chapter 8 contingency theories of effective leadership
TRANSCRIPT
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Chapter 8
Contingency Theories of Effective Leadership
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LPC Contingency Model
CAUSALVARIABLE
Leader's LPC Score
END-RESULT VARIABLE
Group Performance
SITUATIONAL MODERATOR VARIABLES
Leader-member relations Leader position power Task structure
FIGURE 8-1: Causal relationships in the LPC Contingency Model
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The Path-Goal Theory of Leadership
CAUSAL VARIABLES
Leader behavior
INTERVENING VARIABLES
Subordinate expectancies and valences
END-RESULT VARIABLES
Subordinate effort and satisfaction
SITUATIONAL MODERATOR VARIABLES
Characteristics of task and environment
Characteristics of subordinates
FIGURE 8-2: Causal relationships in Path-Goal Theory of Leadership
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Leadership Substitutes Theory
Subordinate Characteristics
Task Characteristics Organization
Characteristics
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The Multiple Linkage Model
Task commitment Ability and role clarity Organization of the work Cooperation and mutual trust Resources and support External coordination
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Cognitive Resources Theory
SOCIAL STRESS FOR LEADER
LEADER INTELLIGENCE
LEADER EXPERIENCE
DECISIONQUALITY
FIGURE 8-6: Primary Causal Relationships in the Cognitive Resources Theory
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General Evaluation of Contingency Theories Leader Traits Leader Behavior Situational Variables Intervening Variables Validation Results
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Applications: Guidelines for Managers Use more planning for a long, complex task. Consult more with people who have relevant
knowledge. Provide more direction to people with
interdependent roles. Provide more direction and briefings when
there is a crisis.
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Applications: Guidelines for Managers Monitor a critical task or unreliable person
more closely. Provide more coaching to an inexperienced
subordinate. Be more supportive to someone with a very
stressful task.
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Summary The LPC contingency model deals with the
moderating influence of three situational variables on the relationship between a leader trait (LPC) and subordinate performance.
The path-goal theory examines how aspects of leader behavior influence subordinate satisfaction and motivation.
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Summary
Leadership substitutes theory identifies aspects of the situation that make leadership behavior redundant or irrelevant.
The multiple-linkage model describes how a leader can influence intervening variables to improve group effectiveness.
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Summary
Cognitive resources theory examines the conditions under which cognitive resources such as intelligence and experience are related to group performance.
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Charismatic Leadership
“May the force be with you”
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Chapter Goals The goal of this chapter is to define
charismatic leadership, review the research findings on charismatic leadership, and review two of the more-popular transformational leadership theories.
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Max Weber
The most important early research on charismatic leadership was completed by Max Weber, who maintained that societies could be identified in terms of one of three types of authority systems: traditional, legal-rational, and charismatic.
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Traditional Authority System
The traditions and unwritten laws of the society dictate who has authority and how this authority can be used.
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Legal-Rational Authority System
Authority derives from society’s belief in the laws that govern it.
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Charismatic Authority System
Authority stems from the society’s belief in the exemplary characteristics of the leader.
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Theory of Transformational and Transactional Leadership
James McGregor Burns’s Theory of Transformational and Transactional Leadership focused on the differences between power
versus leadership and charismatic versus non-charismatic leadership
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Theory of Transformational and Transactional Leadership
believed that leadership could take one of two forms: transactional leadership or transformational leadership
maintained that power and leadership were two distinct entities
Cont.
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Transformational Leadership
Transformational leaders use idealized influence, individualized consideration, inspirational motivation, and intellectual stimulation, while transactional leaders use contingent reward, and active and passive management by exception.
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Common Characteristics of Charismatic and Transformational Leadership
Vision Rhetorical skills Image and trust building Personalized leadership
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Follower Characteristics Identification with the Leader and the
Vision Heightened Emotional Levels Willing Subordination to the Leader Feelings of Empowerment
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Situational Characteristics Crises Task Interdependence Innovation More Receptive to Change Organizational Downsizing
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Bass’s Theory of Transformational and
Transactional Leadership Transformational leaders possess charismatic-leader
characteristics (vision, rhetorical skills, etc.). Transactional leaders do not possess these leader
characteristics, nor are they able to develop strong emotional bonds with followers or inspire followers to do more than they thought they could. Instead, transactional leaders motivate followers by setting goals and promising rewards for desired performance.
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Perspectives on Charisma The Sociological Approach
1. Extraordinary, almost magical talents 2. Crisis situation 3. Radical vision 4. Followers 5. Validation of leader through repeated
success
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Guidelines for Transformational Leadership Articulate a clear and appealing vision. Explain how the vision can be attained. Act confident and optimistic. Express confidence in followers. Use dramatic, symbolic actions to emphasize key
values. Lead by example. Empower people to achieve the vision.
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Perspectives on Charisma The Psychoanalytic Approach
Intense attraction Regression
Transference Projection
What does this say for the followers and for positive leaders?
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Perspectives on Charisma The Political Approach Types of charismatic leaders:
Charismatic giants Charismatic luminaries Charismatic failures Charismatic aspirants
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Perspectives on Charisma Charismatic leaders increase their power:
Cultural myths Public address Concentric circles
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Perspectives on Charisma The Behavioral Approach
Leader behaviors Leader-follower relations The situation
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Perspectives on Charisma The Attribution Approach
1. Possess a vision that is unique, but attainable
2. Act in an unconventional, counter-normative way
3. Personal commitment & risk 4. Confidence & expertise 5. Personal Power
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Perspectives on Charisma The Communication Approach
Relationship builders Visionaries Influence agents
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Perspectives on Charisma The Dark Side Differences in:
Power Vision Relationship to followers Communication Ethics & Morals
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The Dark Side at Work Failures of vision Misarticulation of goals Poor management
Who are the charismatic leaders we can agree on?
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