Industrial/ Organizational Psychology controlled, and do not
Chapter 12: Leadership Reviewer necessarily dislike work
Aamondt Leadership Opinion Questionnaire (LOQ) Leader emergence Leader Behavior Description The idea that people who become leaders Questionnaire (LBDQ) possess traits or characteristics different from Unsuccessful Leaders people who do not become leaders. The traits and behaviors of unsuccessful leaders are not necessarily the opposite of Three Factors of the Motivation to Lead those of successful leaders Affective identity motivation – Are leaders o Lack of Training because they enjoy being in charge and leading o Cognitive Deficiencies others. o Personality Non-calculative motivation – they seek leadership positions when they perceive that Situational Favorability such positions will result in personal gain Fiedler’s contingency model holds that any Social-normative motivation – They become individual’s leadership style is effective only leaders out of a sense of duty in certain situations. Thus, Fiedler would argue that rather than “Individuals with high leadership motivation tend to teaching people to change their leadership obtain leadership experience and have confidence in styles, leadership training should their leadership skills” concentrate on helping people understand their style of leadership and learn how to Leader Performance manipulate a situation so that the two It involves the idea that leaders who perform match well possess certain characteristics that poorly Least-Preferred Coworker (LPC) Scale. performing leaders do not Research on the relationship between personal Organizational Climate characteristics and leader performance has IMPACT theory concentrated on three areas: o In which was believed that each leader o Traits – high self-monitors tend to be has one of six behavioural styles That is better leaders than do low self- effective in only a particular situation monitors (organizational climate) Self-monitoring o These six styles are: it focuses on what leaders do 1. Informational as opposed to what they are 2. Magnetic o Needs 3. Position need for power 4. affiliation need for achievement 5. coercive need for affiliation 6. tactical. leadership motive pattern a high need for power and a Subordinate Ability low need for affiliation A leader’s behavior will be accepted by o Orientation subordinates only to the extent to which the Managerial Grid behavior helps the subordinates achieve their postulated that differences in goals leader performance can be Path–goal theory, a leader can adopt one of attributed to differences in the four behavioral leadership styles to handle each extent to which leaders are situation: task versus person oriented 1. instrumental They believe that employees 2. supportive are intrinsically motivated, seek 3. participative responsibility, are self- 4. achievement-oriented Situational leadership theory, a leader typically In other situations, decisions are best made uses one of four behavioral styles: with the participation of a leader’s 1. Delegating subordinates, colleagues, or both 2. Directing Vroom-Yetton Model, provides a flowchart 3. Supporting that can tell a leader what process to go 4. Coaching through to make a decision in a particular situation Relationships with Subordinates Leader–member exchange (LMX) theory, it Leadership through Contact: Management by concentrates on the interactions between Walking Around leaders and subordinates This one holds that leaders and managers Two groups of LMX Theory: are most effective when they are out of o In-group – characterized by a high- their offices, walking around and meeting quality relationship with the leader with and talking to employees and o Out Group – characterized by a low- customers about their needs and progress quality relationship with the leader Leadership through Power Specific Leader Skills It is important to a leader because as it Leaders do the following: increases so does the leader’s potential to 1. Initiate ideas influence others 2. Informally interact with subordinates Five basic types of power: 3. Stand up for and support subordinates 1. expert 4. Take responsibility 2. legitimate 5. Develop a group atmosphere 3. reward 6. Organize and structure work 4. coercive 7. Communicate formally with 5. referent subordinates 8. Reward and punish subordinates Leadership through Vision: Transformational 9. Set goals Leadership 10. Make decisions Transactional leadership consists of the 11. Train and develop employee skills task-oriented behaviors—setting goals, 12. Solve problems monitoring performance, and providing a 13. Generate enthusiasm consequence to success or failure Skills that are essential o Three dimensions: 1. Organizing contingent reward, leaders who 2. Analysis and decision making reward followers for engaging 3. Planning in desired activity 4. Communication (oral and written) management by exception–active, 5. Delegation leaders who actively monitor 6. Work habits (high-quality work) performance and take corrective 7. Carefulness action when needed. 8. Interpersonal skill management by exception– 9. Job knowledge passive, leaders who do not actively 10. Organizational knowledge monitor follower behaviour and 11. Toughness who take corrective action only 12. Integrity when problems are serious 13. Development of others Transformational leadership focuses on 14. Listening changing or transforming the goals, values, ethics, standards, and performance of Leadership through Decision Making others It a specific behavior or skill that is important o three dimensions to transformational for a leader to possess leadership charisma (idealized influence, inspirational motivation) intellectual stimulation individual consideration Good leaders possess five characteristics: 1. vision 2. differentiation 3. values 4. transmission 5. flaws
Leadership through Persuasion
Persuasion by Communication o Expertise o Trustworthiness o Attractiveness The Message o message discrepancy o one-sided versus two-sided arguments o the use of threats
Project GLOBE (Global Leadership and Organizational
Behavior Effectiveness) 1. discover differences and similarities in cultures 2. determine why these differences exist
Jane Laurel Swanson - Nadya Fouad - Editor Elect - . Nadya A. Fouad - Career Theory and Practice - Learning Through Case Studies-Sage Publications (CA) (1999) PDF