LEADERSHIP BEHAVIOUR

By,
Nitu Revankar
Dharwad
 LEADERSHIP
Leadership can be defined as the capability to
inculcate confidence in employees to achieve
the objectives of the organistion.
Leadership is based on worthy character and
unselfish service of an individual towards the
organisation.
It also means the traits of an individual that
allows him to motivate others in order to attain
more specific objectives.
 Definition
According to Hollander: “ Leadership is a
process of influence between a leader and
those who are his/her followers.
Leadership is the ability of a superior to
influence the behaviour of his subordinates
and persuade them to follow a particular
action.
Characteristics of Leadership
1. Procedure of Influence
2. Ongoing Activity
3. Comprehensive Blend of Art and Science
4. Linked with Circumstances
5. Tool for Motivation
6. Sensible and Passionate
7. Collective Objectives
8. Mutual Relationship
Need for Leadership
Defective organisation structure
Dynamic Business Environment
Internal Imbalance
Restructure the Organisation
Ongoing Modifications
Learning Culture
Leadership Skills
Inspiring
Problem Solving ability
Emotional Stability
Understanding Human Behaviour
Risk taking Ability
Commitment towards organistional objectives
Intelligence
Good Physique
Prudence and Vision
Responsibility
Trustworthy
Enthusiastic
Confidence
LEADERSHIP STYLES
There are 3 leadership styles based on
authority:
1. Autocratic Style
2. Democratic Style
3. Free Rein Style
LEADERSHIP STYLES
1. Autocratic Style
An Autocratic leader is also known as a ‘Dictator’.
It could also be considered as a one man show.
The role of the leader is restricted to dictating the
instructions to his subordinates. Here, the leader
does not get involved with the members of the
team. He decides the policies and procedures
without discussing with his subordinates.
Autocratic leadership may have a negative impact
because followers are unaware, insure and afraid of
leader’s power. Such a leader is a Strict Autocrat.
Advantages:
1. Quick Decision Making
2. Enhance productivity
3. Reduce stress
4. Helps in training new employees

Disadvantages:
5. Discourages Follower’s development
6. Increases leader’s workload
7. Induces Fear and Anger
8. Increases Dependency on a leader
Participative Leadership Styles
In this style the authority rested with
leader is decentralised. Leader takes every
decision in coordination with the team
members. This is a people-oriented style
and direct supervision is not required.
It is also known as ‘Democratic Style’.
This styles keeps the employees informed
about the policies of the organizations and
work is delegated to achieve better results.
Advantages:
1. Enhanced Acceptability of Leader
2. Efficient Utilisation of team members knowledge.
3. Fosters commitment among team members
4. Organizational politics is decreased.
5. Increases Professionalism
6. Decrease Turnover rate.
7. Improve work efficency

Disadvantages:
8. Leads to false impression about the leader.
9. Excessive time consumption
10. Absence of accountability
11. May lead to Pseudo Participation
Laissez Faire Leadership Style
Free rein or laissez faire leadership style refers to
a condition where leader does not lead but leaves
the major decisions on the group. Such a leader is
represented by the chairperson who is dependent
on his subordinates.
It can be said that free rein leadership is the
inverse of autocratic leadership style. In this
scenario, the manager does not enjoy the power of
control as he shares the powers along with his
work and responsibilities. It is also called
permissive style of leadership.
Advantages of Free Rein Leadership Style:
1. No Restriction of Order
2. Reduces Leader's Workload
3. Provides Motivation to Team

