Leadership Case

Leadership: the process by which an individual influences others in ways that help attain group or organizational goals, emotional intelligence: self management + ability to work with others

Management: function, planning, budgeting, evaluating, facilitating

Leadership: relationship, selecting talent, motivating, coaching, building trust

Leadership style: patterns of behavior a leader adopts to plan, organize, motivate, and control. (Listeing, setting goals and standards, developing action plans, directing others, giving feedback, providing incentives) a function of "behavior=personality*situation) personality characteristic, observational learning, organizational value/cultural system. Fit bet leadership style and organizational situation is the key. Breadth of leader's style determines the effectiveness.

coercive Immediate compliance from subordinate, provide clear directives for subordinates w/o always soliciting their input or listening to their reaction. Relies on negative corrective feedback to emphasize what is being done wrong and what must be corrected. Motivates by stating the negative consequences of noncompliance. Driven for achievement, initiative, self-control, work well in crisis, to kick start a turnaround, problematic subordinates

Effective: applied to simple, straightforward tasks, in crisis, deviations from compliance will result in serious problem, with problem employees(다른거다실패), ineffective with highly competent subordinates

pacesetting Accomplishing task to a high standard of excellence, delegate demanding tasks to outstanding performers who need little instruction, exert tight control over poor performers by explicit task instructions or removing work when performance is inadequate, highly task-oriented, get quick result from highly motivated and competent subordinates, driven for conscientiousness, drive to achieve, and initiative

Effective: employees are highly motivated, competent, know their jobs, managing individual contributors, make the org move fast, employees are so competent that they do not need direction, development, coordination (반대일땐 ineffective)

authoritative Provide long-term direction&vision for the group or org, takes time to develop and articulate a clear vision and direction for the group or organization, obtain subordinates perspectives on the leader's vision and how to achieve it, explains the whys behind the vision in terms of the group's best interest, highly self-confident, visionary and change-oriented

Effective: new vision or clear direction and standards are needed, leader is perceived as the expert or authority, new employees who depend on the leader for guidance, ineffective when leader is not perceived as credible

democratic Building commitment and consensus among team, gives team full participation in setting direction