Professional Documents
Culture Documents
MANAGEMENT
NCM 105
2ND SEMESTER SY 2009-2010
LEADERSHIP
DEFINITION
• Management skill: Focus on the
development and deployment of:
VISION, MISSION, STRATEGY &
CREATION OF MOTIVATED WORK
PLACE
• The process of empowering people
thru persuasion.
• Use of one’s skill to influence others
to perform to the best of their
ability towards goal achievement
•
LEADERSHIP
• A process of influence
• Not limited to people in traditional
position of authority
• Can occur in numbers of dynamics
and settings
TYPES OF LEADERSHIP
• FORMAL LEADER
– Person in a position of influence or
authority
– Has sanctioned role within an
organization
• INFORMAL LEADER
– Person who demonstrates leadership
and has influence even though he or
she is not in a formal leadership role in
an organization
– 2 KEY TRAITS:
• Ability to influence others
• Other people in the group or organization
LEADERSHIP ROLES
• Decision maker
• Communicator
• Evaluator
• Facilitator
• Risk taker
• Mentor
• Energizer
• Coach
• Counselor
• Teacher
• Critical thinker
• Buffer
• Advocate
LEADER
• PERSON who:
• Influences and guides direction,
opinion and course of action
• Enables to work together to achieve
objectives set for certain purpose
• Influences others to move in the
direction of achieving goals
•
•
A LEADER
• Often don’t have delegated authority
• Have variety of roles than managers
• May or may not be part of formal
organization
• Focus on group process, information
gathering, feedback and empowering
others
• Emphasize interpersonal relationships
• Directs willing follower
• May have goals that may or may not
reflect those of the organization
• Interested in risk-taking and exploring
CORE TRAITS OF LEADERS
• Guiding VISION
– Able to see picture of the desired
future
– The picture allows leader to set goals
towards the desired future
• PASSION = drive and ambition
– Enthusiastic about the future
possibilities
– Has the ability to inspire people and
align them in a common effort to
make the future possibilities a
CORE TRAITS OF LEADERS
• INTEGRITY and HONESTY
– Possess a significant knowledge of self
or self-awareness
• Strengths and weaknesses
• Ability to receive feedback
• Learn from mistakes
– Requires honesty and maturity
– Supported by the inner strength of
conviction and ability to deal with
conflict or obstacle that arise
– Developed though personal and
professional experience and growth
– Can be trusted
–
CORE TRAITS OF LEADERS
• CURIOSITY
– Enable them to take risks
– Facilitates change
– Shorten the learning curve
• Leaders zero in on what works rather
than wasting time on what doesn’t
work
–
COMMON TRAITS OF A
LEADER
• FLEXIBILITY
– Adapts rapidly to changes in all aspects of
the environment
– Allows leaders to deal effectively and
creatively with uncertainty and hostility
• INTELLIGENCE
– Subject-based intelligence
• knowledge and skills associated with the
person’s job functions
• Ability to use knowledge and skill to solve
problem and improve work process
– People-based intelligence
• Emotional intelligence – ability to use not only
rational but also emotional perception in
learning, prob. Solving and working with
people effectively to achieved desired
outcomes
COMMON TRAITS OF A
LEADER
• Ability to SUPPORT others
– Responsiveness to wide range of
situations and people face situations
head-on rather than withdrawing
– Practices open and effective
communication
– Possesses key social skills ability to
work effectively with respect and
diverse constituent to defuse conflict
and to generate trust and enthusiasm
in others
• SELF-CONFIDENCE
– Able to trust his abilities and decisions
– Able to receive feedback and input from
COMMON TRAITS OF A
LEADER
• DESIRE to lead
– Interested in and have desire to
influence change in people or
organizations
THEORIES OF LEADERSHIP
TRAIT APPROACH
Personal – Psychologic –
Physical
CHARACTERISTICS
TRAIT APPROACH
2. TRAIT THEORY:
Some people have certain characteristics
that makes them better leaders than
others
- selection is based on physical, mental and
psychological characteristics
BEHAVIORAL THEORIES
LEADERSHIP STYLE
Kurt Lewin (1951) and White and
Lippitt (1960)
a. AUTOCRATIC LEADERSHIP
Based on centralized decision making
Leader makes decision and expect s
subordinates to obey
Uses power to command and control
others
May develop hostility between leaders and
followers
AUTOCRATIC
• CLOSED SYSTEM
•
•
• NURSE MANAGER
•
•
FOLLOWERS
LEADERSHIP STYLE
b. DEMOCRATIC LEADERSHIP
• Allow others to participate in decision
making and to share authority
• Power is based from expertise
• Group performs well whether or not the
leader is present
• Leaders and followers tend to maintain
positive relationship
1.
DEMOCRACTIC
• OPEN SYSTEM
N U R SE M A N AG ER
FO LLO W E R S
LEADERSHIP STYLE
d. MULTICRATIC
. LAISSEZ FAIRE
LEADERSHIP
• PERMISSIVE
•
NURSE MANAGER
•
•
•
•
FOLLOWERS
LEADERSHIP STYLE
• EMPLOYEE –CENTERED LEADERSHIP
– Focus is on the human needs of
employees
– Considered more effective than job-
focused leadership more
concerned with schedules, task or
output
–
BEHAVIORAL THEORIES
Supports human relation theory
- Benefits of positive attitude
towards others
- Development of the workers
- Satisfaction of the needs of the
worker
- Commitment thru participation
SHIFT OF LEADERSHIP ROLE
CONTINGENCY THEORIES
• 4 Developmental Level
» REACTIVE – leader focuses on
the past, is crisis driven,
frequently abusive to
subordinates
» RESPONSIVE – leader is able to
mold subordinates to work
together as a team
» PROACTIVE – leader and
follower more future oriented
and hold common driving
values
» HIGH PERFORMANCE TEAM –
maximum productivity and
worker satisfaction
“NEW LEADERSHIP”
CONCEPT
• Margaret Wheatley (1992)
• LEADER’S FUNCTION IN AN
ORGANIZATION
A.Use vision to guide followers
B.Help followers make choices based
on values shared by leaders and
followers
C.Provide meaning and coherence in
the organizational culture