Ol: Q2
Integrity.
A consistency between word and deeds and keeps promises.
Concern for sustainability.
A leader with a true concern for sustainability cares about the environment in such ways as being a champion of recycling.
Entrepreneurial Leadership
A person who founds and operates an innovative business, task-oriented and charismatic person, drives themselves and others relentlessly, yet their personalities also inspire others.
Adaptability to the situation
Adaptability reflects the future planning viewpoint strategy is chosen based on the unique circumstances at hand, organization structure that is best suited to the demands of the situation
Be Sensibly Persistent
Almost-never-accept-no attitude, know when to cut their losses, absorbs the loss and moves in another, more profitable direction
Four Ethical Leadership Behaviour
Be honest and trustworthy and have integrity in dealing with others, Pay attention to all stakeholders, Build community, Respect the individual
Organizing for collaboration
Both task orientation and a relationship orientation, Demand that workers collaborate with each other. The task focus: information sharing takes place
People orientation
Cares about, respects and supports followers.
Ethical guidance.
Communicating about ethics, explains ethical rules and encourages and rewards ethical conduct.
Consultative
Confer with group members before making a decision. However, they retain the final authority to make decisions.
Power and Self-Serving Behavior
Directed more toward self-serving behavior than the good of others including the organization and all stakeholders
Engaging in Philanthropy
Donate money to charity and various other causes
Power Stemming from Managing Critical Problems
EX Tech security company that offers that helps a charity design and monitor their donation site, Strategic contingency theory of power= units best able to cope with the firm's critical problems and uncertainties acquire relatively large amounts of power
Be Enthusiastic, Optimistic, and Energetic
Elevating your energy level suggestions: sleep well, exercise, healthy diet, do your to do list. Be action orientated: "Let's do it", not overthink facts and worries before making a decision.
Link Work Activities to Organizational Goals
Empowerment works better when the empowered activities are made to help achieve the company's goals, develop a feeling of being a partner in the business
Be honest and trustworthy and have integrity in dealing with others
Ethical problems erode the trust of both leaders and organizations
Dimensions of an Ethical Mind
Fairness, Power Sharing, Role clarification, People orientation, Integrity, Ethical guidance, Concern for sustainability
Empowering Practices
Fostering Initiative and Responsibility, Link Work activities to organizational goals, provide ample information, Allow group members to choose methods, Encourage Self Leadership, Continue to Lead, Take into account cultural differences, Establish Limits to empowerment, Practice an Optimal Amount of Empowerment
Self-promoting personality
Frequently toot their own horn and allow others to know how important they are
Aligning people
Getting people pulling in the same direction and collaborating smoothly, Anyone who can implement the vision and strategies or who can block implementation must be aligned.
Be Candid
Giving explicit assessment of a situation, speak directly rather than indirectly, so that people know where they stand
Extensive Use of Social Networking
Helps facilitate their interpersonal communication,(face-to-face and social media websites)
Build community
Helps people achieve a common goal to build a community
High performance standards
Hold group members to high standards of performance, challenging the thinking of others.
Power stemming from ownership
How close a leader is linked to shareholders and board members, how much money he or she has invested in the firm EX the founder of a company that owns 75% of the shares
Helping Build a Sustainable Environment
Influence others to sustain and preserve the external environment through a variety of actions that go beyond mandatory environmental controls such as managing toxic waste
Charismatic Leaders Communication Styles
Inspiration, Storytelling, Social Networking (face to face and online)
Creating inspiration and visibility.
Inspiring others and appealing to their emotions and values, Human contact and connections reinforce inspiration, A part of being inspirational is being visible and available, freely communicate
Guidelines for Evaluating the Ethics of a Decision
Is it right? Is it fair? Who gets hurt? Would you be comfortable if the details of your decision or actions were made public in the media or through e-mail? What would you tell your child, sibling, or young relative to do? How does it smell?
