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Discover the key components of leading, from motivating employees to communication. Explore the characteristics, differences between leaders and managers, leadership behaviors, styles, sources of power, and foundation of motivation within an organization.
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Chapter4: leading i-foundation of leading 1-Principle of the leading 2-What is leading? Leading: is the process of getting members of the organization to work together toward objectives. The major components of leading include Motivating Employees, Leadership, and Communication.
3-Leading characteristics Drive Motivation Integrity Self-Confidence Energy Knowledge Skill of Management Physical Appearance Legitimate Power Reward Power Coercive Power Reference Power Expert Power
4-Leader and Manager Successful Management is not mean the leader. Differences between Leaders and Managers LEADERS MANAGERS Innovate Administer Develop Maintain Inspire Short-term view Ask what and why Ask how and when Originate Initiate Challenge the status quo Accept status quo Do the right things Do things right
5-Leadership Behavior Performance emphasis: Consideration: Inspiration: Praise recognition: Structuring reward: Decision participation: Autonomy delegation: Role clarification: Goal setting: Training coaching: Information dissemination:
5-Leadership Behavior cont’t Problem solving Planning Coordinating Wok facilitation Representation Interaction facilitation Conflict management Criticism discipline
6-Leadership Styles Leadership style is the approach a manager uses to influence subordinates. There are: Automatic Leader: uses authority in a straightforward manner and simply issues orders, makes decisions, and uses of fear, treat, authority and personality to get his way Democratic Leader: Encourages employee participation and a free flow of communication, considers the feelings of subordinates to participate in the decision making, presents ideas and invites questions, and presents problems, gets suggestions and makes decision.
6-Leadership Styles con’t Laissez-faire leader: provides encouragement for employees’ ideas, offers insights or opinions when asked, and encourages group members to express themselves. 7-Sources of Power Power: is the extent to which a person is able to influence others so they respond to orders. Influence: is the power in persuaded other to do with the willing. Authority: is the right to perform or command
7-Sources of Power cont’t There are five powers as below: Legitimate power: influence behavior Because of one’s formal position, which all managers have, is power that results from manager’ formal positions within the organization. Reward power: influence behavior by promoting or giving rewards, which all managers have, is power that results from managers’ authority to reward their subordinates.
7-Sources of Power cont’t Coercive power: influence behavior by threatening or giving punishment, which all managers have, is power that results from managers’ authority to punish their subordinates. Expert power: influence behavior because of one’s expertise, is power that results from one’s specialized information or expertise. Referent power: influence behavior because of one’s personal attraction, is power deriving from one’s personal attraction.
Ii-Motivation What is Motivation? the force that causes people to behave in certain ways. Or is the psychological processes that arouse and direct goal-directed behavior. 1-Why motivation important Increase in productivity Increase in morale Enthusiastic participation and Willingness to work overtime Willingness to work hard to achieve the goal Development of loyalty to the organization willingness to do special assignment and reduction of discipline problem.
Deficit need Need of deficit evaluation Research to satisfy need Employee 2-Foundation of motivating structure Reward or Punishment Behavior toward goal Implementation
3-The individual-organization exchange process Employees contribute many resources to the organization: time, effort, knowledge, skills, creativities, and energy. In return to the rewards its employees with both tangible and intangible compensation. Tangible Compensation: consists of rewards that have a definite value such as pay, pension plans, life and health insurance, and vacation. Intangible Compensation: refers to rewards whose value is less easily defined, such as status symbols, opportunities to be creative, and a sense of self-esteem.
Time • Effort • Knowledge • Skills • Creativities • Energy Organization Employees Contributes To For Rewards • Pay • Benefit • Vacation • Status • Opportunity
4-Types of Motivation Positive motivation: subordinate follows the leader because of possible gain, reward or satisfaction. Motivation can be used to get better results in terms of higher productivity. Negative motivation: subordinate follows the leader not because of any expected advantage. But because of fear of punishment or the application of certain sanctions, such as losing money or status, recognition or even their job.
5-Measuring Employee Morale Examine Record of Productivity: Study Labor Turnover Figures: Obtain Absence and Tardiness Reports: Study Grievances: Conduct Morale or Attitude Surveys: Honest/Loyal idea
6-Motivation Theory A-Maslow’s hierarchy of needs theory There are Five levels of Human Needs 1-Physiological Needs—there are the most basic human physical needs, in which one is concerned with having food, cloth, shelter, and comfort. 2-Sefety Needs—this needs are concerned with physical safety and emotional security, so that a person is concerned with avoiding violence and threats.
A-Maslow’s hierarchy of needs theory There are Five levels of Human Needs 3-Belongingness Needs—once basic needs and security are taken care of, people look for love, friendship, and affection. 4-Esteem Needs—after they meet their social needs, people focus on such matters as self-respect, status, reputation, recognition, and self-confidence. 5-Self-Actualization Needs—the highest level of need, self-actualization is self-fulfillment—the need to develop one’s fullest potential, to be come the best one is capable of being.
