ADM 2336 Lecture Notes - Lecture 20: Work Unit, Transactional Leadership, Deferent And Epicycle
16 Jun 2018
School
Department
Course
Professor
Leadership
What does it mean to lead?
Influencing others so that they are more motivated to complete some tasks
•
The behavioural approach
What are effective leadership behaviours?
•
Leader decision-making styles
It begins with high follower control, and finished with high leader
control
High follower control
More appropriate when…
Decisions more significant
◊
Employee commitment more important
◊
Leader has less expertise than employees
◊
Employees work well as a team
◊
®
□
High leader control
More appropriate when…
Decisions less significant
◊
Employee commitment less important
◊
Leader has more expertise than employees
◊
®
□
§
Delegation style
Leader gives the employee the responsibility for making decisions
(within conditions)
§
○
Facilitate style
Leader presents problem and seeks consensus or solution
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Opinion is equal to others
§
○
Consultative style
Leader presents and asks opinions and suggestions
§
○
Autocratic style
Leader make decision alone, no input from work unit
§
○
•
Day-to-day behaviours
Two broad dimensions encompass day-to-day leadership behaviours
Initiating structure
Defining and structuring the roles of employees for goal attainment
§
Only needed if employees need it! Otherwise this becomes "micro-
managing"
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Directive
§
Task-oriented
§
○
Consideration
Creating job relationships characterized by mutual trust, respect,
and consideration of employees' feelings
§
When employees are stressed out, and/or they start to develop
their expertise
§
Supportive
§
Relations-oriented
§
○
•
Transactional and transformational leadership
Transactional
4 leadership behaviours
Contingent reward and punishment
Most important/effective□
§
Management by exception (Active)
Sometimes necessary□
Leader monitors actively mistakes and errors and takes action
when necessary
□
§
Management by exception (Passive)
No good□
Leader awaits for mistakes and errors before taking action as
necessary
□
§
"Laissez-Faire"
No good □
§
○
•
Transformational
Gives referent power
§
4 leadership behaviours
Idealized influence
Highly moral□
§
Inspirational motivation
Champions collective goals/vision□
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Intellectual stimulation
Challenges others to be innovative□
§
Individualized consideration
Help individual employees develop/grow □
§
○
•
Transformational leadership behaviours relatively more effective when
employees are highly insecure
•
Transactional leadership behaviours relatively more effective when employees
need clear recognition
•
What does it mean to follow?
Supporting someone's leadership by endorsing his/her goal and contributing to
its realization
•
Can leadership exist without followership?•
Possible followership styles
Passive
Highly deferent
○
Waits for leader to determine solutions, or gives direction
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Does best to carry out directions given
○
Just loyal followers
○
•
Proactive
Needs leader's trust
○
Helps leader make best decisions by…
Proactively sharing relevant information
§
Challenging leader's ideas/assumptions
§
○
•
Class 20 -Mar. 27th
Tuesday, March 27, 2018
15:55
Document Summary
Influencing others so that they are more motivated to complete some tasks. It begins with high follower control, and finished with high leader control. Leader gives the employee the responsibility for making decisions (within conditions) Leader presents problem and seeks consensus or solution. Leader make decision alone, no input from work unit. Defining and structuring the roles of employees for goal attainment. Creating job relationships characterized by mutual trust, respect, and consideration of employees" feelings. When employees are stressed out, and/or they start to develop their expertise. Leader monitors actively mistakes and errors and takes action when necessary. Leader awaits for mistakes and errors before taking action as necessary. Transformational leadership behaviours relatively more effective when employees are highly insecure. Transactional leadership behaviours relatively more effective when employees need clear recognition. Supporting someone"s leadership by endorsing his/her goal and contributing to its realization. Waits for leader to determine solutions, or gives direction.
