HMEF5023

Educational
Leadership
Revision

Dr. Md Rosli Haji Ismail

 Behaviourial Theories
(H)
Country Club Style of Leadership (1,9)
 The leader gives extra care to subordinates.
 The leader does not care much about products.
 The leader gives all out support and defense to subordinate.
 Harmonious relationship with subordinates are the primary concern of the leader.
Democratic Style of Leadership (9.9)
 This is also known as Team Management. The leader is concerned with
production as much as he is concerned with his subordinates.
 A democratic leader believes that happy workers is more committed and
productive. Therefore, a democratic leader facilitates discussion with
subordinates before completing a task.
 Everyone is encouraged to contribute physically and mentally towards the
job. The success of any project is taken as the success of the whole
team. The understanding enhances higher commitment among team
members is encouraged to contribute physically and mentally towards the
job. Democratic leadership upholds the spirit of “team work”.

Middle-of-the-Road Style of Leadership (5,5)

Concern for People

 The leader is too protective to the extent of delaying decisions. Quite

often he adopts a “wait and see” attitude.
 The fear of making mistakes makes the leader to loose his direction
and become indecisive.
 Some leaders of this type care both production and the welfare of his
subordinates (positive) or just the opposite (negative aspects).
 Most often such leadership is branded as “no principle” as he could not
make his own stand.

Laissez-Faire Style of Leadership (1,1) Autocratic Style of Leadership (9,1)

 The leader concerns little on the products and his subordinates.
 The leader prefers to avoid conflicts within the organization.
 The leader follows the rule of the book and seldom uses his discretion. He is very
protective of himself.
 The leader gives very little guidance to subordinates who are left on their own
without proper direction towards their job.
(L)
 The primary concern of the leader is the product no matter what
happens to subordinates.
 The leader cares less his subordinates because what matters most
is the products subordinates produce. The leader wants his
subordinates to be robots.
 The leader wants subordinates to sustain their efficiency at all times

 Face-to-face relationship between the leader and subordinates are too limited. and get productive more and more. The leader tends to be very strict
all through.

(L) Concern for Product (H)

 Behaviourial Theories

Theory X and Theory Y (Mc Gregor 1960)

Theory X
Why it is called theory X? What are the traits of theory X workers? What happens
if there are many theory X workers in an organisation? Can theory X workers be
trained as leaders?

Theory Y
Why is it called theory Y? What are the traits of theory Y workers? What happens if
there are many theory Y workers in organisation? Can theory Y worker be trained to
be leaders?

Sample of the Exam Question:

Mc Gregor (1960) developed Theory X and Theory Y - theories of work motivation and
management, where each theory represents different beliefs in which leaders view employees.

(a) Discuss FIVE (5) characteristics of Theory X workers. (b) Discuss FIVE (5) characteristics
of Theory Y workers.
Vroom’s Expectancy Theory

Effort Performance Outcome

 Locke and Latham’s Goal-Setting Theory
Goals direct attention & effort
Directive toward relevant activities
function

Goals tend to increase the

effort of the staff
Locke &
Faced with a difficult task, it Goals affect Latham’s Energising
is possible to work faster and persistence Goal-Setting function
more intensely for a short Theory
period

Leading to arousal, discovery

and use of task-relevant Goals
affect
knowledge and strategies action
The School as a Social System & Max Weber’s Bureaucracy
Conflict Management
 Organising For Strategic Advantage

Recruiting the right people Skilful and educated workforce Positive attitudes

Demographic, geographical, policy advantage Strong and strategic leader

 Organisational Methods to Enhance Creativity

1. Creativity can be Stimulated by Leaders

Leaders of organisations provide a permissive environment that can nourish creative traits for the
benefit of the organisation itself. Everyone of normal intelligence has latent creative abilities that
can be enhanced by training and a favourable environment.

2. The Unconscious Mind is Not Supernatural

Creativity emerges from conscious thinking and most thinking operated in the unconscious in
everything we do.

3. Scratch-pad of the Mind

To have a clear understanding of what the problem is, and be able to state it clearly. Effective
thinkers begin by first focusing on the structure of the problem rather than technical details. The
next series of mental operations occurs in the scratch pad of the mind, which is so called working
memory of the past experiences
 Organisational Methods to Enhance Creativity

4. Creativity cannot be Strategically Planned

Emerging often during the course of ongoing activity that may have nothing to do with new ideas.
“It comes out of the blue”.

5. The Way We Classify Things Becomes Blocks to New Ideas

Once the perception that anybody can be what he wants to be through aspiration and perspiration,
irrespective of their ethnic background has been accepted, the mental block will be broken.

6. Imagery is More Likely to Stimulate New Thought than Language

Neuroscientists know that humans have a split brain which the left half controls analytical thought
involved in speech and mathematics, while the right brain deals more holistically with imagery,
music, art and assorted nonverbal thought.
Reasons for Empowerment Failure
 The unwillingness of the principals to yield and share the decision making process.

 No training given to the people who are empowered by the leaders to take responsibilities
successfully.

 Not enough time is given to planning and implementing the process so as to familiarise the
subordinates with new responsibilities successfully.

 The leader gives a free hand to his empowered subordinates right from the start and due to
inexperience they might fall to carry out their empowered responsibilities
Thank You