Individual Level Factors Contributing to Ethical Differences
Leader Moral Identity, Greed Gluttony and Avarice, Rationalization and Implied Permission, Moral Development Level, Sense of Entitlement, Situational Influences, Character of the Person, Motivated Blindness
Continue to Lead
Leaders should still provide guidance, emotional support, and recognition
Providing Strategic Leadership of Ethics and Social Responsibility
Leading by example of ethical from high leaders, and within policies so that the belows follow
Position Power
Legitimate, Reward, Coercive power
Create Visions for Others
Looks beyond the immediate future to create an image of what the organization, or unit within, is capable of becoming, find the path from current to ideal conditions, beyond current realities, it connects with the goals and dreams of employees
Openness to worker opinions
Management openness, Helps subordinates' voice their opinion, perceive that their boss listens to them, is interested in their ideas, and gives fair consideration to suggestions, participative leadership and consideration dimension
Four components of empowerment
Meaning, Competence/Self Eficacy, Self Determination, Impacts
Providing Training in Ethics and Social Responsibility
Messages about ethics and social responsibility, classes on ethics at colleges, and exercises in ethics, Reinforce ethical and socially
Servant Leader Traits
Place service before self-interest, Listen first to express confidence in others, Inspire trust by being trustworthy, Focus on what is feasible to accomplish, Lend a hand, Provide emotional healing, Act as a role model for other organizational members to emphasize service, Focus on employee growth that leads to need satisfactions
Pyramid-Shaped Organization Structure
Power concentrates at the top, each level has less power as it goes down
Factors that contribute to organizational politics
Pyramid Shaped Organization, Subjective Standards of Performance, Environmental Uncertainty and Turbulence, Emotional Insecurity, Machiavellian Tendencies, Encouraging Admiration from Subordinates
10 Steps of Transformational Leadership
Raising people's awareness, Helping people look beyond self-interest, Helping people search for self-fulfillment, Helping people understand the need for change, Investing managers with a sense of urgency, Committing to greatness, Adopting a long-range perspective and at the same time observing organizational issues from a broad rather than a narrow perspective, Building trust, Facilitating proactive behavior, Concentrating resources on areas that need the most change.
Execution
Seeing things done
Personalized Charismatic
Serve primarily their own interests and so exercise few restraints on their use of power, obedient, submissive, and dependent (follow leader)
Power Stemming from Being Close to Power
The closer a person is to power, the greater the power he or she exerts, EX: The clerk of the privy council of canada
Character of the person
The higher the quality of a person's character, the more likely he or she will behave ethically and morally.
Virtuous Circle
The relationship between social and financial performance, corporate social performance and corporate financial performance feed and reinforce each other
Romanticize risk
They enjoy risk so much that they feel empty in its absence, Risk taking adds to a person's charisma because others admire such courage, Use unconventional strategies to achieve success, want to do things no one ever has
Challenge, prod, and poke
They test your courage and your self-confidence by asking questions like "Do your employees really need you?" explain how their job contributes to the organization
Role clarification
To give the group more structure in their work, clarifies responsibilities, expectations, and performance goals.
Characteristics of a Charismatic Leader
Visionary, Communication, Trustworthy, Make members feel capable, Tactful, Energy and Action Oriented, Emotional Expressive and Warmth, Romanticize Risk, Challenge/Prod/Poke, Being dramatic and unique in significant, positive ways
Pygmalion effect
When performance is measured against high standards, people are more productive, since people tend to live up to the expectations of their superiors. Works in a subtle, almost unconscious way. Self fulfilling prophecy
Servant Leader
Works on the behalf of others to help them achieve their goals, not the leader's own goals
Foster Initiative and Responsibility
You are responsible for this, make sure you do it well
Transformational Leader
a leader who brings about positive, major changes in an organization, don't have to be well known
Preconventional level
concerned with receiving external rewards and avoiding punishment, might falsify earnings statements to get a large bonus.
Direction setting
direction of change is set, part of creating a vision and a component of strategy, strategy describes a feasible way of achieving the vision, supporting strategy
Energy and action orientation
energetic and serve as role models for getting things done on time
Machiavellian Tendencies
engage in political behavior because they want to manipulate others, sometimes for their own personal advantage
Overall Validity of Transformational Leadership
examine the impact of transformational leadership on various measures of performance and the impact of transactional leadership and laissez-faire leadership on performance measured by questionnaires based on subordinates' perceptions.
