Transcript ORM6003 Foundations of Leadership

ORM6003 Foundations of
Leadership
Week 2
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Compiled by:
Ronald Keith Bolender, Ed.D. (2005)
Nova Southeastern University
www.bolender.com
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Important Copyright Note
This set of PowerPoint slides may only be
used in sections of ORM6003 Foundations
of Leadership where each student owns a
copy of Leadership: Theory and Practice
(Northouse, 2004).
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References
Blake, R. R., & Mouton, J. S. (1964). The Managerial Grid. Houston,
TX: Gulf.
Blanchard, K., Zigarmi, P., & Zigarmi, D. (1985). Leadership and the
one minute manager: Increasing effectiveness through situational
leadership. New York: William Morrow.
Katz, R. L. (1955, January–February). Skills of an effective
administrator. Harvard Business Review, 33 (1), 33-43.
Mumford, M. D., Zaccaro, S. J., Harding, F. D., Owen Jacobs, T., &
Fleishman, E. A. (2000). Leadership skills for a changing world:
Solving complex social problems. Leadership Quarterly, 11 (1), 1134.
Northouse, P. G. (2004). Leadership: Theory and practice (3rd ed.).
Thousand Oaks, CA: Sage Publications.
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Devotions
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Did anyone have a chance to apply the
Leadership Trait Questionnaire (LTQ)
that was presented during Week
One?
If so, would anyone like to share the
results?
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Chapter 3: Skills Approach
Skills Approach
 The skills approach takes a leader-centered
perspective on leadership. However, in the skills
approach we shift our thinking from a focus on
personality characteristics, which are usually viewed as
innate and relatively fixed, to an emphasis on skills
and abilities that can be learned and developed.
 While personality certainly plays an integral role in
leadership, the skills approach suggests that knowledge
and abilities are needed for effective leadership.
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Chapter 3: Skills Approach
Three-Skill Approach
 Katz (1955) suggested that effective administration (i.e.
leadership) depends upon three basic personal skills:
Technical
Human
Conceptual
 Katz argued that these skills are quite different from
traits or qualities of leaders. Skills imply what leaders
can accomplish whereas traits imply who leaders are
(i.e. their innate characteristics).
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Chapter 3: Skills Approach
Leadership skills are defined as the ability
to use one’s knowledge and competencies
to accomplish a set of goals or objectives.
These leadership skills can be
acquired and leaders can be trained
to develop them.
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Chapter 3: Skills Approach
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Chapter 3: Skills Approach
Three-Skill Approach: Technical Skill
Technical skill is having knowledge about and
being proficient in a specific type of work or
activity.
It requires:
Competencies in a specialized area
Analytical ability
The ability to use appropriate tools and techniques
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Chapter 3: Skills Approach
Three-Skill Approach: Human Skill
 Human skill is having knowledge about and being able
to work with people. It is quite different from technical
skill, which has to do with working with things (Katz,
1955). Human skills are “people skills.”
 They are the abilities that help a leader to work
effectively with subordinates, peers and superiors to
successfully accomplish the organization’s goals.
 Human skills allow a leader to assist group members in
working cooperatively as a group to achieve common
goals.
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Chapter 3: Skills Approach




Three-Skill Approach: Conceptual Skill
Broadly speaking, conceptual skills are abilities to work with ideas
and concepts. Whereas technical skills deal with things and
human skills deal with people, conceptual skills involve the ability
to work with ideas.
A leader with conceptual skills is comfortable talking about the
ideas that shape an organization and the intricacies involved.
He or she is good at putting the company’s goals into words and
can understand and express the economic principles that affect the
company.
A leader with conceptual skills works easily with abstractions and
hypothetical notions.
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Chapter 3: Skills Approach
Skills Model
Beginning in the early 1990s, a group of
researchers, with funding support from the U.S.
Army and Department of Defense, set out to
test and develop a comprehensive theory of
leadership based on problem-solving skills in
organizations.
The studies were conducted over a number of
years using a sample of more than 1,800 Army
officers.
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Chapter 3: Skills Approach
 The main goal of the researchers was to explain the
underlying elements of effective performance. They
addressed the following questions:
What accounts for why some leaders are good problem solvers
and others are not?
What specific skills do high-performing leaders exhibit?
How do leaders’ individual characteristics, career experiences,
and environmental influences affect their job performance?
 The researchers wanted to identify the leadership
factors that create exemplary job performance in an
actual organization.
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Chapter 3: Skills Approach
Based on the extensive findings from the
project, a skills-based model of leadership
was formulated (Mumford, Zaccaro,
Harding, et al., 2000).
The model is characterized as a
capability model because it examines
the relationship between a leader’s
knowledge and skills (i.e. capabilities) and
the leader’s performance.
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Chapter 3: Skills Approach
 Leadership capabilities can be developed over time
through education and experience.
