How to become a more effective leader/manager/supervisor. How to recognize your default leadership style, and how to incorporate other styles and methods in order to develop your leadership capabilities.
How to become a more effective leader/manager/supervisor. How to recognize your default leadership style, and how to incorporate other styles and methods in order to develop your leadership capabilities.
CHAPTER SIX
LEADING/ DIRECTING FUNCTION
Learning Objectives:
To understand the meaning and nature of direction.
Present leadership theories and styles.
Present motivation theories.
Discuss the meaning and importance of communication.
Understand the types and forms of communication.
Understand the meaning, importance and techniques of coordination
5.1. INTRODUCTION
People are the most important resource in an organization. To achieve organizational objectives HR should be directed towards the accomplishment of goals. Hence, the successful achievement of organizational objectives is greatly the manifestation of the managers’ ability to lead employees.
5.2. MEANING AND NATURE OF DIRECTION
Direction is a vital managerial function, performed by every manager. Whenever decision is taken, it must be converted into action by proper implementation. Otherwise, it is of no use. Effective implementation of a decision is made possible by directions. Planning, organizing and staffing are concerned only with the preparation for work performance and it is the direction which stimulates the organization and its staff to execute the plans. Hence, it is also called ‘management-in-action’. Every manager gives direction to his subordinates as superior and receives directions as subordinate from his superior.
Different authors define leading in different ways, but the general ideas of each definition give the same messages. Therefore, directing is simply defined as;
The process of influencing people so that they will contribute to the organization & group goals or actuating organizational members to work efficiently & effectively for the attainment of organizational goals /objectives. Influencing means motivating people to contribute their maximum efforts for the achievement of organizational goals; but it does not to mean coercing/ forcing, imposing sanctions or pushing people at the behind.
A function of management which is related with instructing, guiding and inspiring human factor in the organization to achieve organizational mission and objectives.
According to Koontz and O’Donnel, “Direction is a complex function that includes all those activities which are designed to encourage subordinates to work effectively and efficiently in both the short and long term”.
Directing is the process of integrating the people with the organization, so as to obtain their willingness and enthusiastic co-operation for the achievement of its goals. It requires the integration of organizational & individual goals. It is the heart of managerial functions because it involves initiating actions.
5.3. ELEMENTS OF DIRECTING
Employees as individual or group members, contribute their efforts & abilities to achieve organizational goals which can result in advancement towards their own individual or group goals. Managers to direct individuals require three basic elements. They are
1. Leadership
2. Motivation &
3. Communication
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3. • What is Leadership:
Leadership is the action of leading
people in an organization towards achieving goals.
Leaders do this by influencing employee behaviors in
several ways. A leader sets a clear vision for the
organization, motivates employees, guides employees
through the work process and builds morale.
4. Characteristics of Leadership:
• characteristics of great leader are as follows:
Empathy:
When your team knows that you are empathetic to their
concerns, they will be more likely to work with you and share in your
vision, rather than foster negative feelings.
Consistency:
Being a consistent leader will gain you respect and
credibility, which is essential to getting buy-in from the group. By
setting an example of fairness and credibility, the team will want to act
the same way.
5. Characteristics of Leadership:
Honesty:
Those who are honest, especially about concerns, make it
far more likely that obstacles will be addressed rather than avoided.
Honesty also allows for better assessment and growth.
Direction:
Having the vision to break out of the norm and aim for
great things done and to set the steps necessary to get there.
Managing the goals on how to get there.
6. Characteristics of Leadership:
Communication:
If you communicate effectively about expectations,
issues and advice, your staff will be more likely to react and meet your
goals. It helps keep he team working on the right projects with the right
attitude.
Flexibility:
By being flexible to new ideas and open-minded enough
to consider them, you increase the likelihood that you will find the best
possible answer for your team and reward good ideas.
7. Roles of Leadership:
• Following are the main roles of a leader in an organization :
Required at all levels:
Leadership is a function which is important at
all levels. Leadership can be exercised through guidance and counseling
of the subordinates at the time of execution of plans at any level.
Representative of Organization:
A leader is said to be the
representative of the enterprise. He has to represent the concern at
seminars, conferences, general meetings, etc.
8. Integrating and reconciling:
A Leader tries to co-ordinate the efforts
of people towards a common purpose and thereby achieves objectives.
