Management & Leadership Leadership In Practice
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Transcript of Management & Leadership Leadership In Practice
Management & Leadership
Leadership In Practice
•Salman Ahmed Awan•Ahsan Raza•Sawan
• What is Leadership• Traits• Tasks• Different Leadership Styles• What is Middle Management• Role of Middle Management• Organizational Structure• Six Leadership Styles
What is leadership?
1. Process of social influence2. One person 3. Enlist the aid and support
of others4. Accomplishment of a
common task
Management
1. Act of getting people together2. To accomplish Goals3. Using available resources 4. Efficiently and effectively
Managers do efficiency, leaders create change
The U.S. Army's Eleven Leadership Principles
1. Proficiency2. Self-improvement3. Know your soldiers4. Keep your soldiers informed5. Set the example6. Task 7. Train8. Decisions9. Sense of responsibility 10. Delegation according to capabilities11. Actions
Some Traits from Research
• Building Excellence• Character• Trust • Beliefs • Values • Skills • Honest• Competent• Forward-looking
Some Traits from Research
• Inspiring• Intelligent• Fair-minded• Broad-minded• Courageous• Imaginative • Drive • Flexible
Leadership and Management Tasks
Leadership styles
1. Subordinate participationAuthoritarianDemocraticDirectivePermissive2. Task/production v relation/people –oriented3. Transactional v Transformational
Authoritarian Leadership
• Autocratic Leaders• No coordination with rest of the group• Clear division between the leader and the followers• Takes less time • “bossing people around”• Should be rarely used
Democratic Leadership
• Participative leadership• Sign of strength that your employees will respect– Encourage Employees– Develop plans with employees
• Leaders encourages the decision making from different perspectives – Consultative: process of consultation before decisions are
taken– Persuasive: Leader takes decision and seeks to persuade
others that the decision is correct
Democratic Leadership
– It may help motivation and involvement– Workers feel ownership of the firm and its ideas– Improves the sharing of ideas
and experiences within the business– Can delay decision making
Directive Leadership
• Giving directions and guidance• Schedules and time lines• Unstructured Task• Inexperienced follower• High control
Permissive Leadership• “hands-off” leadership• Very little leadership pressure• Expected to solve its own problems and accomplish goals • Can result in confusion and lack of productivity if members
are not organized• Common in young professionals
Combination
• Directive Democrat: – Makes decisions participatively; closely supervises subordinates.
• Directive Authoritarian: – Makes decisions unilaterally; closely supervises subordinates.
• Permissive Democrat: – Makes decisions participatively; gives subordinates latitude in carrying out
their work.
• Permissive Authoritarian: – Makes decisions unilaterally; gives subordinates latitude in carrying out their
work
TASK/PRODUCTION VS. RELATION/PEOPLE –ORIENTED
• Task-oriented style– Leader helps subordinates figure out what is expected of them– Manages the daily activities of a group toward accomplishing a task– Referred to as transactional leadership
• People-oriented style– More supportive role in providing a positive work environment – Workers can maximize their productivity– Referred to as participative leadership
Transactional
• ‘Transaction’• Similar to authoritarian leadership• Primary Characteristics Includes– Certainty– Clear Direction– Personal oversight– Perceptions of “just” treatment
Transformational• Charisma• The power to captivate and energize a following • “The art of mobilizing others to want to struggle for shared aspirations”• Primary Characteristics
– Risk Taking– Goal Articulation– High expectations– Emphasis on collective identity – Self assertion and vision
Coaching- a new form of leadership
• Involves the executive in long-term professional development and mentoring of employees.
• Leaders who score high on the socialized-power motive prefer it under low-stress conditions
• Leaders who create high clarity often rely heavily on the visionary, participative, and coaching styles
• Appropriated when follower are more responsible, experienced and agreeable.
• Provides encouragement and inspiration to help motivate the followers.
Facing the Giants.flv
What is middle management?Middle management is a layer of management in an organization whose primary job responsibility is to monitor activities of subordinates while reporting to upper management.
Top Level
Middle Level
First Level
THE ROLE OF THE MIDDLE MANAGER?
Identification of candidates for management positionsAppointment of new managersIntroduction of new managersManagement development, in particular coaching of managersMotivation of managersTermination of unsatisfactory management
Can All Middle Managers Be Saved?
It will preserve its investment in these long-term employees.
It will be utilizing these valuable resources to build the company's future, at the same time demonstrating to its employees and stockholders that it is open to new ideas.
It will be sending a clear and important message to all of its employees and stockholders that it is concerned not only with cutting current costs, but in creating a real, exciting, and profitable future as well.
ORGANIZATIONAL STRUCTURES
Tall
Flat
What motives drive leadership behavior?
Socialized power means the leader’s strength comes from empowering people. Studies show that great charismatic leaders are highly motivated by socialized power.
Personalized power means that, the leader draws strength from controlling others and making them feel weak. Personalized power is often associated with the exploitation of subordinates.
The Six Leadership StylesDirective Visionary Affiliative Democratic Pacesetting Coaching
The style in a phrase
“Do what I tell you.”
“Come with me.”
“People come first.”
“What do you think?”
“Do as I do, now”
“Try this.”
Underlying emotional intelligence competencies
self-control
Self-confidence
Empathy, building relationships,
Team leadership
drive to achieve
self-awareness
When the style works best
to kick start a turn around
when a clear direction is needed
to motivate people in stressful circumstances
To build buy-in or consensus
To get quick results form a motivated team
To help an employee improve performance
Overall impact on climate
Negative Most strongly positive Positive Positive Negative Positive