Presentation on theme: "IB Business and Management"— Presentation transcript:
1IB Business and Management 2.4 Leadership and Management (HL)
2Trait and Situation Theories Situational leadership theory presumes that different styles of leadership will be better in different situations. This implies that leaders need to be flexible enough to adapt their leadership to changing situations.Trait theory argues that some individuals are born with traits (personal characteristics) that make them natural leaders. However, these traits will vary from person to person and there is no one particular trait, which on its own, will make a successful leader.
3In Leadership in Organisations (1997), Gary Yuki suggests that successful leaders need to have the following traits:dominance (the desire to influence and lead others)adaptability - able to adapt to different situations easilyenergeticpersistence - the will to carry things through and complete themassertiveness - the ability to assert your will onto othersreliability and dependabilityambitionself-confident and tolerant to high levels of stress
4TaskDifferent researchers and writers on leadership always come up with different lists of the key qualities of leaders.Write your own list of the most important qualities of leaders (Max 10)
5Contingency approach to leadership (Fred Fiedler 1967) Fiedler is credited with helping move researchers from concentrating on the traits of leaders to studying leadership styles and behaviours.He said that appropriate leadership style in any situation is dependent, or contingent upon elements unique to that situation.
6What Fiedler said……Fiedler suggested that the appropriate leadership style is contingent upon three main factors:The characteristics of the leader - whether they are predominantly relationship-driven or task-drivenThe situation - the nature of the task such as its difficulty and changeabilityThe nature of the subordinates - the authority the leader has over them and the level of mutual respect that exists
8Blake and Mouton’s Model The Managerial Grid is based on two behavioral dimensions:Concern for People – This is the degree to which a leader considers the needs of team members, their interests, and areas of personal development when deciding how best to accomplish a task.Concern for Production – This is the degree to which a leader emphasizes concrete objectives, organizational efficiency and high productivity when deciding how best to accomplish a task.
9Blake Mouton Managerial Grid People or Task focused 1:9 Country club management maximum concern for people, minimal concern for product, ‘friendly’ manager, lower productivity, conflict ignored 1:1 Impoverished mimimal concern for people and product, laissez faire, little effort or involvement 9:1 Authority Obedience management/Produce or Perish minimum concern for people, purely task focused, people ‘a number’, autocratic, maximum control 9:9 Team Management ‘ideal’ style, maximum concern for people and product, leader gets involved with the people 5:5 Middle of the Road a balance of people/product focus, some control but not too much, can fail when high productivity is important
10Blake’s GridCategorise some teachers in terms of Blake’s grid
13Task Watch the video to show examples of Likert’s 4 leadership styles. Can you think of any other examples?
14Likert's Leadership Styles 1. Exploitive authoritative - the leader has a low concern for people - uses fear -based methods such as threats to achieve conformance -Communication is almost entirely one-way 2. Benevolent authoritative - the leader has some concern for people - the leader now uses rewards to encourage appropriate performance - listens more to concerns of subordinates - most major decisions are still made by the leader.
15Likert's Leadership Styles 3. Consultative- the leader is making genuine efforts to listen to the ideas of subordinates.- major decisions are still largely made by the leader.4. Participativethe leader makes maximum use of including subordinates in decision-making.
21Functions of Management This refers to the responsibilities and tasks carried out by managers:Set objectivesOrganise how things are to be doneCommand, co-ordinate and communicate with othersDevelop and motivate employeesMeasure and evaluate performance against objectives
22Characteristics of good managers A vision and sense of direction as to where the business should be goingInnovation and the creation of new ways of doing thingsDedication and commitmentAbility, self-belief and qualities that promote support from others.
24Henri Fayol French management theorist Wrote during the early 20th centuryIdentified the key tasks of management regardless of their function
255 Functions of Management to forecast and planto organizeto command or directto coordinateto control
2614 Principles of good Management Division of work. This principle is the same as Adam Smith's 'division of labour'.Authority. Managers must be able to give orders.Discipline. Employees must obey and respect the rules that govern the organization.Unity of command. Every employee should receive orders from only one superior.Unity of direction. Each group of organisational activities that have the same objective should be directed by one manager using one plan.Subordination of individual interests to the general interest. The interests of any one employee or group of employees should not take precedence over the interests of the organization as a whole.Remuneration. Workers must be paid a fair wage for their services.
2714 Principles of good Management Centralisation. Centralisation refers to the degree to which subordinates are involved in decision making. The task is to find the optimum degree of centralisation for each situation.Scalar chain. The line of authority from top management to the lowest ranks represents the scalar chain. Communications should follow this chain. Cross-communications can be allowed if agreed to by all parties and superiors are kept informed.Order. People and materials should be in the right place at the right time.Equity. Managers should be kind and fair to their subordinates.Stability of tenure of personnel. High employee turnover is inefficient.Initiative. Employees who are allowed to originate and carry out plans will exert high levels of effort.Esprit de corps. Promoting team spirit will build harmony and unity within the organization.
29Charles Handy (b. 1932)Renowned for being one of Britain’s greatest management gurusResponsible for the ‘wonderful’ Shamrock organisation theory
30What Charles Handy Says… Key Characteristics of ManagersKey Roles of ManagersIntelligenceInitiativeSelf-assuranceGeneral PractitionersConfronters of dilemmasBalancers of culturesGood managers require the ‘helicopter factor’ and should not ‘micro-manage’What does this mean?
32Peter DruckerPeter Drucker is one of the most influential writers on management.Drucker saw people as a resource, not a cost, and believed that the workforce should be empowered to create better motivation and customer satisfaction.He published 33 management books during his working life.
33Managers must be able to…. manage by objectivesallow risk taking at all levels of the organisationmake strategic decisions and organise tasks and peoplebuild teams and measure performance against organisational objectivescommunicate information quickly and clearly and motivate employees to gain participation and commitmentsee the business as a whole and integrate his or her function within itto relate the product and industry to the external environment and see economic, political and social developments on a global scale
34Management by Objectives Management by Objectives (MBO) refers to the process of managers and employees agreeing on objectives for the organisationDrucker urged that targets should be agreed after discussion, not imposed from above.This ensures employees understand and are committed to the organisation's objectives.