Loading presentation...

Present Remotely

Send the link below via email or IM

Copy

Present to your audience

Start remote presentation

  • Invited audience members will follow you as you navigate and present
  • People invited to a presentation do not need a Prezi account
  • This link expires 10 minutes after you close the presentation
  • A maximum of 30 users can follow your presentation
  • Learn more about this feature in our knowledge base article

Do you really want to delete this prezi?

Neither you, nor the coeditors you shared it with will be able to recover it again.

DeleteCancel

Make your likes visible on Facebook?

Connect your Facebook account to Prezi and let your likes appear on your timeline.
You can change this under Settings & Account at any time.

No, thanks

Leadership

COST2
by

Henri Miettunen

on 14 May 2012

Comments (0)

Please log in to add your comment.

Report abuse

Transcript of Leadership

Leadership Instinct theory of motivation
Incentive theory of motivation
McGregor: Theories X & Y
Drive theory of motivation
Arousal theory of motivation
Humanistic theory of motivation
Herzberg: Motivation-Hygiene theory
Maslow: Theory of motivation and needs
Argyris: Psychological contract Motivation Vs. "Accept the fact that we have to treat almost anybody as a volunteer." - Peter Drucker Leadership of the future Bintinger Sandra, Guiu Antoni, Herzog Emma, Jiang Yiru, Miettunen Henri, Tiitinen Aino Trends that will influence on the leadership style
War of talent
People know their value
Aging population
Different generation have different expectations
Multiculturalism and globalization
Leadership style has to foster cultural differences and reach outside of organization Leaders for the future need to be:
Flexible
Forward Thinking
Good Listeners
Adapting
Globally Minded What we expect from future leadership Millennials What comes to your mind when you hear Millennials?


What proportion of people in Millennial Generation in the US have a college degree? On a piece of scrap paper…
Write down 5 job characteristics that you would use to describe yourself in an interview situation. Your Reactions Is this a fair description of our generation?
Do you think that the job market should be adjusted for Millennials or do you believe that the Millennials will adapt? Generational Rifts that Leaders Need to Consider “More than 60% of employers have recently reported in a survey conducted by Lee Hecht Harrison said that have experienced tension between employees from different generations.”
“Other surveys have found more than 70% of older staff have low opinions about younger workers' abilities. “
“Also about 50% of employers say that younger employees have poor opinions about the abilities of their older colleagues.” Generational Survey Jim Collins’ 5 Leadership Levels Level 5 Leadership Defined “Adair” Leadership Model Noel Tichy’s Leadership Engine Jim Collins’ Hedgehog Concept http://yourbottomline.blogs.cnn.com/2011/09/18/millennials-in-the-workplace/ Legitimate power
Coercive power
Reward power
Expert power
Referent power Throughput control
Output control
Input control Arenas of leadership influence Three arenas where leaders need to direct their influence to achieve strategic changes:
Political arena
Cultural arena
Psychological arena Leader as designer
Leader as teacher
Leader as steward
In combination with new skills:
Building shared vision
Surfacing & testing mental models
System thinking Hofstede
Power difference Index (PDI) Leadership is culturally contingent! William Whyte, “The Organization Man” (1956)
“Organisation man did bump into people in corridors, but he was cautious about networking. In his world, knowledge was power”

“He found comfort in hierarchy, which obviated the need to be self-motivating and take risks. He lived in a highly structured world where lines of authority were clearly drawn on charts, and knowledge resided in manuals.” Whyte, an editor at Fortune magazine wrote a book that provides an excellent overview of the nature of the corporate life in the 1950’s US.

In his own words, Whyte describes how Americans, who publicly worshiped individualism, had turned into a nation of employees, who took the vows of organization life, and became the dominant members of society. Traditional leadership styles Emerged during the XIX century, in US, Canada and UK, at the pinnacle of their Industrial Revolutions

Farmers and low educated people were required to be labour in the factories across the countries. So it was needed a style easy to understand- hierarchy, military style, a chain to be followed.

No soft skills required by the workers. Workers just come, work, receive a pay and go: who fails is fired and another comes.

