Introducing
Your new presentation assistant.
Refine, enhance, and tailor your content, source relevant images, and edit visuals quicker than ever before.
Trending searches
Leader: Ethical behavior is required from leaders as they have large influence over followers and the ethical culture of the organization
Follower: Needs are met by ethical leaders though their active role is not well-defined
Context: Ethical principles remain the same but may recommend different behaviors from leaders depending on the situation
Process: Leaders can grow in ethics through practice and experience
Outcomes: Care for followers and improvement of community within organization
Leaders are born not
developed
What do leaders do?
Leader: Leaders possess certain in-born traits that predispose them to succeed in leadership roles.
Follower: Not concerned with follower
Context: asdf Solely concerned with leader, Stogdill noted importance of situation in 70's
Process: asdf Leaders are defined by their innate traits, influence is one-way, leader influences follower
Outcomes: asdf More common leader traits result in better outcomes, but not specific about what those are
Leader: Leader behavior boils down to two different types, task and relationship behaviors, which occur on independent continua, resulting in several types of leadership
Follower: Focuses on follower just to the extent that leaders build can build relationships with them
Context: There is no single "optimal" leadership style for every situation, different styles are required for different groups, problems, etc.
Process: Relationship building between leader and follower is a result of the extent of the relational behavior the leader exhibits
Outcomes: Task completion and relational cohesion result based on the amount each type of behavior is performed
Leader: Adjusts to competence and commitment of followers to solve problems and maximize production
Follower: Communicate with leader to help leader adjust behavior to suit the situation, experience change in competence and commitment
Context: The competence and commitment of the follower determine the leadership style, as context changes over time, so does the required behavior
Process: Follower changes over time as a result of their experiences and the leader must change to meet new needs as they are presented
Outcomes: Development of motivation and expertise in followers
Leader: Leaders must possess and/or develop capabilities that make effective leadership possible
Follower: Not concerned with follower
Context: Experiences and environmental factors influence skill development in leaders
Process: Leader possesses skills and exerts influence over followers, nothing about reciprocation
Outcomes: Development of followers and better performance, development of leaders based on experiences
Leader: Universal traits of good and bad leadership identified by GLOBE project
Follower: Followers from different cultures value different qualities in leaders to an extent
Context: The culture in which people live and are raised affects what is required for and viewed as effective leadership
Process: As qualities viewed as effective for leaders vary, exercise of influence also varies
Outcomes: Remain similar to those described by other theories, but the application of those theories must be adjusted to fit the culture
Leader: Women are underrepresented in leadership due to a variety of factors, called leadership labyrinth
Follower: Discusses the difference in perceptions of male and female leaders from followers, women seen as more communal and men as agentic
Context: Prejudice exists in many corporate environments that make leadership positions less available/hospitable to women
Process: Through concerted effort women can become more appropriately represented in leadership and harmful gender stereotypes can be broken down
Outcomes: Increased presence of women will lead to better representation for all members of groups in leadership, will also increase development of future female leaders
Leader: Behaviors should select behaviors based on both follower and task characteristics to better define path for followers to reach desired goal; behavior types are: directive, supportive, participative, and achievement-oriented
Follower: Interpretation of leader's behaviors is dependent on follower' needs, preferences, desires, and perceived abilities
Context: Focuses on both the task and follower characteristics
Process: Leader behaviors must adjust with time to meet changing follower and task characteristics
Outcomes: Follower experiences increase in motivation and is better equipped to reach goal
Leader: Leadership roles can be distributed between team members to maximize team effectiveness
Follower: Assumes leader roles in some points but must adjust to follow in different scenarios
Context: Leadership interventions may be necessary to solve team problems as situations change
Process: As appropriate action is taken by leadership, the team is better prepared to reach its goal
Outcomes: Team effectiveness, increased performance and development
Leader: Focused equally on leader and follower and the exchanges between them
Follower: Considers interactions between leader and follower the relationship over time
Context: Leader-follower relationship can be very formal or informal depending on the quality of past exchanges
Process: Leader-follower relationship interactions affect the quality of future exchanges between the two
Outcomes: Increased job satisfaction, trust between leader and follower, and job performance
Leader: Facilitates holding environment where followers can grow and change to face challenges
Follower: Reforms thoughts, opinions, and beliefs in environment created by leader
Context: Leadership must fit the challenge at hand, technical, adaptive, or a combination of the two
Process: Heavy focus on the process of change in the follower over time to better face the future
Outcomes: Internal attitude changes in the follower that can be difficult to identify externally
Leader: Focused on the behavior and traits of the leader and the impact on followers over time
Follower: Experiences increase in motivation and morality based on interactions with leader
Context: Leader relationship with follower leads to transformation over time, relationship described with 4 I's
Process: Leader exerts influence on follower, slight reciprocation may occur
Outcomes: Increases in morality and motivation in followers based on leader characteristics and behavior
*First theory from class to bring context into play as major factor in leadership
Leader: Serves followers first, leads second
Follower: Is served by the leader, and grows as a result
Context: Leaders' efforts must adjust to meet specific needs of individual followers
Process: Leader affects follower over time, preparing them to better face future challenges
Outcomes: Followers become wiser, freer, more autonomous, healthier, and more likely to be servant leaders themselves
Leader: Concerned with authenticity of the leader and that they do what is right for the follower
Follower: Somewhat concerned with the impact that an authentic leader has on followers
Context: With focus on authenticity, leader-follower relationship is informal and honest, follower reciprocates leader's honesty and authenticity
Process: Development of authentic leadership is a lifelong process, leader changes in authenticity based on life experiences
Outcomes: Followers grow in morality and ethical reasoning based on leader's behavior