Style Approaches- what leaders DOWhich style is best? It dependsOn outcome of interestOn cultural contextSituational and Contingency Approaches to LeadershipEffective leadership is all about “matching” leadership behaviors to situational or follower characteristicsNo one right way- all about the matchContingency Theory (Fielder)Leader style is fixed- have to match right leader with right style to the followersSituational Leadership Theory:Leaders have many styles- each must choose the right style based on “follower readiness”Defined by competencies as well as commitment to the goalPath-goal theoryLeaders must recognize and remove roadblocks to help their followers have a clearer path to the goalDirective- clarifying and giving expectations, setting clear guidelines on what is expectedWant authority, good for low employee ability; good with complex/ambiguous tasksSupportive- being supportive of pursuitDon’t want authority; good with simple tasksAchievement-oriented- goal is to motivate followers to reach higher performance, giving challenging assignmentsWant involvement, good with complex tasksParticipative- including subordinates in decisions, soliciting inputGood with high employee abilityThe best style is chosen by a mix of characteristics of both the leaders, followers, and environmentLeader-Member Exchange Theory (LMX)All about the DYDADIC relationships between leader and followersIdea that leaders have certain followers who are part of the “in group” and those part of the “out group”In group may receive more info, more attention, and perform higherOut group may suffer developmentallyLeaders can select in group based on performance criteria, or based on who the leader likes/preference/friendsLeaders tend to focus on in group, but the people that need the most support are the out group, important to not just focus on high performersCharismatic and Transformational LeadershipCharismatic Leadership TheoryTransformational Leadership TheoryEffective leadership is about transforming individual efforts and goals to group efforts and goals; change/future orientedTransactional leaders vs Transformational leadersTransactional- focus on rewards and punishmentMediocre leadership at bestTransformational- use intrinsic motivation components, appeal to needs of employeesNecessary for reaching highest potentialThe 4 I’s of Transformational LeadershipIdealized influence (charismatic)Inspiration- providing a visionIndividualized consideration- employee considerationIntellectual stimulation- challengingMGT 305 1nd Edition Lecture 20Outline of Last Lecture I. What is leadership?a. Defining featuresII. Criteria of LeadershipIII. Leadership across timea. Traits approachb. Skills and Styles approachOutline of Current Lecture I. Style ApproachesII. Situational and Contingency Approaches to Leadershipa. Contingency Theoryb. Situational Leadership Theoryc. Path-Goal TheoryIII. Leader-Member Exchange TheoryIV. Charismatic and Transformational Leadershipa. The 4 I’sCurrent Lecture- Leadership 2Style Approaches- what leaders DO- Which style is best? It dependso On outcome of interesto On cultural context Situational and Contingency Approaches to Leadership- Effective leadership is all about “matching” leadership behaviors to situational or follower characteristicsThese notes represent a detailed interpretation of the professor’s lecture. GradeBuddy is best used as a supplement to your own notes, not as a substitute.o No one right way- all about the match- Contingency Theory (Fielder)o Leader style is fixed- have to match right leader with right style to the followers- Situational Leadership Theory:o Leaders have many styles- each must choose the right style based on “follower readiness” Defined by competencies as well as commitment to the goal- Path-goal theoryo Leaders must recognize and remove roadblocks to help their followers have a clearer path to the goal Directive- clarifying and giving expectations, setting clear guidelines on what is expected Want authority, good for low employee ability; good with complex/ambiguous tasks Supportive- being supportive of pursuit  Don’t want authority; good with simple tasks Achievement-oriented- goal is to motivate followers to reach higher performance, giving challenging assignments Want involvement, good with complex tasks Participative- including subordinates in decisions, soliciting input Good with high employee ability The best style is chosen by a mix of characteristics of both the leaders,followers, and environmentLeader-Member Exchange Theory (LMX)- All about the DYDADIC relationships between leader and followerso Idea that leaders have certain followers who are part of the “in group” and those part of the “out group”o In group may receive more info, more attention, and perform highero Out group may suffer developmentally- Leaders can select in group based on performance criteria, or based on who the leader likes/preference/friends- Leaders tend to focus on in group, but the people that need the most support are the out group, important to not just focus on high performers Charismatic and Transformational Leadership- Charismatic Leadership Theory- Transformational Leadership Theoryo Effective leadership is about transforming individual efforts and goals to group efforts and goals; change/future orientedo Transactional leaders vs Transformational leaders Transactional- focus on rewards and punishment Mediocre leadership at best Transformational- use intrinsic motivation components, appeal to needs of employees Necessary for reaching highest potential- The 4 I’s of Transformational Leadershipo Idealized influence (charismatic)o Inspiration- providing a visiono Individualized consideration- employee considerationo Intellectual stimulation-