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Unformatted text preview: Leadership Myth or Science? Men make better leaders than women? Myth Leaders are born not made? Myth Management vs. Leadership Is there a difference? Types of Power o Positional Power: where you are in organization Legitimate- based on authority granted toward your position Reward- ability to reward group members/employees Coercive- ability to punish people o Personal power: coming from internal Expert- based on certain expertise/knowledge Referent- characteristic about you that employees like about you o Managers=positional power/Leaders=personal power o Are all managers leaders and are all leaders managers? No cant have all kinds of power Theories of Leadership Classical Approaches: Trait theories (classical approach)-differentiate leaders and non leaders due to a personal characteristic/trait (conscientiousness and openness are the only ones with modest relationships with leadership) Behavioral theories-based on behaviors the leaders will engage in o Ohio State studies-leaders will be effective with these under certain situations Initiating structure-best with a lot of employees or employees who like leadership; putting rules in place, help you be successful Consideration-for employees (trust, empathy); best with organizational change, learning something new or power differences (less is better) like participative approach o University of Michigan Concern for people-focus on interpersonal relationships Concern for production-initiating structure; emphasis technical meaning of job BOTH trait and behavioral theories are missing situational aspect Modern Approaches: Contingency theories o .Leadership styles-success of leaders has to do with traits, behaviors AND situational factors 1. Telling style: increase of production, decrease of relationships, specific instructions on what you want them to do, effective because low insecurity 2. Selling style: high production, high relationship factor, explain what you expect but allow questions for clarification 3. Participating style: low production, high relationships, share ideas but allow employees to participate 4. Delegating style: decrease on both, empowering subordinates to do own thing * pick leadership style based on employee * o Employee Readiness-employees have ability and willingness to do task Bottom: dont have skills or experience and dont want to work ( telling style) Not confident although have skills and abilities (participating style) Lack abilities and experience but willing to try (selling approach) Top: has skills, abilities and are confident (delegating style) *potential problem? Assumes that employees are all at the same readiness level Leader-member exchange (LMX)- leaders form unique relationships with employees (ingroup/outgroup) and give ingroup certain things and in return those employees will work longer and harder=exchange) Research shows strong relationship with job performance, OCD, production, job satisfaction; negative relationship with turnover...
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- Spring '08