第11章 领导(1)

mutual trust,respect for subordinates' ideas,& regard for
their feelings.
Negatively related to
performance ratings of the leader by his superior
� "high--high" leader tended to achieve high performance & satisfaction more frequently than those;
� management coping with complexity,leader coping with change,developing a vision of the future; most firms are underled & overmanaged
Transition in leadership theories
willingness to accomplish a specific task
4 stages
Difference between management & leadership
� attitudes towards goals: Managers tend to adopt impersonal,leaders take a personal & active. Work view:an enabling process involving -,temperamentally disposed to seek out risk & danger. Prefer to work with people,concerned with ideas
1.(2)Cognitive resource theory
update in 1987
� A theory of leadership stating that a leader obtains effective group performance by,1st, making effective plans,decisions,& strategies;2nd, communicating them through directive behavior
9,1 authority style;1,9 country club style
4. Scandinavian studies
Finland & Sweden
� Basic premise:in changing world,effective leaders would exhibit development-oriented behavior
What makes an effective leader
� the 1st approach sought to find universal personality traits that leaders had to some great degree than nonleaders
� explain leadership in terms of the behavior a person engaged in
� Defining the situation: leader-member relation:confidence,trust,respect in task structure:degree job assignments are procedurized position power:degree of influence a leader has over
2.Hersey & Blanchard's situational theory
� A contingency theory focusing on follower's readiness
� readiness: the extent to which people have the ability &
Chapter 11 Leadership
�11.1 Definition the ability & process to influence a group toward the achievement of
goals
not all leaders are managers;nor,for that matter,are all managers leaders
� isolating traits resulted in dead ends,4 reason: overlooks the needs of followers;fails to clarify the relative importance;doesn't separate cause from effect;ignore situational factors
rates of grievances, absenteeism,& turnover & lower levels
of job satisfaction for workers performing routine tasks.
� consideration: --have job relationships characterized by
trait research were successful,then leader is basically inborn, would have provided a basis for
selecting the right "leader" behavior theories were valid,we could teach
2. University of Michigan studies
� Employee-oriented leader:emphasizes interpersonal relations
� production-oriented:emphasizes technical or task aspects of the job
� how stress & Cognitive resource such as intelligence, experience play a role on leadership effectiveness;
� 3 prediction: directive behavior result in good performance only if it linked with high intelligence in a supportive, nonstressful environment; in highly stressful situations, job experience is positive related with performance; the intellectual ability correlate with performance in nonstressful situations
1.Fiedler Model
least preferred co-worker (LPC) questionnaire
� Identifying leadership style:LPC score--relationship, task oriented; 16% mid. Range 1200 groups
� Employee-oriented leaders were associated with higher group productivity & higher job satisfaction.
3.The managerial grid
Blake & Mouton
� A 9-by-9 matrix outlining 81 different styles � concern for people, production � 9 possible positions along each axis � managers perform best under a 9,9 style;
� 3rd separate dimension: values experimentation,seeking new ideas,& generating & implementing change.
� Went back & look at the original Ohio data, -wasn't critical in those days; positive evident in 1990s dynamic environment.
�11. 2 Trait theories
1930s by psychologists
� Theories seeking personality,social,physical, or intellectual traits differentiating leaders from nonleaders
� initiating structure:the extent to which a leader is likely to
define & structure his role & those of subordinates in the
search for goal attainment;
high on it lead to greater
ห้องสมุดไป่ตู้
Chapter 11 Leadership