Encouragement
fill with courage
360-degree feedback
formal evaluation of superiors based on input from people who work for and with them, sometimes including customers and suppliers
Celebrity Charismatic
found in organizational life as well as in the political and entertainment realms, overlap with socialized and personalized
Organizational Politics
informal approaches to gaining power through means other than merit or luck, to achieve power, either directly or indirectly.
Coercive power
is an individual's ability to punish an individual if they do not meet performance expectations and "motivates" individuals to perform because these individuals are fearful of the consequences of not performing.
Leadership style
is the relatively consistent pattern of behavior that characterizes a leader
Sense of entitlement
lose their sense of reality and feel entitled to whatever they can get away with or steal, entitled to extraordinary compensation
Develop a Personal Brand, Including Making an Impressive Appearance
makes you unique, Helps you attract people to accept your leadership from your strengths, Your identity as shown on the Internet, Your appearance
Leadership by Storytelling
memorable stories to get messages across, building a strong company culture, helps with change, leaders seen as more authentic when they tell life stories that include negative turning points.
Vision Statement
more inspirational, related to the entire organization, talk to employees, 1) A reason for being beyond making money 2) Timeless, unchanging core values 3) Ambitious but achievable goals
Empowerment
passing decision-making authority and responsibility from managers to group members
Dependence perspective
people accrue power when others are dependent on them for things of value
Respect the individual
principle of ethical and moral leadership that incorporates other aspects of morality, If you tell the truth, If you keep promises, And if you treat others fairly, you respect others well enough to be honest.
What would you tell your child, sibling, or young relative to do?
principle of reversibility, which evaluates the ethics of a decision by reversing the decision maker
Ambiguity
providing very little direction and identifying a vision tended to increase follower's general stress levels.
Motivated blindness
seeing what we want to see and missing contradictory information. ex : hiring a friend and not seeing their issues
Greed, Gluttony, and Avarice
seek to maximize personal returns, even at the expense of others ex: high executive compensation, Martin Shkreli
Pay attention to all stakeholders
strive to treat fairly all interested parties affected by their decisions
Nonverbal emotional expressiveness
such as warm gestures and frequent (nonsexual) touching of group members, is also characteristic of charismatic leaders.
Vision
the ability to imagine different and better future conditions and ways to achieve them, a lofty, long-term goal, uplifts and attracts others,
Delegation
the assignment of formal authority and responsibility for accomplishing a specific task to another person
Impact
the degree to which the worker can influence strategic, administrative, or operating outcomes on the job, have a say in the future of the company.
Corporate social responsibility
the idea that firms have obligations to society beyond their financial obligations to owners or stockholders, and also beyond those prescribed by law or contract, part of external engagement
Allow Group Members to Choose Methods
the leader or manager explains to the individual or group what needs to be done (sets a direction) and lets the people involved choose the method
Subjective Standards of Performance
the organization doesn't have an objective and fair way of judging their performance, resort to favoritism.
Expert power
the power an individual has because of their knowledge and expertise.
