Lecture 4 slides Flashcards
(17 cards)
Abusive leadership
Subordinates’ perceptions of the extent to which supervisors engage in the sustained display of hostile verbal and nonverbal behaviors, excluding physical contact. Includes ridicule, public criticism, undermining subordinates’ work.
What are the consequences of abusive supervision?
Leads to lower job satisfaction and higher stress for employees. Increases chances of:
▪ Quitting
▪ Reduced well-being such as depression & self-regulation
impairment
▪Lower performance and commitment/deviant behavior
» Harms both individuals and the organization. Has both functional and dysfunctional effects on subordinates, influenced by their perceptions of the supervisors’ intent
Why do leaders use abusive supervision?
- social learning as they come to believe that it is acceptable and rewarding through workplace + familial role models
- identity threat: supervisors who experience identity threat as a leader may use abusive behaviours as a reparative strategy
- self-regulation impairment: when resources become drained, they can’t self regulate that well any more
Charisma
Is a divinely inspired gift like ability to preform miracles or predict future events. It refers to followers’ perception of exceptional leader qualities. Originally, charismatic leaders evolve during social crisis where leaders offer radical vision that solves the crisis
What is charismatic leadership?
It is a values-based, symbolic and emotion-laden leader signaling. It involves appealing to follower values, communicating in symbolic ways that are clear and vivid and displaying emotional conviction & passion for the mission.
What do charismatic leaders so?
- novel and appealing vision
- emotional appeals to values
- expression of confidence + optimism
- self-sacrifice
- unconventional behaviour + methods
- demonstrating exceptional abilities
How is charismatic leadership risky?
- No consistent findings, there can be both dark and bright effects
- Overconfidence can encourage risky decisions endangering the organizations
-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: people will love them or hate them see assassination attempts on many political leaders
- Charisma is transitory: if leader departs or dies, crisis is likely, and few organizations survive
What is the full range model?
One of the most-researched contemporary leadership theories
Includes:
-Transformational leadership: inspiring and transforming followers by appealing to their ideals and emotions
- Transactional leadership: pragmatic, exchange-based style — “you do this,
you get that.”
- Laissez-faire or passive leadership: hands-off or negligent/careless
leadership
How does transformational leadership work?
Raises conscientiousness about ethical issues + mobilize energy and resources to reform institutions. Newer theories are concerned with attainment of pragmatic tasks, leader transforms + motivates followers. Can motivate followers by: making them aware of the importance of task outcomes, induce them to transcend their own self-interest for the sake of the team/organization and activating higher order needs like purpose, growth and meaning
What are the key components of transformational leadership?
- Idealized influence: Leader sets an example and earns respect — e.g., shows courage, makes sacrifices for the team; acts as a role model
- Intellectual stimulation: help 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 - leads to positive outcomes through internalization: adopt the leader’s values and goals as they believe in them, leading to greater commitment + motivation, personal identification as they see the leader as a role model + align values with the leader’s vision, and other factors like trust, follower self-efficacy
How can ambidextrous org culture be linked to innovative behaviour?
Perceived org culture-> psychological empowerment-> employee innovative behaviour
Transformational leadership moderates the relationship btw org culture and psychological empowerment
What is transactional leadership?
Leader motivates people by offering rewards for good performance, so based on self- interest. It is a clear exchange, and the leader only gives something if the follower meets expectations or follows instruction. A great leader uses both styles through clear goals and inspiring a big picture vision.
What are transactional leadership behaviours?
- Contingent reward: The leader sets clear goals and 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 waits for problems to
become serious before taking action. It is less desirable and used by disengaged or overwhelmed leaders
What is laissez-fair leadership?
Absence of leadership, ‘hands-off’ leadership: avoiding to take decisions & not being present when
needed:
* Avoiding responsibilities & authority associated
with managerial role
* Ignoring work-related problems
* Not attending to employee needs
Both laissez faire + passive management by exception fall under passive leadership
What are the consequences of laissez-faire leadership during restructuring?
Laissez-faire leadership is a possible role stressor, and leads to reduce role clarity, and greater risk of burnout and reduced job satisfaction
What is the fuller full range leadership model?
It recognizes that transformational, transactional and laissez-faire is not enough to capture what leaders do, especially in complex, real-world settings, so they added a new style: instrumental leadership
What is instrumental leadership?
It is the application of leader expert knowledge on monitoring of the environment and of performance, and the implementation of strategic + tactical solutions. Includes: environmental monitoring (check what is going well, what needs work, what changes coming, needs understanding of strengths and weaknesses so the team can adapt), strategy formulation and implementation (making the big plan and helping people succeed in their part of it), path-goal facilitation (giving direction, support and resources, removing obstacles for goal attainment) and outcome monitoring (check in on progress, gives feedback so everyone stays on track and keeps improving). This is needed so too much credit is not giving to transformational leadership alone, it can explain additional/unique variance in outcomes beyond the full model.