 Unlike the “great man” approach, which implies that
leadership is reserved only for the “gifted few,” the skills
approach suggests that many individuals have the
potential for leadership.
 If people are capable of learning from their experiences,
they can acquire leadership.
 Rather than emphasizing what leaders do, the skills
approach frames leadership as the capabilities
(knowledge and skills) that make effective
leadership possible.
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Chapter 3: Skills Approach
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Chapter 3: Skills Approach
Summary of the Skills Approach
 The skills approach works by providing a map for how to
reach effective leadership in an organization. Leaders
need to have:
Problem-solving skills
Social judgment skills
Knowledge
 Workers can improve their capabilities in these areas
through training and experience.
 Although each leader’s personal attributes affect his or
her skills, it is the leader’s skills themselves that are
most important in addressing organizational problems.
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Chapter 3: Skills Approach
ICA 2-1 Skills Inventory
Complete the Skills Inventory assessment
on pages 61-62 in the textbook
(Northouse, 2004).
Share with the class to what level of
“management” you are best suited.
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Chapter 4: Style Approach
Style Approach
 The style approach emphasizes the behavior of
the leader.
 This distinguishes it from the trait approach, which
emphasizes the personality characteristics of the leader,
and the skills approach, which emphasizes the leader’s
capabilities.
 The style approach focuses exclusively on what
leaders do and how they act.
 In shifting the study of leadership to leader style or
behaviors, the style approach expanded the study of
leadership to include the actions of leaders toward
subordinates in various contexts.
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Chapter 4: Style Approach
Researchers studying the style approach
determined that leadership is composed
of essentially two general kinds of
behaviors:
Task behaviors
Relationship behaviors
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Chapter 4: Style Approach
Task behaviors facilitate goal
accomplishment.
They help group members to achieve their
objectives.
Relationship behaviors help subordinates
feel comfortable with themselves, with
each other, and with the situation in which
they find themselves.
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Chapter 4: Style Approach
The central purpose of the style approach
is to explain how leaders combine these
two kinds of behaviors to influence
subordinates in their efforts to reach a
goal.
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Chapter 4: Style Approach
Managerial (Leadership) Grid
The Managerial Grid ® (Blake & Mouton,
1964) is the most well-known style approach
leadership model.
The Managerial Grid, which has been renamed
the Leadership Grid, was designed to explain
how leaders help organizations to reach their
purposes through two factors:
Concern for production
Concern for people
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Chapter 4: Style Approach
 Concern for production refers to how a leader is
concerned with achieving organizational tasks. It
involves a wide range of activities including:
Attention to policy decisions
New product development
Process issues
Workload
Sales volume
 Not limited to things, concern for production can refer to
whatever it is the organization is seeking to accomplish.
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Chapter 4: Style Approach
 Concern for people refers to how a leader
attends to the people within the organization
who are trying to achieve its goals. This concern
includes:
Building organizational commitment and trust
Promoting the personal worth of employees
Providing good working conditions
Maintaining a fair salary structure
Promoting good social relations
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Chapter 4: Style Approach
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Chapter 4: Style Approach
ICA 2-2 Style Questionnaire
Complete the Style Questionnaire
assessment on page 82 in the textbook
(Northouse, 2004).
Share with the class where you fit in the
Managerial (Leadership) Grid.
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Chapter 4: Style Approach
ICA 2-3 In-class Writing Assignment Over Case Study 4.3
Grade: This assignment is worth a maximum of
20 points.
Read Case Study 4.3 on pages 79-80 in
Northouse (2004).
On paper, write out the questions and your
answers to the questions listed at the end of
this case study.
PLEASE PRINT
Break into groups of four to five and discuss this
case study.
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Chapter 5: Situational Approach
Situational Approach
 Situational leadership stresses that leadership is
composed of both a directive and a supportive
dimension, and each has to be applied appropriately in a
given situation.
 To determine what is needed in a particular situation, a
leader must evaluate her or his employees and assess
how competent and committed they are to perform a
given task.
 Based on the assumption that employees’ skills and
motivation vary over time, situational leadership
suggests that leaders should change the degree to
which they are directive or supportive to meet the
changing needs of subordinates.
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Chapter 5: Situational Approach
The following graphic/chart is based on the
work of Blanchard, Zigarmi, and Zigarmi
(1985).
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Chapter 5: Situational Approach
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Chapter 5: Situational Approach
Situational leadership is a prescriptive
approach to leadership that suggests how
leaders can become effective in many
different types of organizational settings
involving a wide variety of organizational
tasks. This approach provides a model
that suggests to leaders how they should
behave based on the demands of a
particular situation.
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Chapter 5: Situational Approach
Effective leadership occurs when the
leader can accurately diagnose the
development level of subordinates in a
task situation and then exhibit the
prescribed leadership style that matches
that situation.
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Review of homework assignments (HWAs)
for Week Three.
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