Ethics
the study of moral obligations, or of separating right from wrong
Socialized Charismatic
uses restraints of power to benefit others, group goals and values, autonomous, empowered, and responsible followers
Intellectual Stimulation
"I enable others to think about old problems in new ways." - inspiring and stimulating followers to be creative and develop innovation solutions to issues, support followers to try new ways of doing things, and recognize that failure is key to learning, change, and innovation ex: Google
Inspirational Motivation
"I help others find meaning in their work" - communication strategies to inspire and inform followers to become engaged and support a particular vision. EX: Stephen Lewis and The Stephen Lewis Foundation, AIDs
Individualized Consideration
"I provide recognition/rewards when others reach their goals." - Leaders who engage in active listening to understand their employee's needs, help coach their employees and are generally supportive demonstrate individualized consideration EX: Campbells soup
Idealized Influence
"Others have complete faith in me." -being as a strong role model by having high standards of moral and ethical conduct, Others will want to follow the leader's vision. EX: Dr. Samantha Nutt from War Child Canada
Concentrating on the strengths of group members
Use people's strengths of group members rather than concentrating effort on patching up areas for improvement, helps people improve, yet still capitalizes on strengths, saves time
Relationship Oriented Attitudes and Behaviours
Aligning people, Openness to worker opinions, Creating inspiration and visibility, Satisfying higher-level needs. Giving emotional support and encouragement, Promoting principles and values, Reducing task ambiguity
Take into Account Cultural Differences
All empowering practices can be influenced by cross-cultural factors, might lead to either an easy acceptance of empowerment or reluctance to be empowered, americans like empowerment
Hands-on guidance and feedback
Technical competence and knowledge of the business are important, leaders can give hands-on guidance, Too much guidance of = poor delegation and micromanagement (managing too closely) Too little guidance, and macromanagement = manager gives too little or no direction to group members.
4 Is of Transformational Leadership
Idealized Influence, Inspirational Motivation, Intellectual Stimulation, Individualized Consideration
Charismatic use of social networking sites
Post messages designed to inspire, motivate, and make group members feel good about themselves and the organization
Whistleblowers
an employee who discloses organizational wrongdoing to parties who can take action, go directly to a federal government, often ostracized and humiliated by the companies they hope to improve
Competence/self-efficacy
an individual's belief in his or her capability to perform a particular task well,pPeople who feel competent believe that they have the capability to meet performance requirements in a given situation
Morals
an individual's determination of what is right or wrong; morals are influenced by a person's values.
Self-determination
an individual's sense of having a choice in initiating and regulating actions, choose the best method to solve a particular problem, choosing the work pace and work site.
Values
are tied closely to ethics because ethics become the vehicle for converting values into action.
Legitimate power
associated with the title or job you hold within an organization.
Fairness
avoids favouritism, treats other right and equal, and makes principled choices.
How does it smell?
intuition and common sense.
Leader Moral Identity
involves a self-perception based around a set of moral traits - honesty, caring, and compassion. What's right vs wrong
Laissez-faire leadership
is a style that gives group members the freedom to do basically what they want with almost no direction. measured by questionnaires based on subordinates' perceptions.
Transformational Leadership Pros
it can arouse followers to a higher level of thinking, appeal to the ideals and values of their constituents, enhance commitment, inspired to develop new ways of thinking about problems, more responsible, positive mood
Is it fair?
justice, certain actions are inherently just or unjust
leadership polarity
leaders are often either revered or vastly unpopular.
Organizational Level Performance
leadership effectiveness as measured by organizational outcomes (or business results) was a direct function of the leader's transformational behavior, Intelligence and conscientiousness are the individual differences that contribute the most to being a transformational leader. Shows how transformational leadership can benefit organizations.
Leader political support
political acts and influence behaviors performed by leaders to provide followers with valuable resources to advance individual, group, or organizational objectives, building alliances and gaining resources for their constituents
Emotional Insecurity
political maneuvers to ingratiate themselves with superiors because they lack confidence in their own talents and skills
Power Derived from Capitalizing on Opportunity
the right place at the right time and taking the appropriate action EX HS or University Student that knows about the Ontario Summer Company Program
Social Entrepreneurship
the use of market-based methods to solve social problems.
Meaning
the value of a work goal bc it fits a person's ideals or standards, meaningful work is likely to feel empowered.
Referent power
they are liked or respected. In other words, people will do things for individuals with referent power because they respect them
Visionary
they offer an exciting image of where the organization is headed and how to get there.
Display an In-Your-Face Attitude
tough and nasty, may bring you some devoted supporters and many detractors, attractive to people who themselves would like to be mean and aggressive
Postconventional level
universal principles that may even transcend the laws of a particular society, concerned with doing the most good for the most people, don't care if it brings them recognition
Would you be comfortable if the details of your decision or actions were made public in the media or through e-mail?
universalist principle of disclosure.
