tailieunhanh - Lecture Management: A practical introduction (6/e): Chapter 14 - Kinicki, Williams

Major questions you should be able to answer: I don’t want to be just a manager; I want to be a leader. What’s the difference between the two? What does it take to be a successful leader? Do effective leaders behave in similar ways? How might effective leadership vary according to the situation on hand? What does it take to truly inspire people to perform beyond their normal levels? If there are many ways to be a leader, which one would describe me best? | Chapter Fourteen Power, Influence, & Leadership: From Becoming a Manager to Becoming a Leader McGraw-Hill/Irwin Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved. Major Questions You Should Be Able to Answer I don’t want to be just a manager; I want to be a leader. What’s the difference between the two? What does it take to be a successful leader? Do effective leaders behave in similar ways? Major Questions You Should Be Able to Answer How might effective leadership vary according to the situation on hand? What does it take to truly inspire people to perform beyond their normal levels? If there are many ways to be a leader, which one would describe me best? The Nature of Leadership Leadership the ability to influence employees to voluntarily pursue organizational gains Characteristics of Being a Manager & a Leader Table Five Sources of Power Legitimate power results from managers’ formal positions within the organization Reward power results from managers’ authority to reward their subordinates Coercive power results from managers’ authority to punish their subordinates Five Sources of Power (cont.) Expert power results from one’s specialized information or expertise Referent power derived from one’s personal attraction Five Approaches to Leadership Table Key Positive Leadership Traits Table Behavioral Approaches Behavioral leadership approaches attempt to determine the distinctive styles used by effective leaders Drucker’s Tips for Improving Leadership Effectiveness Table The Path-Goal Leadership Model Path-Goal Leadership Model holds that the effective leader makes available to followers desirable rewards in the workplace and increases their motivation by clarifying the paths, or behavior, that will help them achieve those goals and providing them with support House’s Revised Path-Goal Theory Figure Full-Range Model Transactional leadership focuses on clarifying employees’ roles and task requirements and providing rewards and punishments contingent on performance Full-Range Model Transformational leadership transforms employees to pursue organizational goals over self-interests influenced by individual characteristics and organizational culture | Chapter Fourteen Power, Influence, & Leadership: From Becoming a Manager to Becoming a Leader McGraw-Hill/Irwin Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved. Major Questions You Should Be Able to Answer I don’t want to be just a manager; I want to be a leader. What’s the difference between the two? What does it take to be a successful leader? Do effective leaders behave in similar ways? Major Questions You Should Be Able to Answer How might effective leadership vary according to the situation on hand? What does it take to truly inspire people to perform beyond their normal levels? If there are many ways to be a leader, which one would describe me best? The Nature of Leadership Leadership the ability to influence employees to voluntarily pursue organizational gains Characteristics of Being a Manager & a Leader Table Five Sources of Power Legitimate power results from managers’ formal positions within the organization Reward