Chapter 8

Contingency Theories of Effective

Leadership

LPC Contingency Model

CAUSALVARIABLE

END-RESULT VARIABLE

Leader's LPC Score

Group Performance

SITUATIONAL MODERATOR VARIABLES

Leader-member relations
Leader position power
Task structure

FIGURE 8-1: Causal relationships in the LPC Contingency

Model

The Path-Goal Theory of

Leadership
CAUSAL VARIABLES
Leader behavior

INTERVENING VARIABLES
Subordinate expectancies
and valences

END-RESULT VARIABLES
Subordinate effort
and satisfaction

SITUATIONAL MODERATOR VARIABLES

Characteristics of task and environment
Characteristics of subordinates

FIGURE 8-2: Causal relationships in Path-Goal Theory of Leadership

Leadership Substitutes Theory

Subordinate
Characteristics
Task Characteristics
Organization
Characteristics

The Multiple Linkage Model

Task

commitment
Ability and role clarity
Organization of the work
Cooperation and mutual trust
Resources and support
External coordination

Cognitive Resources Theory

SOCIAL STRESS FOR LEADER

LEADER INTELLIGENCE

DECISION
QUALITY

LEADER EXPERIENCE

FIGURE 8-6: Primary Causal Relationships in the Cognitive Resources Theory

General Evaluation of
Contingency Theories
Leader

Traits
Leader Behavior
Situational Variables
Intervening Variables
Validation Results

Applications: Guidelines for

Managers

Use more planning for a long, complex task.

Consult more with people who have relevant
knowledge.
Provide more direction to people with
interdependent roles.
Provide more direction and briefings when
there is a crisis.

Applications: Guidelines for

Managers
Monitor

a critical task or unreliable person

more closely.
Provide more coaching to an inexperienced
subordinate.
Be more supportive to someone with a very
stressful task.

Summary
The

LPC contingency model deals with the

moderating influence of three situational
variables on the relationship between a
leader trait (LPC) and subordinate
performance.
The path-goal theory examines how aspects
of leader behavior influence subordinate
satisfaction and motivation.

Summary
Leadership

substitutes theory identifies

aspects of the situation that make leadership
behavior redundant or irrelevant.
The multiple-linkage model describes how
a leader can influence intervening variables
to improve group effectiveness.

Summary
Cognitive

resources theory examines the

conditions under which cognitive resources
such as intelligence and experience are
related to group performance.

Charismatic Leadership
May the force be with you

Chapter Goals

The goal of this chapter is to define

charismatic leadership, review the
research findings on charismatic
leadership, and review two of the
more-popular transformational
leadership theories.

Max Weber

The most important early research on

charismatic leadership was completed by
Max Weber, who maintained that societies
could be identified in terms of one of three
types of authority systems: traditional,
legal-rational, and charismatic.

Traditional Authority System

The traditions and unwritten laws of

the society dictate who has authority
and how this authority can be used.

Legal-Rational Authority System

Authority derives from societys belief

in the laws that govern it.

Charismatic Authority System

Authority stems from the societys

belief in the exemplary characteristics
of the leader.

Theory of Transformational and

Transactional Leadership

James McGregor Burnss Theory of

Transformational and Transactional
Leadership

focused on the differences between power

versus leadership and charismatic versus noncharismatic leadership

Theory of Transformational and

Transactional Leadership
Cont.

believed that leadership could take one of

two forms: transactional leadership or
transformational leadership
maintained that power and leadership were
two distinct entities

Transformational Leadership
Transformational leaders use idealized
influence, individualized consideration,
inspirational motivation, and intellectual
stimulation, while transactional leaders
use contingent reward, and active and
passive management by exception.

Common Characteristics of Charismatic and

Transformational Leadership

Vision
Rhetorical skills
Image and trust building
Personalized leadership

Follower Characteristics

Identification with the Leader and the

Vision
Heightened Emotional Levels
Willing Subordination to the Leader
Feelings of Empowerment

Situational Characteristics

Crises
Task Interdependence
Innovation
More Receptive to Change
Organizational Downsizing

Basss Theory of Transformational and

Transactional Leadership

Transformational leaders possess charismatic-leader

characteristics (vision, rhetorical skills, etc.).
Transactional leaders do not possess these leader
characteristics, nor are they able to develop strong
emotional bonds with followers or inspire followers
to do more than they thought they could. Instead,
transactional leaders motivate followers by setting
goals and promising rewards for desired
performance.

Perspectives on Charisma

The Sociological Approach

1. Extraordinary, almost magical talents

2. Crisis situation
3. Radical vision
4. Followers
5. Validation of leader through repeated
success

Guidelines for Transformational

Leadership

Articulate a clear and appealing vision.

Explain how the vision can be attained.
Act confident and optimistic.
Express confidence in followers.
Use dramatic, symbolic actions to emphasize key
values.
Lead by example.
Empower people to achieve the vision.

Perspectives on Charisma

The Psychoanalytic Approach

Intense attraction
Regression
Transference
Projection

What does this say for the followers and for positive
leaders?

Perspectives on Charisma

The Political Approach

Types of charismatic leaders:

Charismatic giants
Charismatic luminaries
Charismatic failures
Charismatic aspirants

Perspectives on Charisma

Charismatic leaders increase their power:

Cultural myths
Public address
Concentric circles

Perspectives on Charisma

The Behavioral Approach

Leader behaviors
Leader-follower relations
The situation

Perspectives on Charisma

The Attribution Approach

1. Possess a vision that is unique, but

attainable
2. Act in an unconventional, counternormative way
3. Personal commitment & risk
4. Confidence & expertise
5. Personal Power

Perspectives on Charisma

The Communication Approach

Relationship builders
Visionaries
Influence agents

Perspectives on Charisma

The Dark Side

Differences in:

Power
Vision
Relationship to followers
Communication
Ethics & Morals

The Dark Side at Work

Failures of vision
Misarticulation of goals
Poor management
Who are the charismatic leaders we can
agree on?