Style based in the ability by the leader to use its power to run and lead the company, with a strong influence of its own self decision making The X factor Douglas McGregor (1960): “The human side of enterprise”. The author proposes two theories by which to view employee motivation, “theory X” and “theory Y”.

Theory X, (prevalent until that time among managers):
The average person does not like work and will avoid if possible

People must be forced with the threat of punishment (fired) to work towards company’s goals

The average worker prefers to be directed; avoid any kind of responsibility; is not ambitious and wants security of work above anything else Classic command-and-control type of management.

Reflects a belief by managers that they have to counteract an inherent human tendency to avoid work

This is in essence, the environment under an “organization man” leads a company.

But McGregor himself believed that this kind of
management in its purest form could not work
forever, and firms would have to eventually shift
over time to be able to work successfully. To get a better picture... Definition & quotes on leadership To lead means to use power to influence others "Leadership cannot really be taught. It can only be learned.“ – Harold Geneen "One of the tests of leadership is the ability to recognize a problem before it becomes an emergency.“ - Arnold Glasow "Leadership is the art of getting someone else to do something you want done because he wants to do it.“ - Dwight D. Eisenhower Thank you for your attention Argyris (60’s) Balance between how the employee is treated and how is rewarded
Beliefs and expectations of employees vary
Increasingly complex
Even 95% is below-the-water Herzberg’s theory (1959) Hygiene factors
Company policy
Supervision
Relationship w/ boss
Work conditions
Salary
Relationship w/ peers Motivator factors
Achievement
Recognition
Work itself
Responsibility
Advancement
Growth Money has diminishing importance
Blurring work-life balance
Raises expectations for employer offering
Work supports private life
More challenges, more opportunities
Were expecting us to be treated as individuals
High-skilled workers know their value
Contracts become more individual
Motivating factors become part of the contract What motivates us in the future? http://www.youtube.com/watch?v=F3b4jpYCOY0 Sources of leadership influence Levers of leadership influence Communication
Role modal
Reward system Methods of leadership (implementation) Argyris (60’s) Balance between how the employee is treated and how is rewarded
Beliefs and expectations of employees vary
Increasingly complex
Even 95% is below-the-water Herzberg’s theory (1959) Hygiene factors
Company policy
Supervision
Relationship w/ boss
Work conditions
Salary
Relationship w/ peers Motivator factors
Achievement
Recognition
Work itself
Responsibility
Advancement
Growth Money has diminishing importance
Blurring work-life balance
Raises expectations for employer offering
Work supports private life
More challenges, more opportunities
Were expecting us to be treated as individuals
High-skilled workers know their value
Contracts become more individual
Motivating factors become part of the contract What motivates us in the future? Culture influences Not every culture accepts similar leadership
Autocratic leadership
Laissez-faire leadership
Democratic leadership

Measured by power distance and uncertainty avoidance “Let’s work together to solve this...” Democratic (Participative) Leadership Low power-distance – leader be more like them e.g. in UK, Sweden and Norway “I want both of you to...” Autocratic Leadership High Power Distance e.g. many of the Latin and Asian countries “You two take care of the problem while I go...” Laissez-faire Leadership Medium Power Distance – e.g. in China, US, and several European countries Leadership Styles present future Key future trends Based on several research results and articles between years 2007 - 2011

Research method: interviewing senior executives and other experts, also studying different subjects to learn different approaches to leadership development Key future trends Rise of complex challenges
Challenges creating an environment where organizations are struggling
Which competencies are needed to face the complex future challenges?

Innovation
Rapid innovation needed to embrace future changes
Innovation as an organization-wide competency Collaboration
The increasing role of collaboration: why it is needed?

Demographic change
Aging of large generations
Creating a new generation of leaders

Work/life balance
People are always available, ”online”
Boundaries between private and working life have started to diminish Virtual leadership
Bridging cultural, geographical and functional boundaries efficiently and effectively
How does it differ from face-to-face leadership

Globalization
Nature of globalization is changing
Strategic thinking and cognitive skills as navigating role There is no cookie cutter answer for a good leader, it’s different for everything and every company! Trends of the future leadership New roles in leadership
Full transcript