Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
• Reactions to crisis – how do they react in a crisis • Kennedy created a state of mind
• Criteria for selection and dismissal • Margaret Thatcher created a state of mind
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Valclav Havel Bennis and Nanus
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Weakness of Trait Theory Emerson Electric
• Ignores the followers and the situation • Charles Knight, chairman of Emerson Electric
selection criteria for managers:
• Does not differentiate regarding the specific
– Intellectual ability
value of each trait – Result orientation
• Correlational evidence only (not causal) – Interpersonal skills
– Planning and organizing capabilities
– Ability to work collaborative with others
– Maturity
– Presense (ability to create a positive impression)
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Turnover and
Consideration
Grievance and
Consideration
Grievance and
Initiating
Structure
and
• Maturity-- the ability and willingness of people to
Structure High consideration
take responsibility for directing their own behavior.
• M2. People are unable but willing to do the necessary job tasks.
• Telling--tells people what, how, when, and where
They are motivated but currently lack the appropriate skills.
• Selling-- provides both direction and supportive
behavior
• M3. People are able but unwilling to do what the leader wants.
• Participating--the main role of the leader is
facilitating and communicating, decision making is
• M4. People are both able and willing to do what is asked of
them.
shared.
• Delegating--the leader provides little direction and
support
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Hersey and Blanchard’s
House’s Path Goal Theory
Adjusting Leadership style
• Low followers Maturity– telling (high task • Leader is responsible for the growth and
direction and low support) development of followers.
• Moderate followers maturity– selling (task • Different situations call for different blends of
leadership styles
direction and support) – Directive
• Moderate to high maturity– participating – Supportive
(supportive behavior and a little direction) – Achievement oriented
• High maturity- delegating– (little support – Participative
and direction) • Based on Motivation Expectancy Theory
(Expectancy, Instrumentality, and valence)
Task Structure High High Low Low High High Low Low
Position Structure Strong Weak Strong Weak Strong Weak Strong Weak
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Leader-Member Exchange
Theory Leader – Member Exchange Theory
Personal
• Based on Hollander’s Social Exchange Capability
Theory (1979) And/or
Leader
Subordinate
– Situation Competence
– Followers Formal Relationships
– Leader
• He proposed that there is a continuous
dynamic exchange between the leader and
the followers
In-Group Out-Group
Vroom & Yetton, and later Vroom & Jago • Problem Structure (ST): Is the problem well
found the following questions helpful in structured (e.g., defined, clear, organized,
lend itself to solution, time limited, etc.)?
the sequence below:
• Commitment Probability (CP): If you were to
make the decision by yourself, is it reasonably
• Quality Requirement (QR): How important is the certain that your subordinates would be
technical quality of the decision? committed to the decision?
• Commitment Requirement (CR): How important is • Goal Congruence (GC): Do subordinates
subordinate commitment to the decision? share the organizational goals to be attained
• Leader's Information (LI): Do you (the leader) have in solving the problem?
sufficient information to make a high quality decision • Subordinate conflict (CO): Is conflict among
on your own? subordinates over preferred solutions likely?
• Subordinate information (SI): Do
subordinates have sufficient information to
make a high quality decision?
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• Autocratic l (Al)
• Leader solves the problem along using information that is readily
available to him/her
• Autocratic ll (All)
• Leader obtains additional information from group members, then
makes decision alone. Group members may or may not be informed.
• Consultative l (Cl)
• Leader shares problem with group members individually, and asks for
information and evaluation. Group members do not meet collectively,
and leader makes decision alone.
• Consultative ll (Cll)
• Leader shares problem with group members collectively, but makes
decision alone
• Group ll (Gll)
• Leader meets with group to discuss situation. Leader focuses and
directs discussion, but does not impose will. Group makes final
decision
• Develop a strategy for attaining the vision • Identify and eliminate cultural disparities
Transformational Leadership
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LESSON 1 LESSON 2
"Being responsible sometimes means pissing people off." "The day soldiers stop bringing you their problems isthe
day you have stopped leading them. They have eitherlost
confidence that you can help them or concluded that you
Good leadership involves responsibility to the welfare of the group, which do not care. Eithercase is a failure ofleadership."
means that some people will get angry at your actions and decisions. It's
inevitable, if you're honorable. Trying to get everyone to like you is a sign
of mediocrity: you'll avoid the tough decisions, you'll avoid confronting the If this were a litmus test, the majority of CEOs would fail. One, they build so
people who need to be confronted, and you'll avoid offering differential many barriers to upward communication that the very idea of someone lower
rewards based on differential performance because some people might in the hierarchy looking up to the leader for help is ludicrous. Two, the
get upset. Ironically, by procrastinating on the difficult choices, by trying corporate culture they foster often defines asking for help as weakness or
not to get anyone mad, and by treating everyone equally "nicely" regardless failure, so people cover up their gaps, and the organization suffers accordingly.
of their contributions, you'll simply ensure that the only people you'll wind Real leaders make themselves accessible and available. They show concern
up angering are the most creative and productive people in the organization. for the efforts and challenges faced by underlings, even as they demand high
standards. Accordingly, they are more likely to create an environment where
problem analysis replaces blame.
LESSON 3 LESSON 4
LESSON 5 LESSON 6
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LESSON 7 LESSON 8
LESSON 9 LESSON 10
LESSON 11 LESSON 12
Flitting from fad to fad creates team confusion, reduces the leader's credibility, The ripple effect of a leader's enthusiasm and optimism is awesome. So is the
and drains organizational coffers. Blindly following a particular fad generates impact of cynicism and pessimism. Leaders who whine and blame engender
rigidity in thought and action. Sometimes speed to market is more important those same behaviors among their colleagues. I am not talking about stoically
than total quality. Sometimes an unapologetic directive is more appropriate accepting organizational stupidity and performance incompetence with a "what,
than participatory discussion. Some situations require the leader to hover me worry?" smile. I am talking about a gung-ho attitude that says "we can
closely; others require long, loose leashes. Leaders honor their core values, change things here, we can achieve awesome goals, we can be the best."
but they are flexible in how they execute them. They understand that Spare me the grim litany of the "realist," give me the unrealistic aspirations
management techniques are not magic mantras but simply tools to be of the optimist any day.
reached for at the right times.
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LESSON 13 LESSON 14
LESSON 15 LESSON 16
PartI:"Use the formula P=40 to 70,in which P stands "The commander in the field is always right and the
forthe probability of success and the numbersindicate
rear echelon is wrong, unless proved otherwise."
the percentage ofinformation acquired.”
PartII:"Once the information isinthe 40 to 70 range,
go with your gut." Too often, the reverse defines corporate culture. This is one of the main
reasons why leaders like Ken Iverson of Nucor Steel, Percy Barnevik of Asea
Brown Boveri, and Richard Branson of Virgin have kept their corporate staffs
Don't take action if you have only enough information to give you less than a to a bare-bones minimum - how about fewer than 100 central corporate
40 percent chance of being right, but don't wait until you have enough facts to staffers for global $30 billion-plus ABB? Or around 25 and 3 for multi-billion
be 100 percent sure, because by then it is almost always too late. Today, Nucor and Virgin, respectively? Shift the power and the financial accountability
excessive delays in the name of information-gathering breeds "analysis to the folks who are bringing in the beans, not the ones who are counting
paralysis." Procrastination in the name of reducing risk actually increases risk. or analyzing them.
LESSON 17 LESSON 18
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“Leadership isthe art of accomplishing
more than the science of management
says is possible.”
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