Management: Part Five: The Leading Process

TWELFTH EDITION
MANAGEMENT
Ricky W. Griffin
Part Five: The Leading

Process
Chapter Sixteen: Managing

Leadership and Influence Processes
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Learning Outcomes
1. Describe the nature of leadership and relate
leadership to management.
2. Discuss and evaluate the two generic approaches
to leadership.
3. Identify and describe the major situational
approaches to leadership.
4. Identify and describe three related approaches to
leadership.
5. Describe three emerging approaches to leadership.
6. Discuss political behavior in organizations and how
it can be managed.
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The Meaning of Leadership
 Leadership
– is both a process and a property.
– As a process, leadership is the
• use of noncoercive influence to shape goals,
motivate behavior towards achievement of goals,
and help define group or organizational culture
– As a property, leadership is the
• set of characteristics attributed to individuals who
are perceived to be leaders.
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The Meaning of Leadership
Leaders
People who can influence the
behaviors of others without
having to rely on force; those
accepted by others as leaders.
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Leadership and Management
 They are related but not the same.
 A person can be a manager, a leader,
both, or neither.
 Organizations need both good managers
and good leaders to be effective.
 Leadership is necessary to create change,
and management is necessary to achieve
orderly results.
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Distinctions Between Management and
Table 16.1 Leadership
Source: Reprinted with permission of The Free Press, a division of Simon & Schuster Adult Publishing Group, from A Force for Change How
Leadership Differs from Management by John P. Kotter. Copyright © 1990 by John P. Kotter, Inc.
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Leadership and Power
Power Is the ability

to affect the
behavior of
others.
One can have power without using it.
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 Legitimate power
– is granted through the organizational
hierarchy.
• Authority does not make someone a leader.
 Reward power
– is the power to give or withhold rewards.
 Coercive power
– is the power to force compliance.
• Builds resentment.
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 Referent power
– is personal accrued power based on
identification, imitation, loyalty, or charisma.
• Referent power is abstract but more likely
associated with leadership.
 Expert power
– is personal accrued power based on
information or expertise possessed.
• People who are both leaders and managers tend
to possess expert power.
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Methods for Using Power
 A legitimate request is based on legitimate
power.
 Instrumental compliance occurs when a
subordinate receives a reward for
compliance.
 A manager uses coercion when they imply
punishment for noncompliance.
 Rational persuasion occurs when a
manager convinces a subordinate that
compliance is in their best interests.
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Methods for Using Power
 Personal identification occurs when a
manager realizes, then exploits, their referent
power.
 A manager who induces a subordinate to do
something consistent with a set of higher
ideals or values is using inspirational appeal.
 Information distortion is withholding or
distorting information to influence behavior.
– Can lead to lose of confidence and trust.
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Generic Approaches to Leadership
 Leadership traits
– Researchers assumed some basic set of
traits differentiated leaders from nonleaders.
– The results found that for every trait identified,
there were many exceptions.
 Leadership behaviors
– Researchers began to look at how effective
leaders behaved compared to less effective
leaders.
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The Michigan Job-

Studies (Likert) centered Employee-
centered
Managers using job- Managers using employee-

centered leader behavior centered leader behavior
pay close attention to are interested in developing
subordinates’ work, explain a cohesive work group and
work procedures, and are ensuring that employees are
keenly interested in
performance. satisfied with their jobs.
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Generic Leadership Approaches
 The Ohio State University studies found two
basic leader behavior styles.
– Initiating-structure behavior
• clearly defines the leader-subordinate role, clarifying
expectations,
• establishes formal lines of communication, and
• determines how tasks will be performed.
– Consideration behavior
• shows concern for subordinates and attempt to
establish a warm, friendly and supportive climate.
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 The Ohio State studies
– Unlike the Michigan studies, each behavior
was assumed independent of each other.
– Researchers expected to find leaders
exhibiting high levels of both behaviors.
– Ultimately concluded that situational
influences occur making consistent prediction
difficult.
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 The Leadership Grid
– provides a means for evaluating leadership
styles and training managers to move toward
an ideal style of behavior.
• The horizontal axis represents concern for
production and deals with the job and task
aspects of leader behavior.
• The vertical axis represents concern for people
and deals with the human aspects of leader
behavior.
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Figure 16.1
The Leadership
Grid
Note the five

extremes of
managerial
behavior.
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 The leader-behavior theories played an
important role in the development of
contemporary leadership.
– They urge us not to focus on a leader’s traits
but on what leaders do, their behaviors.
 New approaches were needed.
 The next step was the creation of
situational models.
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Situational Approaches to
Leadership
 Situational models assume appropriate
leader behavior varies with the situation.
 The goal is to identify factors and how they
interact to determine appropriate behavior.
 An important early model laid the
foundation for subsequent developments.
– Tannenbaum and Schmidt proposed a
continuum of leadership behavior.
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Tannenbaum and Schmidt’s Leadership
Figure 16.2 Continuum
Though helpful, this model is only speculative.

