Chapter 13 Leadership Effectiveness New Perspectives
principled leadership
HOW we influence others and WHAT is it we're trying to change about them. it's about an individuals commitment to making a positive impact on their community
authentic
I know what I'm good at and what I'm not so good at. I will build up on my strengths and shore up my weaknesses
insights for authentic leaders
Influence through identification, hope, trust, positive emotions, and optimism Focus is on strengths of others rather than weaknesses Knows oneself-strengths and limitations Ethics and open communication are central Focus on being a "servant" to followers and other stakeholders
insights for transformational leaders
Needed more than ever at all levels Encourages reasonable risk taking Fosters synergy Knows when to reject traditional ways of doing things Vital to handling difficult and complex organizational threats, opportunities, and weaknesses
they form strong emotional bonds with subordinates
Which of the following is NOT true of transactional leaders? They are skilled at reducing costs and lead times They typically offer extrinsic rewards They form strong emotional bonds with subordinates They tend to punish poor behavior
Affiliative style
build harmony through praise and relationships, highly positive. Best used to heal teams, strengthen connections, and motivate during stressful times
authentic leadership
(1) know and understand themselves, (2) know what they believe and value, and (3) act on their values and beliefs through open and honest communications with subordinates and others.
Goldman Styles
*resonant*: authoritative/visionary, affiliative, democratic, coaching *dissonant*: coercive/commanding, pacesetting
inspirational motivation
degree to which leaders articulate a vision that appeals to followers
idealized influence
degree to which leaders behave in ways that cause followers to identify with them
individualized consideration
degree to which the leader attends to followers' needs, acts as a mentor or coach, and listens to followers' concerns
intellectual stimulation
degree to which the leader challenges assumptions, takes risks, solicits followers' ideas
Pacesetting style
demanding leadership through aggressive goals/objectives and challenge everyone else to keep up. Meets challenging and exciting goals. Best used to get high-quality results from a motivated and competent team.
coercive/commanding style
directive approach / command and control. Soothes fears by giving clear guidance. Best used in a crisis, in turn-around situations or with problem employees. What to do, how to do, not getting buy-in.
vision
expresses fundamental aspirations and purpose, usually by appealing to peoples' emotions and minds
Coaching style
focused on developing followers. Connects what a person wants with the organization's goals. Best used to help an employee improve their performance.
Idealized influence
follows through on commitments and assumes responsibility for own mistakes
inspirational motivation
forward thinking, stretches horizons, challenges imaginations
Democratic style
gain consensus, value people's input through participation which leads to commitment, best used for buy-in and consensus and getting input from employees
core components of transformational leadership
individualized consideration, intellectual stimulation, inspirational motivation, idealized influence
passive management by exception
intervene after unacceptable performance or deviations from accepted standards occur
individualized consideration
invites response/dissent and communicates in an open, candid, clear, complete, consistent manner
transformational leadership
involves anticipating future trends, inspiring followers to understand and embrace a new vision of possibilities, developing others to be leaders or better leaders, and building the organization or group into a community of challenged and rewarded learners. visionary, inspiring, daring, ethical
Charisma
involves motivating and directing followers by developing in them a strong emotional commitment to a vision and set of shared values.
transactional leadership
involves motivating and directing followers primarily through appealing to their own self-interests. Transactional leadership focuses on a carrot (and sometimes a stick) approach, setting performance expectations and goals and providing feedback to followers. - provides contingent rewards, exhibits active management by exception, emphasizes passive management by exception
ethical leadership
involves the demonstration of normatively appropriate conduct through personal actions and interpersonal relationships and the promotion of appropriate conduct to followers through communication, reinforcement, and decision making.
active management by excception
monitor work, take corrective actions if deviations from expected standards occur, enforce rules to prevent mistakes
core components of ethical leadership
moral person and moral manager
synergy
occurs when people together create new alternatives and solutions that are better than their individual efforts. greatest chance to achieve this is when people don't have same perspective
authoritative/visionary style
set course, people move toward shared vision, best used when charge or clear direction needed
core components of authentic leadership
stimulates follower identification, creates hope, reflects trust, shows positive emotions, raises optimism
moral person
the leader must be trustworthy, fair, and self-disciplined.
moral manager
the leader must proactively attempt to shape followers' values by role modeling ethical behavior, communicating the importance of ethics, enforcing ethical standards through rewards and punishments, and showing care and concern for followers.
formal authority
the primary power of transactional leaders comes from their ____ in the organization
transformational leadership
these leaders listen effectively and probe for new ideas
transactional leadership
these leaders set and clarify detailed goals to obtain short-term and measurable results
Reflects Trust
Authentic leaders are more likely to be trusted by followers and others. They build trust by encouraging open two-way communications; sharing critical information, both good and bad; and revealing—in a constructive way—their perceptions and feelings, both good and bad, about the people with whom they work.
Creates Hope
Authentic leaders create positive motivations for followers by fostering goal setting and helping them identify how to achieve their goals.
Stimulates Follower Identification
Authentic leaders help followers link their strengths to a common purpose or mission. This is accomplished through leading by example and setting high moral standards of honesty and integrity.
Raises Optimism
Authentic leaders tend to be optimists and stimulate a sense of optimism among followers. Optimists persevere in the face of obstacles or difficulties, assess personal failures and setbacks as temporary, and exhibit high levels of work motivation, performance, and job satisfaction.
insights for ethical leaders
Facilitates positive outcomes such as employee task performance and organizational citizenship behaviors Diminishes negative outcomes such as unethical behaviors (e.g., sexual harassment), counterproductive work behavior (e.g., showing up late), and interpersonal conflict Ethical leadership trickles down in organizations Organizations should promote this leadership style throughout levels of management Training programs, selection criteria, and performance evaluation systems can be designed to support and encourage ethical leadership
Shows Positive Emotions
The positive emotions of authentic leaders broaden followers' thoughts on how to achieve goals and solve problems, discover novel ways for doing things, and foster creative thinking.
insight for transactional leaders:
They ask: "What needs to be done?" They ask: "What is right for the organization? They develop action plans They take responsibility for decisions They take responsibility for communicating but: May tend to overemphasize details and the short-term May tend to stifle creativity May tend to not reward or ignore ideas that do not conform May be effective in guiding efficiency initiatives
ethical
this type of leadership tends to result in many desirable workplace outcomes because it enables followers to have greater trust and self efficacy
provides contingent rewards
transactional leaders identify paths that link the achievement of goals to rewards, clarify expectations, exchange promises,etc. Set and clarify detailed goals and provide extrinsic rewards in exhange
intellectual stimulation
trusts others and encourages responsible and thoughtful risk-taking behavior