“LEADERSHIP BEHAVIOR”

Introduction

Leaders can make the difference between success and failure. In this chapter, we’ll look at the basic
approaches to determining what makes an effective leaders and what differentiate leaders from non-
leaders.

Good leadership is necessary for an organization’s survival

Defined Leadership
Leadership and management

- while this two terms are used interchangeably in the workplace, in theory,

they are two different concepts

By Jhon Kotter’s definition

1. Management- management is about coping with complexity. It brings order and consistency to an
organization by drawing up formal plans, designing rigid organizational structures, and monitoring results
against the plan.

2. Leadership- leadership is about coping with change. Leaders establish direction by developing a vision
of the future, then they align people by communicating this vision and inspiring them to overcome hurdles.
Defined Leadership
The Author’s Definition of leadership

The ability is influence a group towards the achievements of a vision or set of goals. The source of this
influence may be formal, such as a person’s managerial rank in the organization, or an informal (non-
sanctioned) ability to influence that arises outside the formal structures of the organization.

The need of both

Organizations need both strong leadership and strong management for optimal effectiveness. while a
good leader may tell the organization where to go , is still takes good managers to ensure they get there
in one pieces.
 How do you provide strong leadership.

1. Share Their Vision

2. Lead By Example

3. Demonstrate Integrity

4. Communicate Effectively

5. Make Hard Decisions

6. Recognize Success

7. Empower Others

8. Motivate and Inspire

 How do you build strong management?
◦ 10 Steps To Build An Effective Management Team

1. Adaptability.

2. Built trust and respect.

3. Build relationships with your employees.

4. Be true to your word.

5. Setting common goals.

6. Listen to your team.

7. Clear vision and strategy.

8. Establish team values and evaluate team performance.

 Trait Theories
Trait theories of leadership differentiated leaders from non leaders by focusing personal qualities and
characteristics. As one of the earliest forms of leadership study, trait theories searched for any personality,
social, physical, intellectual factors that could describe leaders and differentiate them from non-leaders.

The Big Five Personality Framework and Trait Theory

When existing trait theory research was organized around the big five personality framework (extroversion,
agreeableness, conscientiousness, emotional stability, and openness to experience)
Types of the Big Five Personality
Framework.
1. Extroversion- Two of the most common traits of leaders, ambition and energy are part of definition for
extroversion. This is one of the most important traits of effective leaders and separate them from non leaders.

2. Conscientiousness and Openness and Experience –This two big five traits also showed strong and
consistent relationship to leadership, although not a strong as extroversion.

3. Agreeableness and Emotional Stability- This last two big five traits were not strongly correlated with
leadership.

4. Key Common Traits- Using the big five framework, leaders do appear to have key traits in common, they
are extroverted (individuals who like being around people and are able to assert themselves),
conscientiousness ( disciplined individuals who keep the commitments they make), and open (individuals
who are creative and flexible.
 Leadership as defined
Emotional Intelligence (EI) and Trait Theory

The key component of emotional intelligence , for leaders appears to be empathy. Empathetic leaders can
make sense of other’s needs, listen to what followers say ( and don’t say) and are able to read the reaction of
others. This traits may inspire followers.

2 differences

1. Predictive Ability – while the individuals traits themselves did not prove to be predictive, using the big five
personality framework does tend to show that traits can separate leaders from non leaders.

2. Leadership Success – while traits do differentiate leaders from non leaders, they do not distinguish between
effective leaders. Merely possessing the correct traits do not make a leader automatically successful.
Behavioral Theories
Behavioral Versus Trait Studies

The primary difference between studying leadership behaviors and traits is that traits cannot be taught.
Thus traits studies attempted to find “ a great man” who had the natural characteristics necessary to be
a good leader

Behaviors on the other hand, can be learned. So behavioral studies attempt to find the correct actions
leaders take. By teaching behaviors, anyone could be trained to be a better leader, the focus is on
what should be trained.
 Behavioral Theories
The three Primary Behavioral Studies

1.The Ohio State Studies – These studies in the late 1940’s, attempted to find what behaviors substantially
accounted for most of the leadership behavior described by employees,

a. Initiating Structure – The dimension refers to the extent to which is a leader is likely to define and
structure his or her role and those of employees in the search for goal . It includes behavior that attempt of
organize work, work relationships and goals.

b. Consideration – This dimension is the extent to which a person is likely to have job relationship that can
characterized by mutual trust, respect for employees’ ideas and regard for their feelings. People who are
high in consideration show concern for followers comfort, well-being and satisfaction.
Behavioral Theories
C. Ohio State Summary – both factors were found to be associated with effective leadership.
Followers of leaders who are high in consideration were more satisfied with their job, more motivated
and had more respect for their leader. Leaders who were high in initiating structures typically had
higher levels of group and organization productivity along with more positive evaluation.

Power- French and Raven (1960)

● Legitimate Power- comes solely from the position the superior holds in an organization

● Reward Power- comes by means of promotion, salary increases and it interesting assignment

● Expert Power- comes from the leader possessing superior knowledge of the matter under discussion
Behavioral Theories
● Referent Power- comes from the fact that subordinates identify with the leader and respect him/her.

● Coercive Power- comes from forced actions and potentials for punishment

Leadership is a major way in which people change the minds of others and move organizations
forward to accomplish identified goals.

Theories of Leadership- over time, a number of theories of leadership have proposed, including.
6 main leadership theories

Great man theory

The great man theory of leadership states that great leaders are born with all the right personality traits
such as intelligence, courage, confidence, intuition and charm.

Trait theory

The trait theory of leadership states that certain natural qualities tend to create good leaders. Having
such qualities, however, does not necessarily mean someone has strong leadership skills. Some leaders
may be good listeners or communicators, but not every listener or communicator makes a good leader.
6 main leadership theories
Behavioral theory

The behavioral theory of leadership focuses on how a person’s environment, not natural abilities, forms
him or her into a leader. One of the key concepts is conditioning. It asserts that a person will be more
likely to act or lead in a certain style as a result of environmental responses to behavior. The theory
states that anyone can be a leader if they behave the way other leaders do.

Transactional or management theory

The transactional theory of leadership, also called "management theory," states that leadership is a
system of rewards and penalties. It views effective leadership as results-focused and hierarchical.
Transactional leaders prioritize order and structure over creativity by rewarding someone who meets a
goal and penalizing someone who doesn’t
6 main leadership theories
Transformational or relationship theory

The transformational theory of leadership, also called "relationship theory," asserts that effective
leadership is the result of a positive relationship between leaders and team members. Transformational
leaders motivate and inspire through their enthusiasm and passion. They are a model for their teams,
emphasizing a collaborative work environment, diplomatic communication skills, and efficient
delegation.
 Behavioral Theory
● Behavioral Theory

-The behavioral leadership theory focuses on how leaders behave, and assumes that these traits can be copied by other leaders. Sometimes
called the style theory, it suggests that leaders aren't born successful, but can be created based on learnable

- The Managerial Grid

The managerial grid model is a self-assessment tool by which individuals and organizations can help identify a manager's or leader's
style.

- Theory X and Theory Y

Theory X and theory Y are part of motivational theories. Both the theories, which are very different from each other, are used by
managers to motivate their employees. Theory X gives importance to supervision, while theory Y stresses on rewards and
recognition.
● Participative Leadership

The methodology behind being a participative leader is simple. Rather than employing a top-down approach to managing a team, everyone
works together for the decision-making process and address company issues, sometimes employing an internal vote to address problems or
challenges.
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