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Basic Approaches
to Leadership
Management
Use of authority inherent in
designated formal rank to
obtain compliance from
organizational members
Limitations
• No universal traits found that predict leadership
in all situations
• Unclear evidence of the cause and effect of
relationship of leadership and traits
• Better predictor of the appearance of leadership
than distinguishing effective and ineffective
leaders
Behavioral Theory
Leadership behaviors can be taught.
vs.
Trait Theory
Leaders are born, not made.
Consideration
The extent to which a leader is likely to have job
relationships characterized by mutual trust, respect for
subordinate’s ideas, and regard for his/her feelings
Employee-oriented Leader
Emphasizing interpersonal relations; taking a personal
interest in the needs of employees and accepting
individual differences among members
Production-oriented Leader
One who emphasizes technical or task aspects of the
job
Historical Perspective
Leadership Grid Components
– Authority-Compliance (9,1)
– Country Club Management (1,9)
– Impoverished Management (1,1)
– Middle-of-the-Road Management (5,5)
– Team Management (9,9)
– Paternalism/Maternalism (1, 9; 9,1)
– Opportunism
Blake & Mouton’s Managerial (Leadership)
Grid
Historical Perspective
Blake & Mouton’s Managerial Leadership Grid
Development Purpose
Definition
Effective leadership is contingent on
matching a leader’s style to the right
setting
Key Assumption
– Leader must fit situation; options to accomplish this:
– Select leader to fit situation
– Change situation to fit leader
Fiedler Model: The Leader
Assumption: Leader’s style is fixed and can be
measured by the least preferred co-worker (LPC)
questionnaire.
Task Structure
The degree to which the job assignments are procedurized
High Structure –
• requirements/rules - are clearly stated/known
• path to accomplish - has few alternatives
• task completion - can be clearly demonstrated
• limited number - correct solutions exist
© 2007 Prentice Hall Inc. All rights reserved.
Fiedler Model: Defining the Situation
Low Structure –
requirements/rules - not clearly stated/known
path to accomplish - has many alternatives
task completion - cannot be clearly demonstrated/verified
unlimited number - correct solutions exist
Position Power
Influence derived from one’s formal structural position in the
organization; includes power to hire, fire, discipline, promote, and
give salary increases
Strong Power – authority to hire or fire, give raises in rank or pay
Weak Power – no authority to hire or fire, give raises in rank or
pay
Favorableness
of Situation
LPC Score Definition
High Moderately
Favorable
Situations with some degree
of certainty; not completely
in or out of leader’s control
Findings of the Fiedler Model
Good
Task-Oriented
Performance
Relationship
-Oriented
Poor
Favorable Moderate Unfavorable
Assumptions
– Leaders can and should change their style to fit their
followers’ degree of readiness (willingness and ability)
– Therefore, it is possible to train leaders to better fit their
style to their followers.
Hersey and Blanchard’s Situational Leadership Theory
Amount of Leader
Support &
HIGH Supervision Required LOW
Leadership
Styles
High Task
Unable Directive and
Relationship
Orientations
E X H I B I T 12–5
E X H I B I T 12–5
E X H I B I T 12–3
Framing
A way to use language to
manage meaning
Situation
high degree of stress and uncertainty
politics or religion, or during wartime, or when a
business is in its infancy or facing a life-threatening
crisis.
Level in the organization
Top executives create vision; it’s more difficult to utilize
a person’s charismatic leadership qualities in lower-
level management jobs or to align his or her vision with
the larger goals of the organization
Followers
Stress, Crises, Threats to live
© 2007 Prentice Hall Inc. All rights reserved.
The Dark Side of Charismatic Leadership
E X H I B I T 13–2 (cont’d)
Actions
• Work to positively change the attitudes and behaviors
of employees
• Engage in socially constructive behaviors
• Do not abuse power or use improper means to attain
goals
• Charisma, too, has an ethical component.
• Unethical leaders use their charisma to enhance power
over followers, directed toward self-serving ends.
• Ethical leaders use charisma in a socially constructive
way to serve others.
E X H I B I T 13–4
Identification-based Trust
Trust based on a mutual understanding of one another’s
intentions and appreciation of the other’s wants and
desires
© 2007 Prentice Hall Inc. All rights reserved.
How Is Trust Developed
Key Characteristics
Integrity: refers to honesty and truthfulness,
consistency between what you do and say.
Benevolence: means the trusted person has your
interests at heart, even if yours aren’t necessarily in
line with theirs.
Caring and supportive behavior is part of the
emotional bond between leaders and followers.
Ability: encompasses an individual’s technical and
interpersonal knowledge and skills.