Leadership Ability to influence a group toward the achievement of goals I) Trait Theories II) Behavioral Theories III) Contingency Theories

Trait Theories Traits can predict leadership Leaders born as leaders Personality characteristics- Big Five: Extroversion: assertive, sociable Agreeableness: cooperative, warm Conscientiousness: responsible, organized, dependable, reliable Emotional stability: calm, self-confident (person’s ability to withstand stress) Openness to experience: creative, curious

II) Behavioral Theories 1) Ohio State Studies: Questions were asked to subordinates about their feelings & perceptions concerning their leaders Initiating structure: Behavior attempting to organize work, relationships & goals Consideration: Person having job relationships characterized by mutual trust, respect for subordinates’ goals & regard for their feelings

2) University of Michigan Studies Product-oriented: Emphasize technical & task aspects of the job Employee-oriented: Emphasize interpersonal relationships; taking personal interests in the needs of their subordinates => Higher group activity & higher job satisfaction

Concern for production 3) The Managerial Grid Two dimensions, which a leader gives importance: (1.1): Impoverished (1,9): Country club (5,5): Middle-of-the-road (9.1): Task oriented (9,9): Team oriented Concern for people Concern for production

II) Contingency Theories 1) The Fiedler Model: An individual’s leadership style is essential in success. LPC (Least-preferred co-worker) questionnaire. 16 objectives (pleasant/unpleasant, open/guarded...) Situations: Leader-member relations Task structure Position power Change leader to fit the position or vice versa.

2) Leader-Member Exchange Theory Leaders establish a special relationship with a small group of followers => In-group: Higher performance ratings, lower turnover intentions, greater satisfaction with their superiors, higher overall satisfaction than those in out-group

3) Path-Goal Theory Leader’s job is to assist his/her followers in attaining their goals & goals being compatible with organization Leader’s behavior is acceptable: immediate source of current & future satisfaction; Motivational: Makes subordinate need satisfaction contingent on effective performance Provides coaching, guidance, support & rewards necessary for effective performance

Achievement-oriented Outcomes Performance Satisfaction Environmental Contingency Factors Task Structure Formal authority system Work group Leader behavior: Directive Supportive Participative Achievement-oriented Outcomes Performance Satisfaction Subordinate Contingency Factors Locus of control Experience Perceived ability

4)Leader-Participation Leadership behavior & participation in decision making are related 7 Questions about structure, decision-making and subordinates => Decision Tree => Leadership styles (Autocratic, Supportive, Participative)

Inspirational Approaches to Leadership I) Charismatic Leadership: Vision, willingness to take risks to achieve that vision, sensitivity to followers’ needs, exhibiting behaviors that are out of ordinary Dark Side: Sometimes recklessly used organizational resources for their personal benefits

Leadership II) Transactional Leadership: Ohio-State, Fiedler, Path-Goal Theory- Motivate their followers in the direction of established goals by clarifying role & task requirements Laissez-faire: Most passive, least effective Management by exception: Ineffective, available only when a problem occurs Contingent reward: can be effective, but will not get employees to go beyond the call of duty

III) Transformational Leadership Encourage followers to be more innovative & creative Idealized influence: Behaving in admirable ways that cause followers to identify with the leader Inspirational motivation: Articulating a vision that is appealing & inspiring the followers Intellectual stimulation: Taking risks, soliciting followers’ ideas => encourage creativity in followers Individualized consideration: Attending each follower’s needs

IV) Authentic Leadership Role of ethics & trust Authentic leaders know who they are, know what they believe in and value & act on these values and beliefs openly Their followers consider them as ethical people