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Understanding and Applying Leadership Skills. Thinking about Leadership Exercise 12.1. Let's Talk. How are leaders, managers, administrators, and supervisors different?. Leadership Characteristics Leader Emergence. Traits Intelligence Openness to experience Extraversion Conscientiousness

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Understanding and Applying Leadership Skills


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    1. Understanding and Applying Leadership Skills

    2. Thinking about LeadershipExercise 12.1

    3. Let's Talk How are leaders, managers, administrators, and supervisors different?

    4. Leadership CharacteristicsLeader Emergence • Traits • Intelligence • Openness to experience • Extraversion • Conscientiousness • Emotional stability • High self-monitoring • Leadership emergence seems to be stable across the life-span

    5. Leadership CharacteristicsLeader Emergence • Motivation to Lead • Affective identity motivation • Noncalculative motivation • Social normative motivation

    6. Leadership CharacteristicsLeader Performance • Traits • Needs • Task- versus person- orientation • Unsuccessful leaders

    7. Traits • Intelligence • Charisma • Dominance • Energy • Extraversion • Openness to experience • Agreeableness • Emotional stability • Self-monitoring

    8. Individual Differences and Leader Emergence and Performance

    9. Your Self-Monitoring ScoreExercise 12.2 (Section A)

    10. Needs • Types of Needs • Power • Achievement • Affiliation • Leadership Motive Pattern • High need for power • Low need for affiliation

    11. Your Leadership NeedsExercise 12.2 (Section D)

    12. Task Versus Person Orientation • Person-Oriented Leaders • act in a warm, supportive manner and show concern for the employees • believe employees are intrinsically motivated • Task-Oriented Leaders • set goals and give orders • believe employees are lazy and extrinsically motivated

    13. Relationship Among Theories Person Orientation Low High Task Orientation

    14. Consequences of Leader Orientation

    15. Your Task and Person OrientationExercise 12.2 (Section C)

    16. Unsuccessful Leaders(Hogan, 1989) • Lack of training • Cognitive deficiencies • Personality problems • paranoid/passive-aggressive • high likeability floater • narcissist

    17. Unsuccessful Leader BehaviorShen et al. (2008) • Engaging in illegal and unethical behavior • Avoiding conflict and people problems • Demonstrating poor emotional control (e.g., yelling and screaming) • Over-controlling (e.g., micromanaging) • Demonstrating poor task performance • Poor planning, organization, and communication • Starting or passing on rumors or sharing confidential information • Procrastinating and not meeting time commitments • Failing to accommodate the personal needs of subordinates • Failing to nurture and manage talent

    18. Interaction Between the Leader and the Situation • Situational Favorability • Organizational Climate • Subordinate Ability • Relationships with Subordinates

    19. Situational FavorabilityFiedler’s Contingency Model • Least-Preferred Coworker Scale • Situation Favorability • high task structure • high position power • good leader-member relations • High LPC leaders best with moderate favorability and Low LPC leaders best with low or high favorability

    20. Relationship Between LPC Scores and Group Success

    21. Your LPC ScoreExercise 12.2 (Section B)

    22. Leadership Style Information Magnetic Position Affiliation Coercive Tactical Ideal Climate Ignorance Despair Instability Anxiety Crisis Disorganization Organizational ClimateIMPACT Theory

    23. IMPACT Leadership Strategies • Find a climate consistent with your leadership style • Change your leadership style to better fit the existing climate • Change your followers’ perception of the climate • Change the actual climate

    24. Your IMPACT StyleExercise 12.2 (Section E)

    25. Putting it all Together Exercise 12.2: Your Leadership Profile (pages 142-143 of the workbook)

    26. Subordinate AbilityPath-Goal Theory • Instrumental style • plans, organizes, controls • Supportive style • shows concern for employees • Participative style • shares information and lets employees participate • Achievement-oriented style • sets challenging goals and rewards increases in performance

    27. Subordinate AbilitySituational Leadership Theory

    28. Relationships with SubordinatesLeader-Member Exchange (LMX) Theory • Concentrates on the interactions between leaders and subordinates • Subordinates fall into either the: • in-group • out-group • In-group employees • More satisfied • Higher performance • Less likely to leave

    29. Leadership Through Decision Making • Vroom-Yetton Model

    30. Leadership Through Contact • Management by walking around

    31. Leadership Through Power • Expert Power • Legitimate Power • Reward Power • Coercive Power • Referent Power

    32. Leadership Through VisionTransformational Leadership • Visionary • Charismatic • Inspirational • Challenge the status-quo • Carefully analyze problems • Confident and optimistic

    33. Putting it all Together Applied Case Study: Developing leaders at Claim Jumper Restaurants

    34. Let's Talk Focus on Ethics Ethical Leadership

    35. What Do You Think? • In the first situation, do you think it is unethical for the professor to bend the rules under those circumstances? • If you were one of the students failed because of high absenteeism and you found out that the professor didn’t fail another student for his high absenteeism, would you think you were being treated unfairly? • What would you do? • Do you think what the leaders did in the other examples was ethical? Why or why not? • In the example with the brother, is it okay to lie in this situation? • Do you consider lying as unethical? • Are there ever times when lying is better than telling the truth? • What are some situations in which bending the rules might be more ethical than following policy?