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LPC Theory
 Least-preferred coworker (LPC) theory
– The LPC theory
• suggests that appropriate styles of leadership vary
with situational favorableness.
– Developed by Fred Fiedler, this was the first
true situational leadership theory.
– Fiedler identified two styles of leadership:
• task oriented and relationship oriented.
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LPC Theory
 Fiedler believed the favorableness of the
situation depended on three factors.
– Leader-member relations – the relationship
between the leader and the work group.
– Task structure – the degree the group’s task is
well defined.
– Position power is the power vested in the
leader’s position.
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The Least-Preferred Coworker Theory of
Figure 16.3 Leadership
Though Fiedler’s theory is often criticized, it was the

first to adopt a situational perspective on leadership.
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LPC Theory
 When the situation is highly favorable or
highly unfavorable, task oriented
leadership is best.
 Relationship oriented leaders are best in
situations in the middle range.
 Fiedler argues the leader’s style is fixed,
the situation must change to match the
leader.
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Path-Goal Theory
 Path-goal theory
– says the primary functions of a leader are to
make desired rewards available and to clarify
the kinds of behavior that will lead to rewards.
– Identifies four kinds of leader behavior.
• Directive leader behavior.
• Supportive leader behavior.
• Participative leader behavior.
• Achievement-oriented leader behavior.
– Assumes leaders can change their style.
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Path-Goal Theory
 Path-goal theory suggests the appropriate
leadership style depends on two factors.
– The personal characteristics of subordinates.
• Their perceptions of their abilities and their locus of
control.
– Environmental characteristics of the
workplace.
• Task structure, the formal authority system or the
nature of the work group.
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Figure 16.4 The Path-Goal Framework
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Vroom’s Decision Tree Approach
 Vroom’s decision tree approach
– uses a situational model of leader behavior to
predict what kinds of situations call for what
degrees of group participation.
– Suggests managers use one of two different
decision trees.
– The ends of the tree branches represent
different levels or subordinate participation.
– Supported by research but complex.
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Figure 16.5
Vroom’s
Time-Driven
Decision Tree
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Vroom’s Development-Driven Decision
Figure 16.6 Tree
Used when
the leader is
more
interested in
developing
employees.
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The Leader-Member Exchange
Approach
 Leader-member exchange (LMX) model
– stresses that leaders have different kinds of
relationships with different subordinates.
– Each superior-subordinate pair is a “vertical
dyad.”
– Those close to the manager are “the in-group”
who receive better treatment than “the out-
group.”
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Related Approaches to Leadership
 Substitutes for leadership
– identifies situations in which leader behaviors
are neutralized or replaced by characteristics
of subordinates, the task, and the organization.
• Highly experienced employees know what to do.
• Simple tasks require little leadership.
• Formal and inflexible policies are organizational
characteristics that substitute for leadership.
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Charismatic leadership
• Assumes that charisma is an individual
characteristic of the leader.
Charisma
• Is a form of interpersonal attraction that inspires
support and acceptance.
Charismatic leaders:
Envision the future and have high expectations.
Use enthusiasm and prior success to energize others.
Support and express confidence in others.
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Transformational leadership
Goes beyond ordinary expectations
by transmitting a sense of mission,
stimulating learning experiences, and
inspiring new ways of thinking.
Transformation leaders are vital to the success
of business due to rapid change and turbulent
environments..
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Emerging Approaches to
Leadership
 Strategic leadership
• is the capability to understand the complexities of
both the organization and its environment
• and to lead change in the organization in order to
achieve and maintain a superior alignment between
the organization and its environment.
– This new concept relates leadership to the role
of top management.
– Effective when leaders deeply understand the
business, and its environment.
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Emerging Approaches to
Leadership
 Cross-cultural leadership
– Effective cross-cultural leaders understand
cultural and national differences.
– As organizations become more global and
internally diverse, this importance will grow.
 Ethical leadership
– Managers must demonstrate sound ethical
principles and serve as ethical role models.
– Businesses must hire ethical leaders and hold
them accountable for their actions.
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Political Behavior in Organizations
Political behavior
• Consists of activities carried out for specific

purpose of acquiring, developing, and using
power and other resources to obtain one’s
preferred outcomes.
May be directed upward, downward, or laterally.

Top levels thought to be more political than lower levels.
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Common Political Behaviors
 Inducement occurs when something is
given in return for support.
 Persuasion relies on manipulation of logic
and emotions.
 Creation of an obligation occurs when a
manager does a favor in hopes of
receiving one in return.
 Coercion is the use of force.
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Impression Management
Impression management
A direct and intentional effort by
someone to enhance his or her
image in the eyes of others.
People engage in impression management for a
variety of reasons.
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Impression Management
 Impression management is used to:
– further someone’s career,
– receive rewards or promotions,
– garner attractive job assignments,
– boost someone’s self-esteem, or
– gain power and control.
 Appearance and association are
mechanisms to manage perception.
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Managing Political Behavior
 Be aware that others may assume your
motives are political, even if they are not.
 Give subordinates autonomy, responsibility,
challenges, and feedback to reduce politics.
 Avoid using power if possible.
 Get disagreements out in the open.
 Avoid covert activities.
 Keep performance evaluations transparent, tie
rewards directly to performance and minimize
competition among managers for resources.
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Summary
 The chapter began by characterizing the
nature of leadership.
 The chapter then discussed three major
approaches to studying leadership:
– traits, behaviors, and situations.
 The chapter then examined other
perspectives on leadership.
 The chapter concluded by describing
another approach to influencing others,
political behavior in organizations.
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TWELFTH EDITION

Part Five: The Leading

Chapter Sixteen: Managing

Power Is the ability

One can have power without using it.

The Michigan Job-

Managers using job- Managers using employee-

Note the five

Though helpful, this model is only speculative.

Though Fiedler’s theory is often criticized, it was the

• Consists of activities carried out for specific

May be directed upward, downward, or laterally.

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