L4: Transactional vs Transformational Leadership Flashcards
(42 cards)
define abusive leadership
subordinates perceptions of the extent to which supervisors engage in the sustained display of hostile verbal and nonverbal behaviours, excluding physical contact
give some examples of abusive leadership
- ridicule
- public criticism
- undermining subordinates work
what are the consequences of abusive leadership?
leads to lower job satisfaction & higher stress for employees, increases chances of
- quitting
- reduced well being such as depression & self regulation impairment
- lower performance and commitment/deviant behaviour
-> harms both individuals and the org
what were the core findings of LIao on daily abusive supervisor behaviour?
- while abusive supervision is generally harmful, they found it can have both functional & dysfuncational effects on subordinates influenced by their perceptions of the supervisors intent
why do leaders use abusive supervision?
- social learning
- identity threat
- self regulation impairment
how can identity threat cause abusive supervision
supervisors who experience identity threat as a leader (threat to their power/control/competence) may use abusive behaviours (like lashing out) as reparative strategy (to regain control/power)
eg: subordinate provocation: abuse as reaction to provocation
how can self regulation impairment cause abusive supervision
when leaders resources become drained, they cant self regulate that well any more
how can social learning cause abusive supervision
they have come to believe through social learning, that its acceptable & rewarding (workplace & familial role models, org norms: if aggressive behaviour is perceived as acceptable it will be more likely that its adopted
what is charisma?
- charisma: divinely inspired gift, like ability to perform miracles or predict future event
- often refers to followers’ perception of exceptional leader qualities
- orignally: charismatic leaders evolve during social crisis where leaders offer radical vision that solves the crissi
what is charismatic leadership?
- “u know it when u see it phenomenon”
- charisma is a values based, symbolic, and emotion-laden leader signaling (signaling = send out cues or messages that let ppl know who u are, what u stand for)
- involves:
- appealing to follower values
- communicating in symbolic ways that are clear & vivid
- displaying emotional conviction & passion for the mission
what do charismatic leaders do?
- novel & appealing vision
- emotional appeals to values
- expression of confidence & optimism
- self sacrifice
- unconventional behaviour & methods
- demonstrating exceptional abilities
how is charismatic leadership is risky?
- no consistent findings, there can be both dark & bright effects
- overconfidence can encourage risky decisions endangering the organisations
- implies radical change that is not per se appropriate or necessary
- power is often misused while the vision remains an empty dream
- response to leaders will polarize: ppl love them or hate them
- charisma is transitory: if leader departs or dies, crisis is likely and few organisations survive
what is the full range leadership model?
one of the most researched contemporary leadership theories that includes
- transformational leadership: inspiring & transforming followers by appealing to their ideals and emotions
- transactional leadership: pragmatic, exchange based style (u do this, u get that)
- laissez fair or passive leadership: hands off or negligent/careless leadership
how has the definition of transformational leadership changed over time?
- Originally: raise followers’ conscientiousness about ethical issues and mobilize their energy and resources to reform institutions (not better performance at work but social injustice, inequality, moral failures in politics, corruption)
- Newer theories are concerned with attainment of pragmatic tasks; leader transforms and motivates followers
what behaviours does a transformational leader use to transform & motivate followers?
- making them aware of the importance of task outcomes
- inducing them to transcend their own self interest for the sake of the team/org
- activating higher order needs, such as purpose, growth, and meaning
what are the 4 Is of transformational leadership?
- idealized influence: leader sets an example & earns respect
- intellectual stimumlation: helps followers view problems from a new perspective
- individualized consideration: providing support, encouragement, & coaching
- inspirational motivation: leader shares an exciting vision and uses inspiring words or symbols to energize the team (overlap w charismatic leadership)
what are the effects of transformational leadership?
leads to positive org outcomes through
- internalization: employees adopt the leaders values & goals cause they genuinely believe in them, leading to greater commitment & motivation
- personal identification: employees see the leader as a role model & align their values and behaviours with the leader’s vision
- and possibly some other factors like trust, follower self efficacy
what was Lius research question on ambidextrous org culture?
can an ambidextrous org culture (one that balances exploration and exploitation) foster innovative behaviour amongst its employees? how do psych empowerment & transformational leadership interact with this?
what were Lius results on ambidextrous org culture?
perceived org ambidextrous culture -> psych empowerement (mediation) -> employees innovative behaviour
transformational leadership moderates the relationship between ambidextrous org culture & psych empowerement
so overall moderated mediation
what is an ambidextrous culture?
company is good at both experimenting w new ideas & improving what already works (exploration & exploitation)
what is the transactional leadership style?
leadership based on transactions - like a deal: follow the rules, hit the targets, get the reward
- “whats in it for me?”: leader motivates ppl by offering rewards (like bonuses, praise, or promotions) in return for good performance - its based on self interest
- “you do this, you get that”: its a clear exchange, the leader gives something (like recognition or pay) if the follower meets expectations or follows instructions
- not very inspiring but it works: usually doesnt create deep commitment or passion for the task - ppl do the job cause of the reward not cause they love the mission
- its not the opposite of transformational , they can work together: setting clear goals (transactional) and inspiring big picture vision (transformational)
what is transactional leadership behaviours?
- contingent reward: the leader sets clear goals & offers rewards for achieving them
- active management by exception: the leader actively monitors for errors or problems and corrects them early
- passive management by exception: the leader waitss for problems to become serious before taking action (less desirable & often used by disengaged or overwhelmed leaders)
what is laissez faire leadership?
- absence of leadershi, “hands off” leadership: avoiding to take decisions & not being present when needed
- avoiding responsibilities & authority associated w managerial role
- ignoring work related problems
- not attending to employee needs
- laissez faire & passive maangement by exception both fall under “passive leadership”
what was Lundmarks research question on laissez faire leadership during org restructuring?
- does laissez faire leadership neg impact employee well being (job satisfaction & burnout) through reduced role clarity
- context: org restructuring
- laissez faire leadership as possible role stressor
