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Leadership Participation Model
Leadership Participation Model
Leaders fill many roles simultaneously. Leaders not only influence others to achieve
desired goals, they interact with and motivate subordinates, and deal with conflict and
any other issues that may arise.
Becoming a Leader:
1- Drive:
Leaders exhibit a high effort level. They’ve a relatively high desire for achievement, they
are ambitious, they’ve a lot of energy and they are tirelessly persistent in their activities.
2- Desire to Lead:
Leaders have a strong desire to influence others. They demonstrate the willingness to take
responsibility.
4- Self confidence:
Leaders show self confidence in order to convince followers of their rightness of goals
and decisions.
5- Intelligence:
Leaders need to be intelligent enough to gather, synthesize and interpret large amounts of
information, and they need to be able to create vision, solve problem and make correct
decisions.
Path goal is a contingency model since it proposes the steps managers should take to
motivate their workers.
Model suggests that effective leaders motivate workers to achieve by:
Clearly determine the outcomes workers are trying to achieve
Reward worker for high performance and attainment
Clarifying the path to the attainment of the goals.
Directive Leader:
Lets subordinates know what's expected of them, schedules work to be done and gives
specific guidance on how to accomplish tasks.
Supportive Leader:
Supportive leader is friendly and shows concern for the needs of followers.
Participative Leader:
They consult with group members and use their suggestions before making a decision.
1- Decide:
Leader makes the decision alone and either announces or sells it to the group.
2- Consult Individually:
Leader presents the problem to group members individually, gets their suggestions and
then makes the decision.
3- Consult Group:
Leader presents the problem to group members in a meeting, gets their suggestions and
then makes a decision.
4- Facilitate:
Leader presents the problem to the group in a meeting and, acting as a facilitator, defines
the problem and the boundaries within which a decision should be made.
5- Delegate:
Leader permits the group to make the decision within prescribed limits.
Charismatic-Visionary Leadership
Transformational-Transactional Leadership
Team Leadership
1- Charismatic-Visionary Leadership
Charismatic Leader:
An enthusiastic, self confident leader whose personality and actions influence people to
behave in certain ways.
Characteristics:
Charismatic leaders
Have a vision
Are able to circulate that vision
Are sensitive to both environmental constraints and followers needs
Exhibit behaviors that are out of the ordinary.
Visionary Leader:
The ability to create and articulate a realistic, credible and attractive vision of the future
that improves upon the present situation.
2- Transformational-Transactional Leadership
Transformational Leaders:
Leaders who inspire followers to transcend their own self interest for the good of the
organization and is capable of having a profound and extraordinary effect on his or her
followers.
Transactional Leaders:
Leaders who guide or motivate their followers in the directional of established goals by
clarifying role and task requirements.
3- Team Leadership
Skills being required by team leaders are:
Troubleshooter:
When the team has problems and asks for assistance, team leader sits in on meeting and
try to help resolve the problems. Troubleshooting rarely involves technical or operational
issues because the team members typically know more about the tasks being done than
does the team leader.
Conflict Manager:
When disagreements arise, they help process the conflict. They help identify issues such
as the sources of conflict, who's involved, the issues and the resolution options.
Coaches:
They clarify expectations and roles, teach, offer support, cheerlead and do whatever else
is necessary to help team members keep their work performance levels high.