Ruth B. AscunaMAEd – Educational

Management

Leadership

Leadership

• Is the process of influencing group activities beyond expectations.

• Influencing, guiding in direction, course, action, and opinion.

• effective influence

•Building cohesive and goal-oriented teams.

•Persuading others to sublimate their own self interests and adopt the goals of a group as their own.

•Is persuading other people to set aside their individual concerns and to pursue a common goal that is important for the welfare of a group.

Warren Bennis and Burt Nanus“ A manager does the thing right; a leader does the right thing.”

Effective leaders, according to Peter Ducker, do not make many decisions.

Successful Influential People

John KennedyMartin Luther King, Jr.Lee IacoccaVince Lombardi

Superintendents

forced into managerial stances in order to get the job done and abide by board policies.

Are organizational people and are not high-profile.

Leadership is a relationship between two or more people in which influence and power are unevenly distributed.

Two important concepts:

The second concept is…..Leaders do not exist in isolation.

Leadership implies that followers must consent to being influenced.

Chester Barnard noted…

A school administrator, to be a true leader, must…

Stogdill Five traits and Skills of Leaders Compared with nonleaders

1.Capacity - Intelligence- Alertness- Verbal facility- Originality- judgment

2. Achievement- scholarship- knowledge- athletic- accomplishment

3. Responsibilty

•Dependability •Initiative•Persistence•Aggressiveness•Self-confidence•Desire to excel

4. Participation

Activity SociabilityCooperationAdaptabilityHumor

5. Status - socioeconomic position- popularity

Traits of Effective Leaders

Traits and Skills Associated with Successful Leaders

Traits and Skills Associated with Successful Leaders

Leadership BehaviorAnother way of understanding leadership is to compare the behaviors of effective and ineffective leaders to see how successful leaders behave.The focus shift trying to determine what effective leaders are trying to determine what effective leaders do.

1. Authoritative Leadership Leaders are very

directive and allowed no participations in decision.

2. Democratic Leadership Leaders encouraged group discussion and decision making.

3. Laissez-faire LeadershipLeaders gave complete

freedom to the group and let it up to subordinates to make individual decisions on their own.

Differences in Leader Behavior Style as Identified

by the Iowa Researchers

Table 5_3

Contingency Approaches to Leadership

approaches that seek to delineate the characteristics of situations and followers and examine the leadership styles that can be used effectively.

According to Contingency Theory

Effective leadership depends on the interaction of the leader’s personal traits, the leader’s behavior, and factors in the leadership situation.

The contingency approach is based on the proposition that effective leadership cannot be explained by any one factor.It proposes that all factors must be considered in the context of the situation in which the leader must lead.

a model designed to diagnose whether a leader is task-oriented or relationship-oriented and match leader style to the situation.

Fiedler developed a unique technique to measure leadership style. Measurement is obtained from scores on the least preferred co-worker (LPC) scale.Table 5-5 Sample of Items from the LPC Scale

How can the leader’s LPC score be interpreted?

Fiedler interprets a leader’s LPC score to be a personality trait that reflects the leader’s motivational system or behavioral preferences. High LPC leaders (those who perceive their least preferred co-workers positively) have as their basic goal the desire to maintain close interpersonal relationships with subordinates and behave in a considerate and supportive manner toward them.

If the leader reaches his goal….

He will be able to attain such secondary goals as status and esteem. In return, these leaders want their subordinates to admire and recognize them.

Low LPC leaders have a different motivational structure: Task accomplishment is their primary goal. Needs such as esteem and status are fulfilled through the accomplishment of tasks, not directly through relationships with subordinates.

Situational Favorableness

The basic premise of Fiedler contingency theory is that some situations high LPC (relationship-motivated) leaders will be more effective, whereas other circumstances make it more likely that low LPC (task-motivated) leaders will be the most effective.

Fiedler concludes therefore…

That the relationship between leadership style and effectiveness depends on several factors in the situation. These are leader-member relations, task structure and position power.

Path-Goal theory• a contingency approach to leadership

in which the leader's responsibility is to increase subordinates' motivation by clarifying the behaviors necessary for task accomplishment and rewards

• Is based on the expectancy theory of motivation and emphasizes the leader’s effect on subordinates’ goals and the paths to achieve the goals.

• Leaders have influence over subordinates’ ability to reach goals, the rewards associated with reaching goals, and the importance of goals.

Four Distinct Types of Leader Behavior comprise House’s

Path-Goal Theory• Directive Leadership - a directive leader lets subordinates know what is expected of them - - provides specific guidance concerning what is to be done and how to do it- sets performance standards- requests that subordinates follow standard rules and regulations- schedules and coordinates work- explains his role as leader of the group.

• Supportive Leadership- a supportive leader is friendly, approachable, and concerned with the needs, status, and well-being of subordinates.- treats subordinates as equals and frequently goes out of her way to make the work environment more pleasant and enjoyable.

• Participative Leadership- A participative leader consults with

subordinates concerning work-related matters, solicits their opinions, and frequently attempts to use subordinates’ ideas in making decisions.

• Achievement-oriented Leadership- an achievement-oriented leader sets challenging goals for subordinates, emphasizes excellence in performance, and shows confidence in subordinates’ ability to achieve high standards of performance.