Chapter 6:

Leading
GROUP 1 :
UNDEFEATED
 INTRODUCTION IN
LEADING
Leading consists of motivating employees and influencing
their behavior to achieve organizational objectives. Leading
focuses on managing people , such as individual employees,
teams and groups rather than tasks.
 CHARACTERISTICS
OF LEADING
Everyone has their own unique qualities that make them a
good leader. There is no right way to be a leader—but here
are the five main qualities that people who lead by example
share:
1.They get involved
2.They put people first
3.They avoid micromanaging
4.They’re flexible
5.They listen to understand
 THE BENEFITS OF LEADING
Leading can increase trust and team engagement. The people you manage
pay a lot of attention to what you say—and what you do. If what you’re doing
and saying are inconsistent, that inconsistency can lead to frustration and lack
of trust. But if you can model the right example to your team, they’ll be inspired
to go along, too.

LEADING BY EXAMPLE CAN:

-Inspire the people around you
-Build trust between you and your team
-Create an inclusive, collaborative work
environment
-Increase productivity through teamwork
-Set the standards of success on your
team
-Increase team loyalty, engagement, and
retention
-Contribute to great team building
 MOTIVATION
Motivation in a leadership involves inspiring and
energizing individuals or a team to achieve their goals.
 DIFFERENT STRATEGIEES
FOR LEADERS TO MOTIVATE
INCLUDE
Recognition and Rewards Challenging Tasks
Clear Communication Team Building Flexibility
Feedback and Development Goal Setting
Autonomy and Empowerment Lead by Example
Positive Work Environment
LEADERSHIP THEORIES
A number of leadership theories exist as the foundation for
leadership styles within these leadership theories there are
further classifications that are a function of the foundations of
each theory.

Leadership theories are frameworks or models that aim to

explain the qualities, behaviors, and styles of effective leaders.
There are several prominent leadership theories.
 02 Behavioral Theory
01 Trait Theory
This theory focuses on the
This theory suggests that certain
behaviors and actions of leaders,
inherent traits or characteristics, such
suggesting that specific leadership
as intelligence, charisma, and
behaviors, such as task-oriented or
confidence, determine effective
people-oriented approaches, can
leadership. lead to successful outcomes.
 Situational Theory 05
Contingency Theori
03

Contingency theories of leadership

This theory suggests that effective leadership
emphasize the dynamic nature of
depends on adapting to different situations
leadership styles, stating that
and adjusting leadership styles accordingly. success depends on various factors
It emphasizes the importance of matching Transformational such as the environment, leadership
leadership style to the needs of the situation 04 style, followers' qualities, and the
and the followers. Theory situation.
This theory emphasizes the leader's ability to
inspire and motivate followers to achieve
higher levels of performance and personal
growth. It focuses on the leader's vision,
charisma, and ability to create a positive and
empowering work environment.
 COMMUNICATION
Organizational communication refers to the communication that
takes place between people who are working towards common
goals within an organization. It consists of the interactions that
take place for the purpose of working together towards these
goals or conducting business in general.
 MANAGEMENT OF
CHANGE AND
DIVERSITY
Management of change and organizational diversity are two related activities/functions of
management because trying to bring change in organizations is dependent on the kind and
the behavior of the people within them. Bringing about organizational innovations or
changes in order to respond to future competitors may threaten the firm's members and,
thus, cause resistance. Understanding and managing diversity in the workplace may,
therefore, be necessary to help manage change in organizations.
 Organizational Organizational
Change Diversity

