EFFECTIVE LEADERSHIP

BEHAVIOR
DATE: 30 TH SEPTEMBER 2020
 INTRODUCTION

A major problem in research on the content of leadership behavior has been the identification
of behavior categories that are relevant and meaningful for all leaders.

Most theories and research on effective leadership behavior involve one or two broadly
defined behaviors (sometimes called meta-categories). This lecture briefly describes several
meta-categories that are relevant for effective leadership
 LEADERSHIP BEHAVIOR TAXONOMIES

Three-Dimensional Taxonomy

◼ Task-Oriented Behaviors

◼ Relations-Oriented Behaviors

◼ Change-Oriented Behaviors
 TASK ORIENTED BEHAVIORS

One set of behaviors involved concern for task objectives and was labeled initiating structure . This behavior

category included assigning tasks to subordinates, maintaining definite standards of performance, asking

subordinates to follow standard procedures, emphasizing the importance of meeting deadlines, criticizing poor

work, and coordinating the activities of different subordinates.

 TASK ORIENTED BEHAVIORS

TASK-ORIENTED LEADERSHIP PROS

❖Clarity of purpose
❖Precise task definition
❖Coordinated work groups
❖Strict schedule adherence
TASK-ORIENTED LEADERSHIP CONS
❖Lack of creativity
❖Low employee morale
❖High employee burnout and turnover
❖Can lack attention to the well-being of team members
 RELATIONS-ORIENTED BEHAVIORS

The other set of behaviors involves concern for relationships and was labeled consideration . This behavior category

included doing personal favors for subordinates, finding time to listen to a subordinate with a problem, backing up

or defending a subordinate, consulting with subordinates on important matters, being willing to accept suggestions

from subordinates, and treating a subordinate as an equal.

 RELATIONS-ORIENTED BEHAVIORS

RELATIONS-ORIENTED LEADERSHIP PROS:

❖Trust is built between leaders and subordinates.
❖Ingenuity, creativity and fulfillment are reinforced by teams.
❖Camaraderie is developed between people, and it can last for decades.
RELATIONS-ORIENTED LEADERSHIP CONS:
❖High maintenance of relationship building is time-consuming.
❖Manipulation can occur when people take advantage of personal relationships.
❖Productivity can decrease as a result of people focusing too much on personal relations.
 CHANGE-ORIENTED BEHAVIORS

Change-oriented behavior is primarily concerned with understanding the environment, finding innovative ways to

adapt to it, and implementing major changes in strategies, products, or processes.

 EFFECTS OF TASK AND RELATIONS BEHAVIORS

In the early days of research on effects of leadership behavior, hundreds of studies were

conducted to determine the influence of task-oriented and relations-oriented behavior on

indicators of leadership effectiveness such as subordinate satisfaction, subordinate

performance, and ratings of leader effectiveness by superiors.

 EFFECTS OF TASK AND RELATIONS BEHAVIORS

General Findings

The only consistent finding in the survey research was a positive relationship between consideration and
subordinate satisfaction. Subordinates are usually more satisfied with a leader who is considerate, although the
relationship was weaker when the measures of behavior and satisfaction were not from the same source.

Task-oriented behavior was not consistently related to subordinate satisfaction. In some studies, subordinates
were more satisfied with a structuring leader, but other studies found the opposite relationship or no significant
relationship.