PERSONAL DEVELOPMENT WEEK 10

SOCIAL RELATIONSHIP

SOCIAL RELATIONSHIP
tends to be less intimate, with lesser self-disclosure involved, but may still be
exclusive, and may demand certain levels of loyalty as in fraternities or religious
organizations, and to a lesser extent, loosely knitted social clubs like practitioners
of certain specialized professions.

Middle and late adolescents usually find themselves in the company of their
peers, usually from the school or the neighborhood. As they gravitate more
toward these groups, the attachment to family as their primary source of
personal development now shifts toward these peer groups. Being able to create
friendships and new attachments is critical in the development of adolescents as
they transition to young adulthood.

GOLEMAN’S SOCIAL INTELLIGENCE THEORY

Emotional intelligence, author, Daniel Goleman, explained in his book, Social
Intelligence: The New Science of human relationships (2006), how our brains are
wired to connect with other people. And how part of the human brain located
just above the eyes called the orbitofrontal cortex (OFC) is connected directly to
the three major regions of the brain: the cortex, the amygdala and the Brain stem.
Goleman Pointed out that the OFC provides an immediate connection between
though, emotions and behavior. It immediately calculates our feelings and
thoughts about a person and how that other person feels and thinks about us,
and what actions we take after quick assessment.

SOCIAL INFLUENCE

Our social Relationships, although dictated to a certain extent by our

neutral reflexes, are also affected by other factors such as social
influence.
According to Lisa Rashotte , the Authors defined social influence as things such as
behavior, actions, attitude, concepts, ideas, communications, wealth and other
resources that bring about changes in the beliefs, attitudes, and/or behavior of
persons as a result of the action of another person.Rashotte further explored how
social influence is usually conducted through the use of power whether this was
done authoritatively,coercively,suggestively .or by giving rewards. In some other
instance, Rashotte pointed out how social influence happens as a result of
interacting with other people who are perceived to be subject matter experts or
of having similar persuasions as the one being influenced. She concluded that
French and Raven were able to conclude in that study how leadership and power
are closely interlinked.
VARIETIES OR TYPES OF SOCIAL INFLUENCE
Herbert Kelman, a Harvard Psychologist, suggested that there are three arities
of social influence namely:
1. Compliance - is when a person seems to agree, and follow what is requested or required
of him or her to do or believe in, but does not necessarily have to really
believe or agree to it;

2. Identification - is when a person is influence by someone he or she likes or looks up to, like
a movie star, a social celebrity, or a superhero; and

3. Internalization -is when a person is able to own a certain belief or act, and is willing to make
it known publicly and privately

SOCIAL SCIENTISTS AND PSYCHOLOGISTS IDENTIFIED OTHER TYPES OF SOCIAL

INFLUENCE AS:

 Conformity is a type of social influence that involves a change in

behavior , belief, or thinking to be like others . it is the most common
and pervasive form of social influence. Social Psychology research in
conformity tends to distinguish between two varieties: Informational
conformity (“internalization” in kelman’s terms) and normative
conformity (“compliance” in kelman’s terms).
 Conversion occurs when individual wholeheartedly changes his or
her original thinking and beliefs, actions and attitudes to align with
those of the other members of a group. This also happens in a group
when the original beliefs and attitudes, and behavior of the different
members may have influenced each other to evolve into a new set of
beliefs, attitudes and behavior.
 Minority Influence happens when a bigger number of people are
influenced by a much smaller number of people and when the
minority’s way of looking at and doing things are accepted. This may
happen when the minority owns and wields power economically,
politically, and socially; or if the majority are uninvolved and
detached from issues.
  Reactance is when there is a willing of rejection of a social influence
being exerted on an individual or group. This is also known as anti- or
non-conformity. Reactance is a reverse reaction to some social
influence hat is being imposed by a person or a group for another.
 Obedience is another form of social influence where in a person
follows what someone tells him or her to do, although it may not
necessarily reflect the person’s set of beliefs or values. Similar to
compliance, obedience usually stems figures from either respect or
fear of the authority figure.
 Persuasion is used by one person or group to influence another to
changer their beliefs, actions, or attitudes by appealing reason or
emotion.

