Leadership Flashcards
(36 cards)
Leader vs. Manager
The difference between a leader and a manager is having a vision.
Power
Power is the ability to influence others.
Two Types of Leaders
Formal Leaders and Informal Leaders
Formal Leaders
These are leaders that hold a position of authority. They have both Legitimate Power and Reward/Coercive Power in their respective organization.
Leadership
The act of influencing others to work towards a goal
Legitimate Power
Legitimate power is the ability to influence others that comes along with a specific position in an organization. For example if your boss asks you to do something urgently, you need to comply as your boss is your senior in the organization and you report to him. So your boss has higher legitimate power.
Reward/Coercive Power
Reward power is the ability to influence that accrues to someone as a result of control over other peoples’ rewards. So your boss may have control over your performance evaluation.
Coercive power is the ability to influence others as a result of control over their negative outcomes e.g. Firing decisions or poor performance evaluation, or holding back the recommendation for promotion or raise
Informal Leaders
These are leaders without a formal position of power. Instead they demonstrate leadership by influencing others through personal forms of power. This includes Referent Power and Expert Power.
Referent Power
This is the power that results from being likable and relatable in the workplace.
Expert Power
The power that comes from being an expert in your field. Ex: If someone has a lot of knowledge regarding Java or C++, then you will listen and be influenced by them.
Power
Power is the ability to influence others.
Vision
Mental image of a possible and desirable future state
Approaches to Leadership
- Trait
- Behaviors
- Contingecies
Trait Approach
If you take the trait approach, you believe that people are born leaders or not born leaders based on there personal traits.
They believe a leaders are people born with:
Extroversion Conscientious Open to Experience Intelligent High Self Esteem Integrity (ECOSII - You can come back to this if you need to)
Class discussion: If this was true, Hitler and Gandhi would never have been leaders.
Behavioral Approach
This states that leaders can be either Task Oriented or People Oriented. The limitation is that this divide might not always be necessary and it might not even be always true.
Task Oriented Leadership
This style of leadership focuses on getting the job done. These leaders seek to provide structure, direction and aiding performance. (Think more about Scientific Management and Life at Ford)
People Oriented Leadership
This style of leadership focuses on knowing peoples personalities, difficulties, struggles, strengths, behaviors etc. They demonstrate concern, respect and care for the well-being of others. (Think of Ron Swanson in that clip of Parks and Rec)
Autocratic Leadership
These are leaders that can be characterized as tough, task oriented and often do not explain there decision making system. They are not too lenient and emphasize doing the job properly.
A great example is Miranda from The Devil Wears Prada!
Democratic Leadership
These are leaders that explain the rules, they incorporate feedback, are respectful, fair and approachable. They usually explain there decision making and try to incorporate feedback in a democratic way.
Lassiez - Faire Leadership
This is the type of leadership that is characterized by being very hands off. These kind of leaders allow their employees to make many of their own decisions and procedures regarding work and will only step forward when they need to.
Traditional Contingency Approaches to Leadership
This includes Fielders Contingency Theory as well as Path-Goal Theory.
Contemporary Contingency Approaches to Leadership
This includes Transactional Leaders and Transformational Leaders
Felder’s Contingency Theory
This is where you examine three elements of a situation.
You consider the: Leader-subordinate relation [good vs. poor]
Then the: Leader’s positional power [high vs. low]
Finally the: Task structure [structured vs. unstructured]
After examining these elements and going down a funnel, you decide what type of leader would be best for this situation. i.e Task Motivated or Relationship Motivated
Here you use: 3-4-1
(Task - Relationship - Task)
Path Goal Theory
This is where you assess
Will my Effort lead to Performance, Will my Performance lead to a Reward and is the Reward of Value to me.
If this answer is yes, then you are considered to be motivated to work hard.
