Professional Documents
Culture Documents
Charismatic Leadership
Chapter 4
Transactional Leadership
Transactional
Traditional leadership
Lower level of leadership
Assists with organizational stability
Transformational Leadership
Transformational Leadership
Change agent
Inspire change and innovation
Potent and Complex
Dimensions of Transactional
Leadership
Transactional Leadership Factors
Contingent reward:
Provide rewards for effort
Recognize good performance
Management by exception:
Maintain status quo
Intervene when subordinates do not meet
acceptable performance levels
Initiate corrective action to improve performance
Dimensions of Transformational
Leadership
Charisma:
Provide a vision and a sense of mission
Inspire and build trust and respect
Individualized consideration:
Exhibit considerate and supportive behavior directed toward each
individual subordinate; coach and advise
Inspiration:
Communicate high expectations
Use symbols to focus efforts and enhance understanding of goals
Intellectual Stimulation:
Promote innovative ways of viewing situations
Stimulate intelligent problem solving and decision making
Primary Characteristics of
Transformational Leaders
Creative
Interactive
Visionary
Empowering
Passionate
Creative
Seek out new ideas, products and ways of
performing tasks
Cannot be content with things remaining
the same
Creativity
Capacity to create and manipulate
symbols (chemical formulas, sentences,
drawings)
Referred to as divergent or lateral thinking
Refined through vertical thinking
Interactive
Great Communicators
JFK
Ronald Reagan
Visionary
Communicating the Vision
Nanus Characteristics of Effective Visions
Attracts commitment and energizes people
Creates meaning for followers
Establishes a standard of excellence
Bridges the present and the future
Vision Statements
Transformational leaders behavior
Vision statement vs mission statement
Specific yet provide guidance
Guides actions of members
Empowering
Need capable followers
Delegating decision making
Increasing individual autonomy
Passionate
Committed to work
Chang says most important competitive
advantage
Charismatic Leadership
Perspectives on Charismatic Leadership
Sociological Approach
Psychoanalytical Approach
Political Approach
Behavioral Approach
Attribution Approach
Communication Approach
Sociological Approach
Max Weber
Charisma in Greek means gift
Five key components
Psychoanalytic Approach
Zaleznik
Managers different from leaders
Leaders bring about change, take risks and
arouse emotions
Freud
Intense follower identification is explained by:
Regression
Transference
Projection
Political Approach
Not always in agreement on who is
charismatic
Schweitzer says there are different types:
Giants
Luminaries
Failures
Aspirants
Political Approach
Willner looks at charisma on the basis of
the leader-follower relationship:
Attribute divine or semi-divine qualities to their
leaders
Believe that their leaders have supernatural
abilities
Offer absolute devotion and obedience
Are loyal
Behavioral Approach
Use a set of behaviors to define it
Compare those that are charismatic with
those who are not
House and Bass Propositions:
Leader Behaviors
Leader-Follower relations
Elements of the charismatic situation
Attribution Approach
Conger and Kanungo look at charisma
from the perceptions of the followers:
Possess a vision that is unique, yet attainable
Act in an unconventional manner
Demonstrate personal commitment and risk
taking
Demonstrate confidence and expertise
Demonstrate personal power
Communication Approach
Authors say communication is the most
important element
Charismatic Leaders excel in all three
functions of communication
Relationship builders
As Visionaries
As Influence Agents
Unethical Charismatic
Leader
Uses power only for
personal gain
Promotes personal vision
Censures critical or
opposing views
Demands own decisions
accepted without question
Insensitive to followers
needs
Relies on convenient
external moral standards