LEADERSHIP AND FOLLOWERSHIP THEORIES

A LEADER was often typecast as someone who is the head of a group of people by
virtue of having great strength and wisdom or may have inherited a position of
power even strength and wisdom were not part of this person’s virtues.

Influence plays a major role in leadership, Chester Bernard (1938) defined

leadership as the ability of a person on position of authority to influence others to
behave in such manner that goals are achieved.
Power is also annexed to leadership as espoused by French and Raven (1960) who
said that a leader may obtain power through various means and sources such as
position, giving rewards, expertise, respect, or coercion.
THERE ARE SEVERAL LEADERSHIP THEORIES:
1. Trait theory - this theory defines leadership based on certain personality
traits which are generally suited for all leaders, such as
decisiveness, persistence, high level of self-confidence and
assertiveness among others.

2.Behavioral Theory- this theory presupposes that leadership is a learned

behavior, and that leaders are defined according to certain
types of behavior they exhibit.

3.Participative theory – the opposite of an autocratic leader, the participative

leader involves other people to make common decisions.

4.Situational theory - this theory assumes that there is no one style of leadership
behavior is based on the factors present in situation, and
usually takes into consideration how followers behave.

5.Transactional theory - this theory states that leadership involves a transaction

or negotiation of resources or position, and usually
employs reward and punishment.

6.Transformational theory - this theory involves a vision, which a leader uses to

rally support from followers, and the role the leader
is in motivating others to support the vison and make
it happen.

AUTHENTIC LEADERSHIP
Three basic axioms of leadership:
1. Leadership is situational
– this means that a leader’s behavior and
what is required of him will always be
influenced by the situation .

2. Leadership in non- hierarchical – the exercise of leadership is not based on

 one’s position in an organizational chart alone , but also dependent on other
factors such as characteristics , skills, and even connection

3.Leadership is relational- leaders and followers establish a relationship where

their interests are mutually met, The role of a leader in
this relationship can vary from being a visionary to a
cheer leader.

An Authentic Leader has the following critical elements present:

 They walk their talk, they are consistent in what they say and what they do,
practicing what they are preaching.
 They adjust to situations and display adaptability and flexibility but are
consistent with their values and real selves even when they take on
different roles during different situations
 They have a high level of comfort being themselves, even if they come from
backgrounds that are different from the people or situations, they deal with
it.

LEADER- MEMBER EXCHANGE THEORY

LMX theory states that a leader’s effectiveness is measure by the quality of his
relationship with his followers, and different types of relationships can evolve
between leader and follower in a certain work situation.
HEROIC LEADERSHIP

This type of leadership follows four principles:

1. Self Awareness – we have emphasized the importance of self-awareness,
knowing and understanding fully our strengths and challenges, our way of
looking of things, and even our emotions and the set of values that we live
by.
2. Ingenuity- a leader of this type is not stuck in his comfort zone because the
world is constantly changing.
3. Love- a healthy self-concept generates a healthy and positive attitude when
dealing with other people.
4. Heroism- this type of leadership is about motivating and inspiring other
people to reach for higher goals.
According to Rob Goffee and Gareth Jones there are four elements followers
want from a leader:
 Authenticity- the leader is not afraid to show his or her weakness,
reveals his human side without fear, and uses these together with his
strengths to lead others.

 Significance- a leader provides the reason or meaning the followers

to believe in,

 Excitement- a leader provides motivation and inspiration to his or

her followers and excites them to pursue their vision; and

 Community- a leader builds community of followers with whom they

can associate and forge relationships
 Unlike some theories that claim everyone can be a leader, Goffee and Jones
reason that leadership is not for everyone. Leadership, they theorized, are those
for who want to become leaders and are ready to take on the responsibilities of
being one they concluded that leadership is measured not merely by its results
but most importantly way it provides meaning to the leadership cause.
According to Simon Sinek (2009), a leader inspires people and gives them
something to believe in.
other type of leaders are:
 The WHY type of leader is usually the visionary, the one who
believes results can be achieved.

 The HOW type of leader is the realist who is able to see how to
work out a vision

 The WHAT type of leader is the builder who provides the

details on how to get things done.