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Leadership and
Creating Trust
Chapter 10
Essentials of Organizational Behavior, 8/e
Stephen P. Robbins
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1) Summarize the conclusions of trait
theories
2) Identify the limitations of behavioral
theories
3) Describe Fiedlers contingency
model
4) Summarize the path-goal theory
5) List the contingency variables in the
leader-participation model
After reading this chapter, you should be able to:
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6) Differentiate transformational from
transactional leadership
7) Describe the pros and cons of
charismatic leadership
8) Explain the role of emotional intelligence
in leadership effectiveness
9) Identify situations when leadership may
not be relevant
10)Summarize how leaders can build trust

After reading this chapter, you should be able to:
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Leadership
Ability to
influence a group
toward the
achievement of
goals
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Trait Theories 1990s
ambition and
energy
desire to lead
honesty and
integrity
self-confidence
intelligence
high self-
monitoring
job-relevant
knowledge

Seven traits seemed to differ leaders
from non-leaders:
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Researchers began organizing
traits around the Big Five
personality framework


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Resulted in
consistent and
strong support
for traits as
predictors of
leadership
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Traits do a better job at
predicting the emergence of
leaders than in actually
distinguishing between effective
and ineffective leaders
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Behavioral Theories
Assumes people can be trained
to lead
Researched the behaviors of
specific leaders
Provides the basis of design for
training programs
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Ohio State Studies
Developed two categories of
leadership behavior
Initiating structure - attempts to
organize work, work relationships,
and goals
Consideration - concern for
followers comfort, well-being, status,
and satisfaction
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University of Michigan Studies
Employee-oriented - emphasize
interpersonal relations
Production-oriented -
emphasize the technical or task
aspects of the job
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Limitations of Behavioral
Theories
Did not identify consistent
relationships between leadership
behavior and group performance

Missing consideration of the
situational factors that influence
success and failure
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Contingency Theories
Fiedler
Path-goal
Leader-participation
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Fiedler Leadership Model
Effective group performance depends
on the proper match between the
leaders style of interacting with
subordinates and the degree to which
the situation gives control and
influence to the leader
Least-preferred co-worker (LPC)
questionnaire
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Fiedler Contingency Dimensions
Leader-member relations
Task structure
Position power
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Fiedler Model
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Leader-Member Exchange Theory
Leaders do differentiate among
followers
Disparities are far from random
Followers with in-group status have:
higher performance ratings
lower turnover intentions
greater satisfaction with their superiors
higher overall satisfaction than those in the
out-group

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Path-Goal Theory
Leaders job is to assist followers in
attaining their goals and to provide
the direction and support needed to
ensure that their goals are compatible
with the overall objectives of the
organization
Acceptable, Motivational
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Path-Goal Theory
Directive leader
Supportive leader
Participative leader
Achievement-oriented leader
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Path-Goal Theory
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Leader-Participation Model
Leader behavior must adjust to
reflect the task structure
Sequential set of rules that should
be followed in determining the form
and amount of participation in
decision making
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Transactional
leaders - motivate
their followers in
the direction of
established goals
by clarifying role
and task
requirements
Transformational
leaders - inspire
followers to transcend
their own self-
interests for the good
of the organization
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Charismatic Leadership Theory
Followers make attributions of
heroic or extraordinary leadership
abilities when they observe certain
behaviors
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Charismatic Leaders
Have vision
Willing to take risks to achieve that
vision
Sensitive to both environmental
constraints and follower needs
Exhibit behaviors that are out of the
ordinary
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How Charismatic Leaders
Influence Followers
Articulates an appealing vision
Communicates high performance
expectations
Conveys, through words and actions, a
new set of values
Makes self-sacrifices and engages in
unconventional behavior to demonstrate
convictions about the vision

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Increasing body of research shows
impressive correlations between
charismatic leadership and high
performance and satisfaction
among followers
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Contemporary Issues
Role of emotional intelligence in
leadership effectiveness
Ethical implications in leadership
Need to modify leadership style to
cultural differences
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Emotional Intelligence (EI)
Recent studies indicate that EI is
the best predictor
of who will
emerge as a
leader
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What is Trust?
A positive expectation that another
will not--through words, actions, or
decisions--act opportunistically
Familiarity, Risk
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Trust Dimensions
Competence Consistency
Loyalty Openness
Integrity
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Three Types of Trust
Deterrence-based
Knowledge-based
Identification-based
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How to Build Trust
Practice openness
Be fair
Speak your feelings
Tell the truth
Show consistency
Fulfill your promises
Maintain confidences
Demonstrate competence
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1) Summarized the conclusions of trait
theories
2) Identified the limitations of behavioral
theories
3) Described Fiedlers contingency model
4) Summarized the path-goal theory
5) Listed the contingency variables in the
leader-participation model
Summary
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6) Differentiated transformational from
transactional leadership
7) Described the pros and cons of
charismatic leadership
8) Explained the role of emotional
intelligence in leadership effectiveness
9) Identified situations when leadership
may not be relevant
10)Summarized how leaders can build trust

Summary