Chapter 8

Contingency Theories of Effective Leadership

LPC Contingency Model

CAUSALVARIABLE

Leader's LPC Score

END-RESULT VARIABLE

Group Performance

SITUATIONAL MODERATOR VARIABLES

Leader-member relations Leader position power Task structure

FIGURE 8-1: Causal relationships in the LPC Contingency Model

The Path-Goal Theory of Leadership

CAUSAL VARIABLES

Leader behavior

INTERVENING VARIABLES

Subordinate expectancies and valences

END-RESULT VARIABLES

Subordinate effort and satisfaction

SITUATIONAL MODERATOR VARIABLES

Characteristics of task and environment

Characteristics of subordinates

FIGURE 8-2: Causal relationships in Path-Goal Theory of Leadership

Leadership Substitutes Theory

Subordinate Characteristics

Task Characteristics Organization

Characteristics

The Multiple Linkage Model

Task commitment Ability and role clarity Organization of the work Cooperation and mutual trust Resources and support External coordination

Cognitive Resources Theory

SOCIAL STRESS FOR LEADER

LEADER INTELLIGENCE

LEADER EXPERIENCE

DECISIONQUALITY

FIGURE 8-6: Primary Causal Relationships in the Cognitive Resources Theory

General Evaluation of Contingency Theories Leader Traits Leader Behavior Situational Variables Intervening Variables Validation Results

Applications: Guidelines for Managers Use more planning for a long, complex task. Consult more with people who have relevant

knowledge. Provide more direction to people with

interdependent roles. Provide more direction and briefings when

there is a crisis.

Applications: Guidelines for Managers Monitor a critical task or unreliable person

more closely. Provide more coaching to an inexperienced

subordinate. Be more supportive to someone with a very

stressful task.

Summary The LPC contingency model deals with the

moderating influence of three situational variables on the relationship between a leader trait (LPC) and subordinate performance.

The path-goal theory examines how aspects of leader behavior influence subordinate satisfaction and motivation.

Summary

Leadership substitutes theory identifies aspects of the situation that make leadership behavior redundant or irrelevant.

The multiple-linkage model describes how a leader can influence intervening variables to improve group effectiveness.

Summary

Cognitive resources theory examines the conditions under which cognitive resources such as intelligence and experience are related to group performance.

Charismatic Leadership

“May the force be with you”

Chapter Goals The goal of this chapter is to define

charismatic leadership, review the research findings on charismatic leadership, and review two of the more-popular transformational leadership theories.

Max Weber

The most important early research on charismatic leadership was completed by Max Weber, who maintained that societies could be identified in terms of one of three types of authority systems: traditional, legal-rational, and charismatic.

Traditional Authority System

The traditions and unwritten laws of the society dictate who has authority and how this authority can be used.

Legal-Rational Authority System

Authority derives from society’s belief in the laws that govern it.

Charismatic Authority System

Authority stems from the society’s belief in the exemplary characteristics of the leader.

Theory of Transformational and Transactional Leadership

James McGregor Burns’s Theory of Transformational and Transactional Leadership focused on the differences between power

versus leadership and charismatic versus non-charismatic leadership

Theory of Transformational and Transactional Leadership

believed that leadership could take one of two forms: transactional leadership or transformational leadership

maintained that power and leadership were two distinct entities

Cont.

Transformational Leadership

Transformational leaders use idealized influence, individualized consideration, inspirational motivation, and intellectual stimulation, while transactional leaders use contingent reward, and active and passive management by exception.

Common Characteristics of Charismatic and Transformational Leadership

Vision Rhetorical skills Image and trust building Personalized leadership

Follower Characteristics Identification with the Leader and the

Vision Heightened Emotional Levels Willing Subordination to the Leader Feelings of Empowerment

Situational Characteristics Crises Task Interdependence Innovation More Receptive to Change Organizational Downsizing

Bass’s Theory of Transformational and

Transactional Leadership Transformational leaders possess charismatic-leader

characteristics (vision, rhetorical skills, etc.). Transactional leaders do not possess these leader

characteristics, nor are they able to develop strong emotional bonds with followers or inspire followers to do more than they thought they could. Instead, transactional leaders motivate followers by setting goals and promising rewards for desired performance.

Perspectives on Charisma The Sociological Approach

1. Extraordinary, almost magical talents 2. Crisis situation 3. Radical vision 4. Followers 5. Validation of leader through repeated

success

Guidelines for Transformational Leadership Articulate a clear and appealing vision. Explain how the vision can be attained. Act confident and optimistic. Express confidence in followers. Use dramatic, symbolic actions to emphasize key

values. Lead by example. Empower people to achieve the vision.

Perspectives on Charisma The Psychoanalytic Approach

Intense attraction Regression

Transference Projection

What does this say for the followers and for positive leaders?

Perspectives on Charisma The Political Approach Types of charismatic leaders:

Charismatic giants Charismatic luminaries Charismatic failures Charismatic aspirants

Perspectives on Charisma Charismatic leaders increase their power:

Cultural myths Public address Concentric circles

Perspectives on Charisma The Behavioral Approach

Leader behaviors Leader-follower relations The situation

Perspectives on Charisma The Attribution Approach

1. Possess a vision that is unique, but attainable

2. Act in an unconventional, counter-normative way

3. Personal commitment & risk 4. Confidence & expertise 5. Personal Power

Perspectives on Charisma The Communication Approach

Relationship builders Visionaries Influence agents

Perspectives on Charisma The Dark Side Differences in:

Power Vision Relationship to followers Communication Ethics & Morals

The Dark Side at Work Failures of vision Misarticulation of goals Poor management

Who are the charismatic leaders we can agree on?