Any alteration of people, structure, The host of individual differences

or technology in organizations that make people in organizations
brought by external or internal different from and similar to each
forces which they encounter. other.
 Types of Diversity:
Cultural Diversity
Includes a diverse spectrum of cultural origins, customs,
traditions, and belief systems. Embracing cultural diversity enables
businesses to reach a wider audience, comprehend subtle
differences across borders, and create goods and services that meet
the needs of a variety of customers.
Generational Diversity
Different work habits, problem-solving techniques, and life
experiences are brought by each generation. The workforce
benefits from a dynamic blend of skills, opportunities for
mentoring, and knowledge sharing when generational diversity
is leveraged.
Gender Diversity
Involves fostering a welcoming atmosphere that values and
accepts a range of gender identities and expressions. Teams with a
diversity of genders provide distinct viewpoints that enhance our
comprehension of society's requirements and customers.
Ethnic and Racial Diversity
Promoting racial and ethnic diversity fosters a diverse
workforce, ensuring a diverse clientele. Cognitive diversity
promotes creative problem-solving and challenges
conventional thinking, stimulating innovative thinking.
 Benefits of Diverse Teams:
Innovation and Creativity
Diverse teams combine different viewpoints, which
foster creativity. Organizations can produce innovative
ideas that appeal to a larger audience by valuing
different points of view.
Improved Decision-Making
Diverse viewpoints facilitate more in-depth
conversations, allowing teams to weigh several factors
before making decisions. As a result, there is less chance
of groupthink and better decisions are made.

Enhanced Employee Engagement and

Satisfaction
Employee engagement and job satisfaction are higher in
inclusive workplaces where workers feel appreciated
and respected. Lower turnover rates and increased
productivity follow from this.
 Challenges Associated with
Diversity:
- Communication Barriers: Varying languages, communication
styles, and cultural norms can hinder effective communication
among diverse team members. This might lead to
misunderstandings or misinterpretations.
- Resistance to Change: Some individuals might resist adapting
to diverse working environments due to discomfort with
unfamiliar perspectives or fear of losing their own identity within
the organization.
 Challenges Associated with
Diversity:
- Conflict and Misunderstandings: Differences in
opinions, values, or approaches to work can sometimes
lead to conflicts if not managed properly. Building a
culture that embraces diversity while addressing conflicts
constructively is key to overcoming this challenge.
Concept of Change Management:

Definition: Change management is the systematic

process of moving individuals, groups, and
organizations from their current state to a desired future
state.
Purpose: It aims to reduce change resistance and
ensure the successful implementation of new
processes, technologies, or organizational structures.
 Models/Frameworks:
Prosci's ADKAR Model (Prosci Research): Prosci, a
leading Change Management research firm,
developed the ADKAR model as a goal-oriented
approach to understanding change at an individual
level. It breaks down change into five elements:
 Five elements: ADKAR
Awareness Ability
Desire Reinforcement
Knowledge

Lewin's Change Management Model (Kurt

Lewin): Kurt Lewin, a pioneering
psychologist, introduced this three-stage
model:
 Three-stage model: Lewin's
Unfreeze
Change
Refreeze
McKinsey 7-S Model (McKinsey & Company):
McKinsey & Company introduced this model to
address organizational effectiveness by considering
seven interrelated elements:
 McKinsey 7-S MODEL:
Strategy Skills
Structure Style
System Staff
Shared Values
.Kotter's 8-Step Model (John Kotter): John

Kotter, a change management expert,

proposed eight steps for successful change:
 Kotter's 8-Step Model:
Create Urgency
Form a Powerful
Create a Vision for Change
Communicate the Vision
Remove Obstacles
Create Short-Term Wins
Consolidate Gains
Anchor Changes in Corporate Culture

Kübler-Ross Change Curve (Elisabeth Kübler-Ross): Derived from Kübler-Ross's

work on the grief cycle, this model illustrates the emotional stages individuals
experience during change: - The Kübler-Ross Change Curve has 6 phases which
are Shock and Denial, Frustration and Anger, Depression and Despair,
Exploration and Experimentation, and Acceptance and Integration.
Kübler-Ross Change Curve :
Shock and Denial
Disruption and Uncertainty
Exploration and Experimentation

