Chapter 11

Basic Approaches
to Leadership

ORGANIZATIONAL BEHAVIOR
S T E P H E N P. R O B B I N S
E L E V E N T H E D I T I O N
© 2005 Prentice Hall Inc. WWW.PRENHALL.COM/ROBBINS PowerPoint
All rights reserved. Presentation
by Charlie Cook
What Is Leadership?

Leadership
The ability to influence a group toward the
achievement of goals.

Management
Use of authority inherent in designated formal rank
to obtain compliance from organizational members.

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Trait Theories

Traits Theories of
Leadership Leadership Traits:
• Ambition and energy
Theories that consider
personality, social, • The desire to lead
physical, or intellectual • Honest and integrity
traits to differentiate
• Self-confidence
leaders from nonleaders.
• Intelligence
• High self-monitoring
• Job-relevant
knowledge

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Trait Theories

Limitations:
• No universal traits found that predict
leadership in all situations.
• Traits predict behavior better in “weak”
than “strong” situations.
• Unclear evidence of the cause and effect
of relationship of leadership and traits.
• Better predictor of the appearance of
leadership than distinguishing effective
and ineffective leaders.

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Behavioral Theories

Behavioral Theories of Leadership

Theories proposing that specific behaviors
differentiate leaders from nonleaders.

• Trait theory:
Leaders are born, not made.
• Behavioral theory:
Leadership traits can be taught.

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Ohio State Studies

Initiating Structure
The extent to which a leader is likely to define and
structure his or her role and those of sub-ordinates
in the search for goal attainment.

Consideration
The extent to which a leader is likely to have job
relationships characterized by mutual trust, respect
for subordinate’s ideas, and regard for their feelings.

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University of Michigan Studies
Employee-Oriented Leader
Emphasizing interpersonal relations; taking a
personal interest in the needs of employees and
accepting individual differences among members.

Production-Oriented Leader
One who emphasizes technical or task aspects of
the job.

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Scandinavian Studies

Development-Oriented Leader
One who values experimentation,
seeking new ideas, and generating
and implementing change.

Researchers in Finland and Sweden question whether there

are only two dimensions (production-orientation and
employee-orientation) that capture the essence of leadership
behavior. Their premise is that in a changing world, effective
leaders would exhibit development-oriented behavior.

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Contingency Theories

Fiedler’s Contingency Model

The theory that effective groups depend on a proper
match between a leader’s style of interacting with
subordinates and the degree to which the situation
gives control and influence to the leader.

Least Preferred Co-Worker (LPC) Questionnaire

An instrument that purports to measure whether a
person is task- or relationship-oriented.

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Fiedler’s Model: Defining the Situation

Leader-Member Relations
The degree of confidence, trust, and respect
subordinates have in their leader.

Task Structure
The degree to which the job assignments are
procedurized.

Position Power
Influence derived from one’s formal structural
position in the organization; includes power to hire,
fire, discipline, promote, and give salary increases.
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Cognitive Resource Theory

Cognitive Resource Theory

A theory of leadership that states that stress can
unfavorably affect a situation and that intelligence
and experience can lessen the influence of stress on
the leader.

Research Support:
• Less intelligent individuals perform better in leadership
roles under high stress than do more intelligent
individuals.
• Less experienced people perform better in leadership
roles under low stress than do more experienced people.

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Hersey and Blanchard’s Situational Leadership
Theory

Situational Leadership Theory (SLT)

A contingency theory that focuses on followers’
readiness.
Unable and Unable but Able and Able and
Unwilling Willing Unwilling Willing

Follower readiness:
ability and willingness

Leader: decreasing need

for support and supervision

Directive High Task and Relationship Supportive Monitoring

Orientations Participative

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Leadership Styles and Follower Readiness
(Hersey and Blanchard)

Follower Unwilling Willing

Readiness

Able Supportive
Monitoring
Participative

Leadership
Styles
High Task
Unable Directive and
Relationship
Orientations

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Path-Goal Theory

Path-Goal Theory
The theory that it is the leader’s job to assist
followers in attaining their goals and to provide them
the necessary direction and/or support to ensure
that their goals are compatible with the overall
objectives of the group or organization.

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Leader-Participation Model

Leader-Participation Model (Vroom and Yetton)

A leadership theory that provides a set of rules to
determine the form and amount of participative
decision making in different situations.

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CONTEMPORARY THEORIES
Leader – Member Exchange (LMX) Theory
Charismatic Leadership
Transactional & Transformational Leadership
Leader–Member Exchange Theory

A theory that supports leader’s

creation of in-groups and
outgroups; subordinates with
in-group status have higher
performance ratings, less
turnover, and greater job
satisfaction.
Charismatic Leadership

What makes Great Leaders

Extraordinary.
Two Theories: Charismatic &
Transformational
Leaders as individuals who inspire
followers through words, ideas and
behaviors.
Charismatic Leadership (Cont’d)

Sociologist Max Weber defined Charisma

(GIFT), “as a certain quality of an
individual personality, by virtue of which
he or she is set apart from ordinary people
and treated as endowed with supernatural,
superhuman, or at least specially
exceptional powers or qualities. These are
not accessible to the ordinary person and
are regarded as of divine origin or as
exemplary, and on the basis of them the
individual concerned is treated as a
leader”.
Charismatic Leadership (Cont’d)
First Researcher – Robert House
A leadership theory stating that followers make
attributions of heroic or extraordinary leadership
abilities when they observe certain behaviours in
others.
Characteristics:
Have Vision
Have a sense of Mission
Are willing to take personal risks
Are sensitive to their followers’ needs
Have confidence that their vision could be achieved
and engage in unconventional behaviour.
TRANSACTIONAL & TRANSFORMATIONAL

TRANSACTIONAL LEADERSHIP – Who

guide their followers towards established
goals by clarifying role and task
requirements.
TRANSFORMATIONAL LEADERSHIP –
who inspire followers to transcend their
self-interests for the good of the
organisation.
Respond with increased performance,
organisational citizenship behaviour,
creativity, job satisfaction, mental health
and motivation.
Responsible Leadership

Authentic Leadership – Leaders who know

who they are, know what they believe in
and value, and act on those values and
beliefs openly and candidly.
Ethical Leadership
Abusive Supervision – that is hostile both
verbally and nonverbally.
Servant Leadership – A leadership style
marked by going beyond the leader’s own
self-interest & instead focusing on
opportunities to help followers grow and
develop.
Positive Leadership
Trust – A positive expectations that another will not
act opportunistically.
Outcomes of Trust: Encourages taking risks,
Facilitates information sharing, Makes Groups more
effective, Enhances Productivity.
Trust Development: Integrity, Benevolence, Ability.
Trust Propensity – How likely an employee is to
trust a leader.
Mentoring – A senior employee who sponsors and
supports a less experienced employee, called a
protege.