GOVT DE

Leadership in Government
and other Organizations

My Personal Definition
of Leadership

Imparts Vision
Teaches others
Connects with others
Subordinates egoism (bestowing
vs. receiving)
Cares about the organization and
the collective and individual parts

LEADERSHIP
Leadership is an influence relationship
among leaders and followers who intend
real changes and outcomes that reflect
their shared purposes.
Leadership involves influence, it occurs
among people, those people
intentionally desire significant changes,
and the changes reflect purposes shared
by leaders and
followers.

LEADERSHIP

Influence means that the relationship among

people is not passive; it is multidirectional
and non- coercive.
Leadership is reciprocal. Superiors influence
subordinates, but subordinates also influence
superiors.
Leadership involves creating changes which
reflects purposes leaders and followers share.
Leadership is a people activity and is distinct
from administrative paperwork or planning.

LEADERSHIP

It occurs among people; it is not

something done to people. Since
leadership involves people, there
must be followers.
Good leaders know how to follow,
and they set an example for others.
Leadership is shared among leaders
and followers, with everyone fully
engaged and accepting higher
levels of responsibility.

Dimensions of
Personality and
Effective Leadership

Extraversion some correlation between

extraversion and effective leadership has
been found.
Openness being high in this personality
dimension allows leaders to be open to
others ideas and viewpoints.
Conscientiousness this personality
dimension allows leaders to have a good
work ethic and to be organized.
Neuroticism being low in this dimension
helps leaders remain calm in crises.

LEADERSHIP VS.
MANAGEMENT
Management

Leadership

Direction

Planning and budgeting.

Keeping eye on bottom line.

Creating vision and strategy.

Keeping eye on horizon.

Alignment

Organizing and staffing.

Directing and controlling.
Creating boundaries.

Creating shared culture and

values. Helping others grow.
Reducing boundaries.

Relationships

Focusing on objects
producing/ selling goods and
services. Based on position
power. Acting as boss.

Focusing on people
inspiring and motivating
followers. Based on personal
power. Acting as coach,
facilitator, servant.

Personal Qualities

Emotional distance. Expert

mind. Talking. Conformity.
Insight into organization.

Emotional connections
(Heart). Open Mind
(Mindfulness). Listening
(Communication).
Nonconformity (Courage).
Insight into Self (Character).

Outcomes

Maintains stability; creates

culture of efficiency.

Creates Change and a

culture of integrity.

Power
Power intangible force in an organization. The ability
of one person or department in an organization to
influence other people to bring about desired outcomes.
TYPES OF POWER

Legitimate Power the authority granted from a formal position in an

organization. (Power distance, autonomous leadership)

Reward Power stems from the authority to bestow rewards on other people.
(Contingent reward, performance orientation, initiating structure, production
oriented)

Coercive power the authority to punish or recommend punishment. (MBEA,

H&B S1D1, Authority-Compliance Mgt.)

Expert power results from a leaders special knowledge or skill regarding

tasks performed by followers. (Individual Consideration, H&B S2D2, LMX)

Referent power authority based on personality characteristics that

command followers attention, respect, and admiration so that they want to
emulate the leader. (Idealized influence, Trait theory, Charismatic/ Valuebased leadership)

The Great Person

Theory

The Great Person

Theory
The early 20th Century leadership
studies were marked by the great
man theories that extolled the
innate qualities and characteristics
of historic leaders (Northouse, 2007).
This was the era of the born leader
who rose above the others, who
distinguished himself, intellectually or
physically.

FULL RANGE MODEL

OF LEADERSHIP

Northouse (2007)

FULL RANGE MODEL

OF LEADERSHIP
TRANSFORMATIONAL LEADERSHIP

Idealized Influence (attributes) Leaders attributes

cause followers to want to emulate them.
Idealized Influence (behaviors) leaders who can be
counted on to do the right thing.
Inspirational motivation leaders inspire and motivate
followers to commit to the vision of the organization.
Intellectual stimulation leaders encourage innovation
and creativity through challenging the normal beliefs
or views of their followers.
Individual Consideration leaders act as coaches,
facilitators, teachers and mentors toward their
followers.