Disadvantages of Free Rein Leadership

Style:
1. Increases Burden on Employee
2. Ownership Issues
3. Direction of Organisation is Lost
4. Conflict among Followers Increases
Importance of Leadership
Boosting Employee's Confidence
Establishment and Integration of Goals
Inculcating Values within the Organisation
Increasing the Efficiency of Employees
Helping the Highest Authority
Building Cordial Organisational Relations
Providing Favourable Working Atmosphere
Fulfils Corporate Social Responsibility
What is Emotional Intelligence?
The ability to identify and manage one’s own
emotions and the emotions of others
⎯Develop and maintain good social relationships
⎯Solve problems under pressure
A person with high emotional intelligence is:
1. Aware of himself/herself
2. Manages himself/herself
3. Aware of others
4. Manages his/her relationships with others
We are NOT born with high EI!
 Benefits of EI in the Workplace
•
Builds trust
• Creates effective teams
• Helps with conflict resolution and crucial
conversations
• Higher job satisfaction/higher quality of life
• High performing employees
• Liberates your most authentic, creative and
powerful self.
Working with learners requires empathy
 Models of EI
Though there have been many models of EI
proposed by researchers from time to time,
however the following three models are the
most popular and widely accepted:
1. Ability Model
2. Trait Model
3. Mixed Model
 Ability Model
 Concept: The major principle of this model are that emotions are a source of
information that are useful in social interactions and relationships. It proposes
that all individuals have varying degree of power to understand emotions, to
process emotional information and then to relate it to the cognitive process.
This model proposes four types of emotional abilities.
 Emotional Perception: Ability to perceive, identify and understand emotions
in yourself and those around you is the basic skill required because unless you
are able to do this, question of putting them to use doesn't arise at all.
 Emotional Use: Ability to put these emotions to right use. An individual who
possess this ability is able to use emotions and think through a situation and
solve problems. Different emotions are used to assert force in the right
direction and complete tasks in time
Emotional Understanding: Ability to
understand varying shades of different emotions
and how they interact with each other. This
ability also makes an individual understand
how an emotion would evolve over time and its
possible effect.
Emotional Management: Ability to manage
emotions of self and others. This individual is
able to control positive and negative emotions
in a way that it increases output of self and
those around him i.e harness emotions to work
positively towards attainment of objectives.
Trait Model
 This model was proposed by K.V.Petrides.
 He stated trait EI is "a constellation of emotional self -
perceptions located at the lower levels of personality hierarchies.”
 Petrides terms this as trait emotional self- efficacy.
 This means that emotions are subjective and emotional
intelligence is quite simply, an individual’s own perception of his
own ability to work with emotions.
 Petrides asserts that there is no standard profile of an emotionally
intelligent person because certain traits are adaptive, functional
and useful in some situations while the same traits may hamper
individuals in other contexts.
 Thus the trait model of EI focuses on particular personality traits
helpful in perceiving and regulating emotions. It emphasizes the
emotional self-perceptions and emotional traits in one’s
personality plays a significant role in one’s emotional intelligence.
Trait Model
He measured EI through various factors that
he grouped under the following five heads:
Independent
Self-Control
Emotionality
Sociability
Well being
 Mixed Model
This model was proposed by Daniel Goleman
and as on date it is the most popular and
commonly used model for measuring EI.
He viewed emotional intelligence as a total of
personal and social competences. Personal
competence determines how we manage
ourselves, whereas social competence
determines how we handle our interpersonal
relationships.
 Goleman's model measures EI on the basis the following four
factors:
1.Self-Awareness: The ability to identify one’s emotions and
using one’s gut feeling to make decisions. Recognising one’s
strengths and weaknesses, also understanding what are one’s
drives, vales and goals.
2. Emotional Self-Management: The ability to control and
redirect one’s negative and disturbing emotions and impulses
into positive and productive ones. Learning to delay
gratification and handle one’s emotions in a manner that
facilitates task completion.
3. Social Awareness: The ability to understand other people’s
feelings, recognising them and give them adequate weight
while decision-making.
4. Social skill: The ability to handle emotions with respect to
others, to interact in social situations, influence, persuade,
convince and lead people in the desired direction.
Ways to improve emotional intelligence
Be more self-aware
Recognize how others feel
Practice active listening
Communicate clearly
Stay positive
Empathize
Be open-minded
Listen to feedback
Stay calm under pressure
Benefits of EI to the organisation
Benefits of EI to an Individual Employee
THANK YOU