AHSS*2030 Lecture Notes - Lecture 3: Trait Theory
Week 3: Leadership Behaviour and Motivation
Behavioral Paradigm (Leader’s Behavior)
-focuses on what you say and do on the job matters
-not one effective style (for all situations)
Trait-Based (Leadership behavior is based on traits)
-leadership behavior is based on traits and skills
-a manager’s personality trait affects their behavior with employees
Four Models
1. University of Iowa (Democratic vs. Autocratic)
-Democratic: partipation, cooperative, less supervision
-Autocratic: makes decisions, dictates tasks, close supervision
2. University of Michigan (People/Employee-Centered vs. Job-Centered)
-1-dimensional, 2 leadership styles
-Employee-Centered: supportive, interaction, sensitive to subordinates,
develop trust, support & respect, meeting human needs
-Job-Centered: goal oriented, takes charge, close direction, clear roles +
goals, what and how to do it
3. Ohio State (Consideration vs. Structure)
-2-dimensional, 4 leadership styles
-Consideration (same as Employee-Centered): meet people’s needs,
develop relationships
-Structure (same as Job-Centered): getting the task done
4. Leadership
Grid (Concerned
find more resources at oneclass.com
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Document Summary
Behavioral paradigm (leader"s behavior) focuses on what you say and do on the job matters not one effective style (for all situations) Trait-based (leadership behavior is based on traits) leadership behavior is based on traits and skills a manager"s personality trait affects their behavior with employees. Four models: university of iowa (democratic vs. autocratic) Autocratic: makes decisions, dictates tasks, close supervision: university of michigan (people/employee-centered vs. job-centered) Employee-centered: supportive, interaction, sensitive to subordinates, develop trust, support & respect, meeting human needs. Job-centered: goal oriented, takes charge, close direction, clear roles + goals, what and how to do it: ohio state (consideration vs. Consideration (same as employee-centered): meet people"s needs, develop relationships. Structure (same as job-centered): getting the task done. Concern for production: getting the results and the job done counts (e. g. tv show, sports team) Impoverished leader: worst possible outcome, don"t care about the task, getting things done, and don"t care about treating the people well.
