This document discusses various theories and models of leadership. It covers trait theories that seek to identify personal characteristics of effective leaders. Behavioral theories examine types of leader behaviors and consider how styles may vary across cultures. Contingency models propose that effective leadership depends on both leader characteristics and situational factors. Specific models covered include Fiedler's contingency model, House's path-goal model, and transformational leadership. The document also discusses substitutes for leadership and the role of gender in leadership.
This presentation talks about the definition of a leader, difference between a manager and a leader, types of leadership, types of power of a leader, leadership theories-trait, behavioral-Ohio State University studies, University of Michigan Studies,Yukl Studies, Managerial Grid of Blake and Muoton, contingency-continuum of leadership behavior, contingency leadership model, path goal model, situational leadership, leadership member approach, normative decision model and Muczyk-Reimann Model
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Leadership presentation, illustrated and documented.
Sources, references and bibliography mentioned in the scope of the presentation.
This presentation talks about the definition of a leader, difference between a manager and a leader, types of leadership, types of power of a leader, leadership theories-trait, behavioral-Ohio State University studies, University of Michigan Studies,Yukl Studies, Managerial Grid of Blake and Muoton, contingency-continuum of leadership behavior, contingency leadership model, path goal model, situational leadership, leadership member approach, normative decision model and Muczyk-Reimann Model
+ 10 Leadership Tools >>> https://lnkd.in/dfhe4rg
Leadership presentation, illustrated and documented.
Sources, references and bibliography mentioned in the scope of the presentation.
Behavioral Theories Of Leadership PowerPoint Presentation SlidesSlideTeam
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Behavioral Theories Of Leadership PowerPoint Presentation SlidesSlideTeam
Need to present types of behavior and personality traits associated with effective leadership? To help you out in presenting management theories, we have come up with content-ready behavioral theories of leadership PowerPoint presentation. This leadership behavioral approaches PPT design contains slides such as definition, who is a leader, quotes, difference between leaders and managers, qualities of good leader, formal and informal, styles of leadership, entrepreneurial and transactional, four components, trait, contingency and behavioral and situational theory, traits and skills, managerial grid, Fielder's contingency model, LPC scale, path goal theory, Hersey and Blanchard's, member exchange theory, normative decision model, participative process and participative decision making. Additionally, with this studies of leadership PowerPoint template, you can present topics like situation and trait based leadership, organizational behavior, business management, transformational leadership, contingency approaches, behavior learning theory, governance model, behaviors of manager, functional leadership etc. Download our behavioral theories of leadership presentation slides to convey your message convincingly.Good habits evolve with our Behavioral Theories Of Leadership PowerPoint Presentation Slides. They are based on the best customs.
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It is a detailed presentation on Leadership. Those who are interested in and learning management studies hope this will help them in making their own presentation. this will help them to learn about a new skill.
Notes on Leadership In Organisation Behavior (Notes for BBA/B.com Students)Yamini Kahaliya
this is the notes on leadership in organisation behavior.
Leadership can be defined as the ability of the management to make sound decisions and inspire others to perform well. It is the process of directing the behavior of others towards achieving a common goal. In short, leadership is getting things done through others.
it covers following points :-
1.Definition
2.Importance of ledership
3.Leader V/s Manager
4.Leadership Styles
5.Theories of leadership
2. Leadership Leadership is the process where a person exerts influence over others and inspires, motivates and directs their activities to achieve goals. Effective leadership increases the firm’s ability to meet new challenges. Leader:The person exerting the influence. Personal Leadership Style:the ways leaders choose to influence others. Some leaders delegate and support subordinates, others are very authoritarian. Managers at all levels have their own leadership style.
3. Leadership Across Cultures Leadership styles may vary over different cultures. European managers tend to be more people-oriented than American or Japanese managers. Japanese culture is very collective oriented, while American focuses more on profitability. Time horizons also are affected by cultures. U.S. firms often focus on short-run efforts. Japanese firms take a longer-term outlook.
4. Sources of Power Reward Power Legitimate Power Coercive Power Enable managers to be leaders & influence subordinates to achieve goals Expert Power Referent Power Figure 13.1
5. Sources of Power Used to affect other’s behavior and get them to act in given ways. Legitimate Power:manager’s authority resulting by their management position in the firm. Can be power to hire/fire workers, assign work. Reward Power:based on the manager’s ability to give or withhold rewards. Pay raises, bonuses, verbal praise. Effective managers use reward power to signal employees they are doing a good job.
6. Sources of Power Coercive Power:based in ability to punish others. Ranges from verbal reprimand to pay cuts to firing. Can have serious negative side effects. Expert Power:based on special skills of leader. First & middle managers have most expert power. Often found in technical ability. Referent Power:results from personal characteristics of the leader which earn worker’s respect, loyalty and admiration. Usually held by likable managers who are concerned about their workers.
7. Empowerment Process of giving workers at all levels authority to make decisions and the responsibility for their outcomes. Empowerment helps managers: Get workers involved in the decisions. Increase worker commitment and motivation. To focus on other issues. Effective managers usually empower substantial authority to workers.