Who gets hurt?
utilitarian notion of attempting to do the greatest good for the greatest number of people
Internal commitment
when workers are committed to a particular project, person, or program for individual motives.
Working with Suppliers to Improve Working Conditions
work with suppliers to improve physical and mental working conditions, Helping with factories
Task Related Attitudes and Behaviours
Adaptability to the situation, Direction setting, High performance standards, Concentrating on strengths of group members, Risk taking and execution of plans, Hands-on guidance and feedback, Ability to ask tough questions, Organizing for collaboration
Develop Synchrony with Others
Connects well with others, copy physical mannerism (either intentional or not), Mirroring
Ability to inspire trust
Constituents believe so strongly in the integrity of charismatic leaders that they will risk their careers to pursue the chief's vision.
Techniques for developing charisma
Create visions for others, Be enthusiastic/optimistic/energetic, Be sensibly persistent, Remember people's names, Deep synchronicity with others, Develop a Personal Brand (Making an Impressive Appearance), Be Candid, Display an In-Your-Face Attitude
Initiating Structure
More like the bureaucracy structure, Leaders focus on goal setting, specifying procedures, identifying and assigning individuals to tasks, and individual roles are clearly identified, self assessment
Risk taking and execution of plans
Must take risks and be willing to implement those risky decisions. No risk no reward
Measuring Power
My leader gives me power. My leader is concerned that I reach my goals, My leader shows me how I can improve my way of working
Rationalization and Implied Permission
Rationalization, which leads people to focus on the intent of the action rather than on the action itself (why good people choose the wrong path), Implied permission—"Nobody is telling me to stop, so it must be OK.
Remember People's Names
Really care about people, listen carefully to the name, repeat it immediately, and study the person's face, use systems and gimmicks to remembering names (person's name = a visual image)
Consideration
Relationship oriented, the degree to which the leader creates an environment of emotional support, warmth, friendliness, and trust
Three Types of Charismatic Leaders
Socialized, Personalized, Celebrity
Moral development level
Some leaders are morally advanced, whereas others are morally challenged
Able to make group members feel capable
Sometimes they do this by enabling group members to achieve success on relatively easy projects, praise the group members and give them more demanding assignments.
Giving emotional support and encouragement
Supportive behavior = leadership effectiveness, encouragement and praise and also displays caring and kindness, ask for opinions, create conditions that foster happiness
Participative Leadership
Teamwork approach, share decision making with group members,networks of people working together and sharing information.
Emotional expressiveness and warmth
The ability to express feelings openly, up front about expressing positive feelings (praise, hug, cheer) I also express my negative feelings, but to a lesser extent.
Masterful communication skills
To inspire people, the charismatic leader uses colorful language and exciting metaphors and analogies
Study Validity Results
Transformational leadership showed the highest overall relationships on six criteria: (a) follower job satisfaction, (b) follower leader satisfaction, (c) follower motivation, (d) leader job performance, (e) group or organization performance, and (f) rated leader effectiveness. Transactional leadership was also shown to produce good results, and laissez-faire leadership was associated with negative results. Unlike previous studies, transactional leadership showed a strong positive relationship to transformational leadership.
Practice an Optimal Amount of Empowerment
a certain amount of empowering leadership enhances the self-efficacy and performance of group members, Beyond this optimal amount, empowerment becomes a burdening amount that increases worker tension to the point that work performance is lowered, The problem is that too much empowerment can be overwhelming. take into account group member expectations about being empowered
Being dramatic and unique in significant, positive ways
a combination of factors, such as being energetic, self-promotion, romanticizing risk, and being emotionally expressive. The effective leader sells people on a vision to elevate their spirits
Narcissism Component of a Charismatic Leader
a desire for power, and a sense of self-importance, little empathy, narcissistic
Abusive Supervision
a dysfunctional leadership behavior that adversely affects its targets and the organization as a whole
Ethical Mind
a point of view that helps the individual aspire to good work that matters to their colleagues, companies, and society in general
Social network
a set of individuals and the relationships that bind them, such as people within a work group who trust each other enough to accept their advice on a problem
Charisma
a special quality of leaders whose purposes, powers, and extraordinary determination differentiate them from others, to have a charming and colorful personality
Power Sharing
allows for group member input into decisions and listens
Power
ability to influence decisions and control resources
Positive Politics
advance the purposes of the leader's group such as obtaining valuable resources
Reward power
based on an individual's capacity to reward employees through promotion, bonuses, etc.