Acceptance and Integration

Commitment and Renewal
Strategies for Effective Change
Implementation:
Clear Communication
Stakeholder Involvement
Training and Support
Flexibility Feedback
Mechanisms and Adaptability
Change Champions
Celebrating Milestones
Continuous Evaluation
Influence of Diversity on Change
Initiatives:
Perspectives and Insights
Adaptability and InnovatioN

Addressing Diversity in Change Management

Strategies:
Inclusive Communication
Diversity in Decision
Training and Sensitization
Challenges and Solutions: Challenges in Managing Diversity
during Change
Communication
Breakdown Conflict Resolution
Resistance to Change
Proposed Solutions and Best Practices:

Effective Communication Strategies

Diversity Training and Sensitization
Change Leadership and Role Modeling
Conflict Management Techniques
Strategies for Overcoming Challenges:

Inclusive Decision-Making Processes

Continuous Feedback Mechanisms
Creating a Supportive Environment
 FILIPINO AND
FOREIGN CULTURES
FILIPINO AND FOREIGN
CULTURES IN
ORGANIZATIONS
CULTURE
A set of beliefs and values about how a community
should act and do things.

ORGANIZATIONAL CULTURE
A set of shared values and norms/standards for
behavior and expectations that influence the interation
of organization members in order to achieve their set
mission, vision, goals and objectives.
SHARED VALUES AND BELIEFS OF FILIPINOS

01. SOCIAL ACCEPTANCE

This value focuses on the desire of Filipinos to be
accepted and treated well by others in
accordance with his or her status, for what he or
she is and for what he or she has accomplished.
02. ECONOMIC SECURITY
This value emphasizes that one must have financial
stability and that he or she must be able to stand
on his own feet, without incurring debt in order
to meet his basic material needs.
03. SOCIAL MOBILITY

This value is concerned with his or her desire to move up the social
ladder, to another higher economic level, to a higher job position, to
a position of respect in his or her family or in the community where
he or she lives or in the organizations where he or she belongs.
 Other examples of Filipino beliefs
and practices
Mañana Habit - pertains to the belief that it is alright to postpone work or finish
tasks to another day.

Ningas Cogon - refers to the initial show of enthusiasm over a project during its
beginning and the waning of the interest.

Filipino time - pertains to the common Filipino practice wherein arriving 15 to 30

minutes late to work or meetings with associates and friends is considered
acceptable.
INFLUENCE OF FOREIGN CULTURE ON
ORGANIZATIONAL MANAGEMENT
GENDER EGALITARIANISM
1 2
Refers to the amount of effort
which must be put into minimizing
gender discrimination and role
inequalities.
3 PERFORMANCE
ORIENTATION
Refers to how much
individuals should be
rewarded for improvement
and excellence.
ASSERTIVENESS
Refers to how confrontational
and dominant individuals
should be in social
2 relationships.
HUMANE ORIENTATION
4
Refers to how much society
should encourage and reward
3 people for being kind, fair,
friendly and generous.
Quiz 1 - 10

1. It is a frameworks or models that aim to explain the qualities,

behaviors, and styles of effective leaders.

2. This theory emphasizes the leader's ability to inspire and motivate

followers to achieve higher levels of performance.

3. This model was developed by Prosci, A leading change management

firm.
Quiz 1 - 10
4. This value emphasizes that one must have financial stability and that
he or she must be able to stand on his own feet.

5. Refers to how much society should encourage and reward people for
being kind,fair, friendly and generous.

6. Refers to a conversation between people who are working towards

common goals within an organization?
Quiz 1 - 10
7. It can increase trust and team engagement.

8. It refers to the alteration of people, structure, or technology within

organizations due to external or internal forces.

9. Individual differences within organizations create a multitude of

differences and similarities among individuals.
Quiz 1 - 10
10. It is a process of energizing and motivating people to accomplish
goals individually or as a team.

11 - 15 Give the five characteristics of leading.

16 - 17 Give at least 3, leaders strategies to

motivate employees or team.
19 - 20 Give at least 2 step of Kotter's 8-step
model.
Thank you
very
much!!!