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9. Research shows that traits do appear to be connected to effective leadership.
18. Theories of Leadership Trait theories: Is there a set of characteristics that determine a good leader? Personality? Dominance and personal presence? Charisma? Self confidence? Achievement? Ability to formulate a clear vision?
19. Theories of Leadership Trait theories: Are such characteristics inherently gender biased? Do such characteristics produce good leaders? Is leadership more than just bringing about change? Does this imply that leaders are born not bred?
20. Theories of Leadership Behavioural: Imply that leaders can be trained – focus on the way of doing things Structure based behavioural theories – focus on the leader instituting structures – task orientated Relationship based behavioural theories – focus on the development and maintenance of relationships – process orientated
21. Contingency Models Fiedler’s Model:effective leadership is contingent on both the characteristics of the leader and the situation. Leader style:the enduring, characteristic approach to leadership a manager uses. Relationship-oriented:concerned with developing good relations with workers. Task-oriented:concerned that workers perform so the job gets done.
22. Fiedler’s Model Situation characteristic:how favorable a given situation is for leading to occur. Leader-member relations:determines how much workers like and trust their leader. Task structure:extent to which workers tasks are clear-cut. Clear issues make a situation favorable for leadership. Position Power:amount of legitimate, reward, & coercive power a leader has due to their position. When positional power is strong, leadership opportunity becomes more favorable.
23. Leader- Member Relations GOOD POOR HIGH LO W HIGH LOW Task Structure S W S W S W S W Position Power I II III IV V VI VII VIII 1 Kinds of Leadership Situations Very Favorable Very Unfavorable Relationship-oriented managers most effective in IV, V, VI, VII. Task-oriented managers most effective in I, II, III or VIII. Fiedler’s Contingency Model Figure 13.3
24. Using Fiedler’s Model Can combine leader-member relations, task structure, and position power to identify leadership situations. Identifies situations where given types of managers might perform best. Seen in Figure 13.4. Leader style is a characteristic managers cannot change. Thus, managers will be most effective when: 1) They are placed in leadership situations that suit their style. 2) The situation can be changed to fit the manager.
25. House’s Path-Goal Model Model suggests that effective leaders motivate workers to achieve by: 1) Clearly identifying the outcomes workers are trying to achieve. 2) Reward workers for high-performance and attainment. 3) Clarifying the paths to the attainment of the goals. Path-Goalis a contingency model since it proposes the steps managers should take to motivate their workers. Based on Expectancy Theory.
26. Steps to Path-Goal 1) Determine the outcomes your subordinates are trying to obtain. Can range from pay to job security or interesting work. Once outcomes determined, manager needs to be sure they have the reward power to provide these. 2) Reward subordinates for high-performance and goal attainment with the desired outcomes. 3) Clarify the paths to goal attainment for workers, remove obstacles to performance, and express confidence in worker’s ability.
27. Motivating with Path-goal Path-goal identifies four behaviors leaders can use: 1) Directive behaviors:set goals, assign tasks, show how to do things. 2) Supportive behavior:look out for the worker’s best interest. 3) Participative behavior:give subordinates a say in matters that affect them. 4) Achievement-oriented behavior:Setting very challenging goals, believing in worker’s abilities. Which behavior should be used depends on the worker and the tasks.
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29. Because most people dislike work, they have to be pushed, closely supervised, andthreatened with punishment to get them to help achieve the objectives of the organization.
35. Leader-Substitute Model Leadership substitute: acts in the place of a leader and makes leadership unnecessary. Possible substitutes can be found: Characteristics of Subordinates:their skills, experience, motivation. Characteristics of context:the extent to which work is interesting and fun. Worker empowermentor Self-managed work teams reduce leadership needs. Managers need to be aware that they do not always need to directly exert influence over workers.
36. Transformational Leadership Started with von Pierer, CEO of Siemens, and allows dramatic improvements in management effectiveness. Transformational managers: Make subordinates aware of how important their jobs are by providing feedback to the worker. Make subordinates aware of their own need for personal growth and development. Empowerment of workers, added training help. Motivate workers to work for the good of the organization, not just themselves.
37. Transformational Leaders Transformational leaders are charismatic and have a vision of how good things can be. They are excited and clearly communicate this to subordinates. Transformational leaders openly share information with workers. Everyone is aware of problems and the need for change. Empowers workers to help with solutions. Transformational leaders engage in development of workers. Manager works hard to help them build skills.
38. Transactional Leadership Involves managers using the reward and coercive power to encourage high performance. Managers who push subordinates to change but do not seem to change themselves are transactional. The transactional manager does not have the “vision” of the Transformational leader.
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40. Gender and Leadership The number of women managers is rising but still relatively low in top levels. Stereotypes suggest women are supportive and concerned with interpersonal relations. Similarly, men are seen as task-focused. Research indicates that actually there is no gender-based difference in leadership effectiveness. However, women are seen to be more participative than men.