Tactful in social situations
based partly on their ability to read other people's emotions (part of emotional intelligence), the ability to connect with people "I feel your pain"
Environmental Uncertainty and Turbulence
behave politically to create a favorable impression because uncertainty makes it difficult to determine what they should really be accomplishing
Attribution theory
if people perceive a leader to have a certain characteristic, such as being visionary, the leader will more likely be perceived as charismatic
Situational influences
can be from the organizational culture = If top leaders make imprudent/stupid have legal decisions, so are the followers
Prestige power
comes from an individual's position within an organization.
Democratic
confer final authority on the group. They function as collectors of group opinion and take a vote before making a decision.
Narcissism Positive Results
confidence and dominance, good in crises
Conventional level
conform to the expectations of good behavior, moral enough just to look good, such as being fair with salary increases and encouraging contributions to charities
Promoting principles and values
contribute to the welfare of individuals and organizations, deal directly with the emotions and attitudes of people, and indirectly with the task, organization's mission statement must be for all good causes and lead people toward good deeds in the workplace.
Power Stemming from Dependencies
could be physical resources or a personal relationship, dependence power can be positional or personal EX Social media specialist who is the only one who can post various information from different sections EX Social media specialist who is the only one who can post various information from different sections
Personal Power
derived from the person rather than the organization; Expert, Referent, and Prestige Power
Creating a Pleasant Workplace
directly affects employees' well-being, employee satisfaction = profitable
Provide Ample Information
employees should have ample information about everything that affects their work, To fully understand the impact of their actions on the company's costs and profits
Establish Limits to Empowerment
empowerment creates disharmony and dysfunction is when workers lack a clear perception of the boundaries of empowerment, members feel that they can make decisions unilaterally, without conferring with managers, team leaders, or other team members
Encouraging Admiration from Subordinates
encourage flattery and servile praise, send out subtle signals that they want to be praised, Admirers are more likely to receive good assignments and high-performance evaluations.
Face-to-Face Networks
establishing effective relationships with constituents, investing time in activities that involve socializing, Formal networking groups, sharing the experience, best practices, and knowledge of successful women role models. Social Networking Sites: The charismatic leader goes beyond the ordinary use (Post status reports, present due dates, ask questions, and perhaps post trivial personal information) of public social networking sites, and company-special social media sites
Developing Formal Mechanisms for Dealing with Ethical Problems
ethics programs of various types, ethics committees,
Is it right?
ethics, certainly universally accepted guiding principles of rightness and wrongness, such as "thou shalt not steal."
Establishing Written Codes of Ethical Conduct
guidelines for ethical and socially responsible behavior, adherence to the code must be rewarded, and violation of the code should be punished.
Leadership By Inspiration
highly emotional message, Metaphors and Analogies, Gearing language to different audience
Clarifying
producing an appropriate model, fostering the acceptance of group goals, and intellectual stimulation tended to reduce follower's stress levels.
Mission
purpose, and reason for being, whereas a vision is a picture or image of the future we seek to create
Integrity
refers to loyalty to rational principles; it means practicing what one preaches regardless of emotional or social pressure.
Autocratic Leaders
retain most of the authority, assume that group members will comply, task-oriented because of the focus on getting tasks accomplished by telling people what to do, good when decisions need to be made quickly
Narcissism Negative causes
riskier decisions, to get dramatic results to enhance their image
Encourage Self-Leadership
self-leadership is that all members are can lead themselves to some extent, assign more responsibility to themselves, workers set their own goals and find their own rewards, thereby feeling more empowered
Consensus
strive for consensus, a decision that reflects general agreement, all workers who will be impacted by a decision can provide input. not considered final until all parties involved will support the decision.