Solicits support:
A leader has to invite suggestions and if possible
implement them into plans and programmes of enterprise.
A friend, philosopher and guider:
Leader can be a friend by sharing
the feelings, opinions and desires with the employees. Can be a
philosopher by utilizing his intelligence and experience. He can be a
guide by supervising and communicating the employees.
9. Types of Leadership:
Laissez-Faire:
Such leader lacks direct supervision of employees
and fails to provide regular feedback to those under his
supervision. Such leaders produces no leadership or supervision
efforts and lead to poor production.
Autocratic:
Such leaders allows managers to make decisions
alone without the input of others. Managers possess total
authority and impose their will on employees. This leadership
style benefits employees who require close supervision
10. Participative:
Such leadership values the input of team members
but the responsibility of making the final decision rests with the
participative leader. This style meets challenges when companies
need to make a decision in a short period.
Transactional:
Such leadership receive certain tasks to perform and
provide rewards or punishments to team members based on
performance results. Employees receive rewards, such as bonuses,
when they accomplish goals.
Transformational:
Such Leaders motivate employees and enhance
productivity and efficiency through communication and high
visibility. Leaders focus on the big picture and delegate smaller tasks
to the team to accomplish goals.
11. Trait Theory of Leadership:
• The trait model of leadership is based on the
characteristics of many leaders - both successful and
unsuccessful - and is used to predict leadership
effectiveness.
• Successful leaders definitely have interests, abilities, and
personality traits that are different from those of the less
effective leaders.
12. Among the core traits identified are:
• Leadership motivation: an intense desire to lead others to reach
shared goals
• Honesty and integrity: trustworthy, reliable, and open
• Self-confidence: Belief in one’s self, ideas, and ability
• Knowledge of business: Knowledge of industry and other technical
matters
• Emotional Maturity: well adjusted, does not suffer from severe
psychological disorders.
13. Strengths/Advantages of Trait Theory:
• It is naturally pleasing theory.
• It gives a detailed knowledge and understanding of the
leader element in the leadership process.
• It is valid as lot of research has validated the foundation
and basis of the theory.
• It can be applied by people at all levels in all types of
organizations.
14. Limitations of The Trait Theory:
• The theory is very complex.
• There is also a disagreement over which traits are the most
important for an effective leader.
• The list of possible traits tends to be very long.
• The model attempts to relate physical traits such as, height
and weight, most of these factors relate to situational factors.
For Example a minimum weight and height might be
necessary in a military leadership position not in business
organizations.
15. Consideration and Initiating structure:
Consideration:
• It is used by Leader for the welfare of
the members of the group.
Some of the statements used to
measure this factor are:
• Being friendly.
• Treating all group members as his/her
equal.
• Looking out for the personal welfare
of group members.
• Making him/herself accessible to
group members.
Initiating structure:
• This leadership style is task-oriented.
Some of the statements used to
measure this factor are:
• Letting group members know what is
expected of them.
• Maintaining definite standards of
performance.
• Scheduling the work to be done.
• Checking that group members follow
standard rules and regulations.
16. Behavioral Theory
Behavioural theory attempts to describe leadership in terms of what
leaders do. Leadership according to this approach is the result of
effective role behaviour.
• Pattern of actions used by different individuals determines
leadership potential
• Examples:
1: Daycare
2: Employee Chat Rooms
3: Flex-time Scheduling
17. Behavioural Theory
• Theories that attempt to isolate behaviors that
differentiate effective leaders from ineffective leaders
• Behavioral studies focus on identifying critical
behavioral determinants of leadership that, in turn,
could be used to train people to become leaders
18. Advantages/ Disadvantages of Behavioral
Theory:
Advantages
• Behavior Theories changes
Behaviors.
• It Increases Self Belief .
• It Builds Confidence .
Disadvantages
• It ignores the mental processes
that are involved in learning.
• It rejects the possible role of
biological factors in human
behavior.
19. Behavioral Leadership Studies
• The Ohio State Studies sought to identify independent
dimensions of leader behavior
• Initiating structure
• Consideration
• The University of Michigan Studies sought to identify
the behavioral characteristics of leaders related to
performance effectiveness
• Employee oriented
• Production oriented