FULL RANGE MODEL

OF LEADERSHIP
Transactional Leadership

Contingent Reward leaders engage in

a path-goal transaction of reward for
performance, a qui pro quo.
Management-by-exception (active)
leaders who monitor followers
performance and take corrective action
if deviations from standards occur.

FULL RANGE MODEL

OF LEADERSHIP
Passive Leadership

Management-by-exception
(passive) leaders fail to intervene
until problems become serious.
Laissez-faire leaders who exhibit
a total lack of leadership.

Dimensions of
Personality and
Effective Leadership

Extraversion some correlation between

extraversion and effective leadership has
been found.
Openness being high in this personality
dimension allows leaders to be open to
others ideas and viewpoints.
Conscientiousness this personality
dimension allows leaders to have a good
work ethic and to be organized.
Neuroticism being low in this dimension
helps leaders remain calm in crises.
Northouse (2007)

CULTURAL
DIMENSIONS

Uncertainty Avoidance

This dimension refers to the way

cultures establish norms, rules,
procedures and structures to avoid
uncertainty.
Hofstede et al. (2010)

CULTURAL
DIMENSIONS

Power Distance

This dimension refers to the extent

that
members of a culture agree that
power
should be shared unequally.

CULTURAL
DIMENSIONS

Institutional Collectivism

This dimension refers to the degree

that
a culture prizes the collective good
over
individualism.

CULTURAL
DIMENSIONS

In-Group Collectivism

This dimension refers to the extent that

an individual in the culture feels pride
and allegiance to organizations and
their
families.

CULTURAL
DIMENSIONS

Gender Egalitarianism

This dimension refers to the degree

to
which a culture recognized the
differences in gender roles as well as
equal treatment of the sexes.

CULTURAL
DIMENSIONS

Assertiveness

This dimension refers to how a

culture
promotes the individuals in the
culture
to assertive, aggressive and forceful.

CULTURAL
DIMENSIONS

Future Orientation

This dimension refers to the degree that

a culture encourages people to plan for
the future and be future oriented rather
than have a present mindset or live in
the now.

CULTURAL
DIMENSIONS

Performance Orientation

This dimension refers to the degree

that
a culture extols a high level of
performance in the members of the
culture.

CULTURAL
DIMENSIONS

Humane Orientation

This dimension refers to the extent that a culture

expects their members to treat others fairly,
honestly,
with empathy.
At the opposite ends of the human orientation
dimension you would have a totalitarian, dictatorial,
inhumane type of leadership orientation.

Dimensions of
Leadership

Charismatic/ Value-based leadership

This type of leaders leads by

motivating
others by extolling values, defining
vision, expecting performance and
leading by example.

Dimensions of
Leadership

Team-Oriented Leadership

This type of leadership promotes

working as a team, using diplomacy,
and not intending harm to others in
the
team.

Dimensions of
Leadership

Participative Leadership

This type of leadership refers to the

extent that a leader involves others
in
planning and decision-making.

Dimensions of
Leadership

Humane-Oriented Leadership

This type of leadership expects that

leaders lead with the heart as well as
with the head being sensitive, kind,
and
generous to others.

Dimensions of
Leadership

Autonomous Leadership

This type of leadership refers to the

degree that a culture encourages
individualism and independence.

Dimensions of
Leadership

Self-protective Leadership

This type of leadership that makes the

safety and security of the group
priority.
This is a self-centered, status conscious
type of leadership.

Dimensions of
Leadership

Global Preference

The global preference

dimensionally
would be charismatic/ value-based,
integrity laden with excellent
interpersonal skills.

EMOTIONAL
INTELLIGENCE:
Leadership Styles

Empathy Understands what

motivates others.
Attunement Actively listening
and discerning others feelings.
Organizational Awareness the
appreciation of the culture and
awareness of the values of an
organization.

Goleman (1996)

EMOTIONAL
INTELLIGENCE:
Leadership Styles

Influence The ability to persuade

others by recognizing what their
self-interest motivations are.
Developing Others The ability to
coach and develop others
professionally.
Inspiration the ability to inspire
by imparting a vision.

EMOTIONAL
INTELLIGENCE:
Leadership Styles

Teamwork the ability to involve

others as a team.

Organizational awareness if the

quality
or style that is most positive to the
overall organizational climate.