I”.
9. Listen first, speak last.
Krietner/Kinicki, 2009
Behavioral Theory Key Points
• Challenged assumption that leaders are born, not made
• Defined “leadership” in actual behaviors
• There is no one best style of leadership – depends on the situation
• An “effective” leader behavior can be misused and have negative consequences for employees
Krietner/Kinicki, 2009
Fiedler’s Contingency Theory
• Effective traits and
behaviors depend on the
situation.– Premise: There must be a match
between the leader’s style and
the demands of the situation for
the leader to be effective.
– Assumption: Leadership style
does not change. If a mismatch
occurs between style and the
situation, change the situation.Graphic Source: Wordpress
Krietner/Kinicki, 2009
Fiedler’s 3 Variables
1. Leader-Member
Relationship
2. Task Structure
3. Position Power
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What’s Your Experience?
Have you been in a situation where, as a leader, one of these situational factors were not in your favor?
• If Yes, was it more practical to _________ in response to the situation
a. change the situation
b. change your behaviors
• Do you agree that leaders have one dominant style?
Krietner/Kinicki, 2009
Fiedler’s Contingency ModelSituational
ControlHigh Control Situations Moderate Control
Situations
Low Control
Situations
Leader-member relations
Good Good Good Good Poor Poor Poor Poor
Task Structure
High High Low Low High High Low Low
Position Power
Strong Weak Strong Weak Strong Weak Strong Weak
Situation I II III IV V VI VII VIII
Optimal Leadership
Style
Task-motivated Leadership
Relationship-Motivated Leadership
Task-Motivated Leadership
Krietner/Kinicki, 2009
Fiedler: Key Points• Leadership effectiveness is comprised of:– Traits,
– Behaviors, and
– Situational factors
• Organization implications– Give some consideration to the situational context when
placing people in leadership roles
– Poor leadership in one context may not mean poor leadership in a different situation
– Organization’s should provide training/mentoring to increase leaders’ adaptability
Krietner/Kinicki, 2009
House’s Revised Path-Goal TheoryEmployee
Characteristics Locus of control Task ability Need for
achievement Experience Need for clarity
Leader Behaviors
Path-goal clarifying
Achievement oriented
Work facilitation Supportive Interaction
facilitation Group oriented-
decision making Representation and
networking Value based
Leader Behaviors
Employee motivation
Employee satisfaction
Employee performance
Leader acceptance Work-unit
performance
Leadership Effectiveness
Environmental Factors
Task structure Work group
dynamics
Environmental Factors
Employee Characteristics
Krietner/Kinicki, 2009
The Full Range of Leadership
Laissez Faire
Management By Exception(Passive/Aggressive)
Transactional (ContingentReward)
Transformational/Servant
(Avolio 1999; Bass & Riggio, 2006)
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The Full Range of Leadership
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Leader’s Self Knowledge
Directly impacts followers:• Job satisfaction• Engagement• Autonomy• Adaptability• Cohesiveness• Collaboration
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Transactional vs. Transformational
• Transactional Leadership focuses on clarifying employees’ roles and providing rewards contingent on performance
• Appeals to what followers want (rewards)
• Transformational Leadership transforms employees to pursue organizational goals over self-interest
• Appeals to followers’ values, beliefs, self-concept
Krietner/Kinicki, 2009
Transformational Leadership
Inspirational motivation
Idealized Attributes
Idealized Behavior
Individualized consideration
Intellectual stimulation
Traits
Life Experiences
Organizational Culture
Ind. & Org. Characteristics
Leader behavior
Effects on followers and work groups
Outcomes
Increased identification with the leader
Increased intrinsic motivation, achievement orientation, and goal pursuit
Increased cohesion among workgroup members
Personal commitment to leader and vision
Self-sacrificial behavior
Organizational commitment
(Avolio 1999; Bass & Riggio, 2006)
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Idealized Influence
• Admiration, trust & respect• “Modeling the way”• Joint risk & empowerment• Vision, passion & integrity• Moral standards
(Bass & Riggio, 2006; Kouzes & Posner, 2007; Avolio, 1999; Bennis, 2009; Northouse, 2007; Senge, et al., 1994).
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Inspirational Motivation
• Emotional Symbolism
• Sharing Vision• Engagement• Charismatic• Followers feel
valued
(Bass & Riggio, 2006; Kouzes & Posner, 2007; Avolio, 1999; Barbuto, 2005; Goleman, 1995, 2002; Northouse, 2007; Senge, et al., 1994).
Krietner/Kinicki, 2009
Individualized Consideration
Transformational leadership practices build psychological capital with followers which
enhances their internal motivation and organizational
learning culture.
(Gooty, Gavin, Johnson, Frazier and Snow, 2009)
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Intellectual Stimulation
• Organizational learning culture
• Commitment to increased complexity
• Increased individual skill mastery
• Increased OCB
(Joo & Lim, 2009; Gerhardt & Lulzadis, 2009; Gerhardt, Ashenbaum & Newman, 2009).
Krietner/Kinicki, 2009
Organizational Citizenship Behavior
• Rules• Collaboration• Governance• Good Sports• Altruistic• Group and the
Organization over self-interests
(VanYperen, Vandenberg, & Willering, 1999; Krishnan & Arora, 2008).
Krietner/Kinicki, 2009
Organization Citizenship Behavior
• TL + OCB = higher follower performance
• Healthy debate (adaptive conflict) is required
• Leaders behavior is key
• Leaders’ OCB and followers’ OCB are not always equal or directly related.
(Boerner, Eisenbeiss & Gresser, 2007; Heifetz, 1994; Krishnan & Arora, 2008)
Krietner/Kinicki, 2009
LMX: Leader-Member Exchange
Assumption: Leaders do not treat all employees in the same way – it is based on their one-on-one relationship.– In-group exchange: a partnership
characterized by mutual trust, respect and liking
–Out-group exchange: a partnership characterized by a lack of mutual trust, respect and liking
Krietner/Kinicki, 2009
Shared Leadership
… a dynamic interactive influence process among individuals in groups for which the objective is to lead one another to the achievement of group or organizational goals or both.
Krietner/Kinicki, 2009
Krietner/Kinicki, 2009
Robert Greenleaf: Servant Leadership
“The servant-leader is servant first… It begins with the natural feeling that one wants to serve, to serve first. Then conscious choice brings one to aspire to lead. That person is sharply different from one who is leader first, perhaps because of the need to assuage an unusual power drive or to acquire material possessions…The leader-first and the servant-first are two extreme types. Between them there are shadings and blends that are part of the infinite variety of human nature."
Krietner/Kinicki, 2009
Robert Greenleaf: Servant Leadership
"The difference manifests itself in the care taken by the servant-first to make sure that other people’s highest priority needs are being served. The best test, and difficult to administer, is: Do those served grow as persons? Do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants? And, what is the effect on the least privileged in society? Will they benefit or at least not be further deprived?"
Krietner/Kinicki, 2009
What Do You Think
Which of the following is true?a. A leader is responsible for the quality of the relationships
with his/her subordinates.
b. Followers who protect their leaders from bad news are appreciated.
c. Followers should focus on doing a good job and not try to learn about their manager’s style, strengths or weaknesses.
d. Followers should build on mutual strengths and adjust to accommodate the leader’s style, goals, expectations and weaknesses.
Krietner/Kinicki, 2009
Krietner/Kinicki, 2009