Self-Actualization Need Esteem Need Maslow’s hierarchy of needs theory Belongingness Need Safety Need Physiological Need
B-Frederick Herzberg’s Two-Factor Theory: From Dissatisfying Factors to Satisfying Factors —which proposed that work satisfaction and dissatisfaction arise from two different factors—work satisfaction from so-called motivating factors and work dissatisfaction from so-called hygiene factors. Hygiene Factors Versus Motivating Factors In Herzberg’s theory:
Hygiene Factors are the lower-level needs • “Why are my people dissatisfied?” • The lower-level needs, are factors associated with job dissatisfaction—such as Salary, working condition, interpersonal relationship, and company policy—all of which effect the job Context in which people work.
Motivating Factors are the higher-level needs. • “What will make my people satisfied?” • The higher-level needs, or simple motivators, are factors associated with job satisfaction—such as achievement, recognition, responsibility, and advancement—all of which affect the job content or the rewards of work performance.
Organization • Salary • Promotion • Work Condition • Policy and Task Reasons of Satisfaction and Dissatisfaction Satisfaction • Results • Fewer Stop • Fewer Absences • Team Work • Team Work • Team leader Dissatisfaction • Results • Stop work • Much absences • Individual • Needs • Want • Benefits
X theory and Y theory Douglas McGregor : • Theory X : represents a pessimistic, negative view of workers. In this view, workers are considered to be irresponsible, to be resistant to change, to lack ambition, to hate work, and to want to be led than to lead. • Theory Y : represent the outlook of human relations proponents—and optimistic, positive view of workers. In this view, workers are considered to be capable of accepting responsibility, self-direction, and self-control and of being imaginative and creative.
Equity theory: “How fairly do you think you’re being treated in relation to others?”—focus on employee perceptions as to how fairly they think they are being treated compared to others. • A-Inputs— “What do you think you’re putting in the job?” • B-Outputsor rewards—“What do you think you’re getting out of the job?” • C-Comparison—“How do you think your ratio of inputs and rewards compares with those of others?”
IIi-What is Communication 1-What communication call ? It is the transfer of information and understanding one person to another through meaningful symbols. Managers use this process to carry out their four functions and to play their three roles. Receiver Decodes Sender Encodes Message Channel Feedback
The Communication Processes • There are six steps in communication processes: • Step1: Source of ideas • Step2 : Encodes • Step3 : Transmit • Step4 : Receive • Step5 : Decode • Step6 : Feedback
Verbal Communication • Oral Communication: Can be in the form of meetings, discussion, interviews, and telephone calls. • Written Communication: can be in the form of letters, memos, email, reports, announcements, policies, and advertisements.
Non-Verbal Communication Are those not expressed in words. They are expressed by other means such as body language or gesture, facial expressions, eye contact, pictures, and drawings. Example:
2-Effective Communication Clear and Specific: use simple and specific word or phrase. Timely: (Right time) the message should not be given too late or too early. Appropriate length: Not too long (too many ideas), and not too short (information not sufficient). Clear purpose: to help the receiver, the purpose of the message must be clear and specific. Polite: the message should be expressed in polite word.
3-Types of Communication Vertical Communication: that involves a message exchange between two or more levels of the organization hierarchy. Horizontal Communication: is the exchange of the message from people at the same levels or in equal positions. Formal Communication: vertical and horizontal communication that follows paths specified by the official hierarchical organization structure and related task requirement. Informal Communication: that tasks place without regard to hierarchical or task requirements.
4-Memorandum Is a common type of written communication in an organization (usually informal message sent by one person in a workplace to other in the same workplace) Memos usually contain four essential items of information: The date, month, and year of issue The name of the sender The name of the person to receive the memo The Subject of the memo
Example of Memorandum Memorandum Date :……………………………………………………. From :………………………………………............ To :………………………………………….......... Subject :………………………………………………………
5-Meeting Planning Establish the purpose of the meeting and drawing up an agenda Deciding or determining the people who will attend the meeting Distributing the planned agenda and preparing for the meeting 6-Minute of Meeting The report of a minute of a meeting is an official document that contains the proceeding, discussing, deliberations, and decision made during a meeting.
Example of meeting planning Build Bright University Program for Meeting Date :……………………………………………………. Time :………………………………………............ Place :………………………………………….......... Participants:…………………………………………………… Purpose :…………………………………………………….. Agenda items: ……………………………………………………………. ……………………………………………………………… ………………………………………………………………
Example of Minute of Meeting Date :……………………………………………………. Time :………………………………………............ Place :………………………………………….......... Chairperson:…………………………………………………… Items: .……………………………………………………………. ……………………………………………………………… ……………………………………………………………… Minutes taken by Mr/Ms:………………………..
7-Writing Reports Is a form of communication that usually gives information on an event, describe existing conditions of the environment, or provides a basis for making decisions and for planning in the future. The elements of a report are: Front matter: may include Cover, memorandum, contents, and abstract. Report body: Introduction (Background, purpose, scope, methodology, and definition), discussion (analysis, interpretation of findings), conclusion (summary of main point and what can be done about the situation), and Recommendation (what action should be taken in response to the initial problem) End matter: references and appendices or geography.
8-Official letters Are used by the government ministries. Such letters usually contain the following parts: Letterhead Opening or introduction Middle of the letter Closing or conclusion Other optional notations
Example of Official letter Kingdom of Cambodia Nation Religion King Build Bright University Nº…………………………BBU Rector of Build Bright University Informs Chancellor of ………………………….. Subject :…………………………………………………………….. Reference :…………………………………………………………….. Respectfully Signature and Seal CC/PS/Encl………………….
