DDIIBBRINA RINA SSURE URE HHUMAN UMAN RRESOURCESESOURCES

Leadership Leadership Leadership Leadership

& Effective & Effective & Effective & Effective

Team Team BuildingBuilding

Leadership•Traits & Styles

Emotional

Intelligence

Motivating

for Success

Effective

Teams•Building & Leading

The Nature of Leadership

• Leadership

– Is defined as the ability to inspire confidence and support among the people on whose competence and commitment performance depends.depends.

– Involves influencing others to achieve objectives important to them and the organization.

– Contributes to organizational effectiveness through the use of desirable personal attributes to achieve good results.

Leadership Traits

• Two Components

– Cognitive Skills

– Personality Traits

Cognitive skills

– Mental abilities and

knowledge

– Problem-solving skills

– Imagination, creativity, and a willingness – Imagination, creativity, and a willingness

to experiment

– Technical and professional competence

(knowledge of the business)

Personality traits

– Enthusiasm

– Self-awareness

– Self-confidence

– Trustworthiness– Trustworthiness

– Emotional intelligence

– Need for power and achievement

– A sense of humour

What is your What is your

Leadership styleLeadership style

Two kinds of leaders

• Production-centered managers

• Set tight work standards, organized tasks

carefully, prescribed work methods, and

supervised closely.

• Employee-centered managers

• Encouraged participative goal setting and

decision-making, fostered high

performance by engendering trust and

mutual respect.

• Employee-centered managers had the

most productive work groups.

• The most effective leaders had supportive

relationships with employees, used group relationships with employees, used group

decision making and encouraged employee

goal setting.

What is your What is your

Emotional Emotional

Intelligence ScoreIntelligence ScoreIntelligence ScoreIntelligence Score

Emotional Intelligence

• Concept of emotional intelligence

– Understanding of one’s own feelings

– Having empathy for others

– Regulating emotions to enhance living

• Key factors of emotional intelligence• Key factors of emotional intelligence

– Self-awareness

– Self-management

– Social awareness

– Relationship

management

Is Emotional Intelligence Important

to Organizational Success?

• Emotions and personality factors contribute to success

• High EI scores indicate an ability to:

– “Size-up” a situation

– Please others

– Influence people

Motivating for SuccessMotivating for Success

Motivation

• The process by which behaviour is mobilized in the interest of achieving organizational goals

Expectancy Theory

• Motivation results from deliberate choices to engage in activities in order to achieve worthwhile outcomes.

– People will be motivated if they believe effort – People will be motivated if they believe effort

will lead to good performance and that good

performance leads, in turn, to preferred

outcomes.

Goal Setting and Task

Performance• Specific goals lead to higher performance than do

generalized goals.

• Performance generally increases in direct proportion to goal difficulty.

• For goals to improve performance, workers must accept them.accept them.

• Goals are more effective when they are used to evaluate performance.

• Goals should be linked to feedback and rewards.

• A learning goal orientation improves performance more than a performance goal orientation.

• Group goal setting is as important as individual goal setting.

Motivation:

Implications for Managers

• Determine what levels and kinds of performance are needed to achieve organizational goals

– Clear understanding

• Train and encourage people

– Necessary skills

– Set goals

• Understand individual differences in valences

– Know your people

• Use positive reinforcement more than • Use positive reinforcement more than punishment

– Give regular feedback

How good am I at How good am I at

building & building &

leading a teamleading a teamleading a teamleading a team

Stages of Group Development

FormingPerforming

StormingNorming

Roles within Groups

� Knowledge contributor

� Process observer

� People supporter

� Challenger� Challenger

� Listener

� Mediator

� Gatekeeper

� Take-charge leader

Work Group Characteristics

Related to Effectiveness

• Emotional intelligence– Teams benefit from members with high

emotional intelligence who build relationships both inside and outside the team, and understand their environment.

• Support for the work group• Support for the work group– The availability of sufficient resources (e.g.,

training and managerial support) is essential to group success.

• Effective processes within the group

– Simply believing that the group can do

anything enhances group effectiveness.

– Social support of others, workload sharing,

communication and cooperation all contribute communication and cooperation all contribute

to group cohesiveness.

• Group cohesiveness

– A group in which members work closely with each other, in a unified, cooperative manner, is likely to be effective.

• Familiarity with jobs, coworkers, and the environmentthe environment

– Effectiveness increases when group members have a high degree of specific knowledge of their jobs, coworkers, and the environment.

Building Teamwork

1. Instill in teams an urgent constructive purpose.

2. Empower the group to determine how to meet its objectives.

3. Promote working together effectively as the norm.

3. Promote working together effectively as the norm.

4. Make frequent use of words and phrases that support teamwork.

5. Use language the fosters cohesion and commitment.

Building Teamwork (cont’d)

6. Use a consensus decision-making style to foster participation.

7. Feed members valid facts and information that motivate them to work together.

8. Avoid micromanagement in supervising the 8. Avoid micromanagement in supervising the team too closely.

9. Create physical structures suited for teams.

10. Reward the team as well as individuals.

11. Send members to outdoor (or off-site) training.

Potential Problem Within Groups

• Group polarization

– Shifts in member attitudes to more or less risky positions, which, in turn, reduces intra-group cohesion.

• Social loafing• Social loafing

– Occurs when an under-motivated person shirks individual responsibility and tries to squeeze by without contributing a fair share of the work.

Potential Problem Within Groups(cont’d)

• Groupthink

– Occurs when strong group cohesiveness creates a extreme form of consensus and interferes with effective decision-making.

– Contributors to groupthink:

• Strong member-group identification

• Directive leadership

• High stress

• Insulation of the group

• No built-in mechanism for evaluating decisions

Let’s get Let’s get “Performing”“Performing”“Performing”“Performing”

How can Team Building be incorporated?