Coercive power is when a person compels with orders through treats or punishment

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Youth Leader at Atlantic, Gulf & Pacific Company of Manila, Inc.

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1. 1. LEADING Prepared by: Erwin S. Coliyat Computer Engineering
2. 2. WHAT IS LEADING? * Leading is that management function which “Involves influencing others to engage in the work behaviors necessary to reach organizational goals”. * LEADING refers to the function while, LEADERSHIP refers to the process.
3. 3. HOW LEADERS INFLUENCES OTHERS  Manager are expected to maintain effective workforces. To be able to do so, they are required to perform leadership roles. Leaders are said to be able to influence others because of the power they possess. Power refers to the ability of a leader to exert force on another.
4. 4. BASES OF POWER 1. 2. 3. 4. 5. LEGITIMATE POWER REWARD POWER COERCIVE POWER REFERENT POWER EXPERT POWER
5. 5. BASES OF POWER 1. LEGITIMATE POWER - a person who occupies a higher position has legitimate power over a persons in lower positions within the organization. 2. REWARD POWER – When a person has the ability to give rewards to anybody who follows orders or requests. Rewards may be classified into two forms: Material and Psychic.  MATERIAL REWARD – refers to money or other tangible benefits.  PSYCHIC REWARD – consists of recognition, praises, etc.
6. 6. BASES OF POWER 3. COERCIVE POWER – when a person compels another to comply with orders through threats or punishments . 4. REFERENT POWER – when a person can get compliance from another because the latter would want to be identified with the former. 5. EXPERT POWER – provides specialized information regarding their specific lines of expertise. It is possessed by people with great skills in technology.
7. 7. THE NATURE OF LEADERSHIP  One cannot expect a unit or division to achieve objectives in the absence of effective leadership. Even if a leader is present, but if he is not functioning properly, no unit or division objectives can be expected to be achieved.
8. 8. TRAITS OF EFFECTIVE LEADERS A high level of personal drive  The desire to lead  Personal integrity  Self-confidence  Analytical ability or judgment  Knowledge of the company, industry or technology.  Charisma  Creativity  Flexibility
9. 9. TRAITS OF EFFECTIVE LEADERS 1. A HIGH LEVEL OF PERSONAL DRIVE -Persons with drive are those identified to accept responsibility, possess vigor, initiative, persistence, and health. 2. THE DESIRE TO LEAD – Leaders with a desire to lead will always have a reservoir of extra efforts which can be used whenever needed. 3. PERSONAL INTEGRITY- One who does not have personal integrity will have a hard time convincing his subordinates about the necessity of completing various task.
10. 10. TRAITS OF EFFECTIVE LEADERS 4. SELF CONFIDENCE – the step of conceptualizing, organizing, and implementing will be completed if sustained effort are made. For the moves to be continuous and precise, self-confidence is necessary. 5. ANALYTICAL ABILITY – the ability to analyze is one desirable trait that a leader can use to tide him over many challenging aspects of leadership.
11. 11. TRAITS OF EFFECTIVE LEADERS 6. KNOWLEDGE OF THE COMPANY, INDUSTRY OR TECHNOLOGY – a leader who is wellinformed about his company, the industry where the company belongs, and the technology utilized by industry, will be in a better position to provide directions to his unit. 7. CHARISMA – when a person has sufficient personal magnetism that leads people to follow his directives, this person is said to have charisma.
12. 12. TRAITS OF EFFECTIVE LEADERS 8. CREATIVITY – Ronnie Millevo defines creativity as “ the ability to combine existing data, experience and preconditions from various sources in such a way that the results will be subjectively regarded as new, valuable, and innovative, and as a direct solution to an identified problem situation. 9. FLEXIBILITY – people differ in the way they do their work. One will adapt a different method from another persons method. A leader who allows this situation as long as the required outputs are produced, are said to be flexible.
13. 13. LEADERSHIP SKILLS AND THEIR USES AT VARIOUS MANAGEMENT LEVELS
14. 14. LEADERSHIP SKILLS Leaders need to have various skills to be effective. 1. 2. 3. Technical Skills Human Skills, and Conceptual Skills
15. 15. LEADERSHIP SKILLS TECHNICAL SKILLS - these are skills a leader must possess to enable him to understand and make decisions about work processes, activities, and technology. Technical skill is a specialized knowledge needed to perform a job.
16. 16. LEADERSHIP SKILLS HUMAN SKILLS - these skills refer to the ability of a leader to deal with people, both inside and outside the organization. Good Leader s must know how to get along with people, motivate them and inspire them.
17. 17. LEADERSHIP SKILLS CONCEPTUAL SKILLS - this skills refer to “ the ability to think in abstract terms, to see how parts fit together to form the whole. A leader without sufficient conceptual skills will fail to achieve this.
18. 18. BEHAVIORAL APPROACHES TO LEADERSHIP STYLES 1. According to ways leaders how approach people to motivate them. 2. According to the way the leader uses power. 3. According to the leader’s orientation towards task and people.
19. 19. WAYS LEADERS APPROACH PEOPLE * POSITIVE LEADERSHIP – when the leader’s approach emphasizes rewards. * NEGATIVE LEADERSHIP – when punishment is emphasizes by the leader.
20. 20. WAYS LEADERS USES POWERS 1. 2. 3. Autocratic Leaders Participative Leaders Free-rein Leaders
21. 21. WAYS LEADERS USES POWERS 1. AUTOCRATIC LEADERS – leaders who make decisions themselves, without consulting subordinates. Motivation takes the form of threats, punishments, and intimidation of all tasks.
22. 22. WAYS LEADERS USES POWERS 2. PARTICIPATIVE LEADERS – when a leader openly invites his subordinates to participate or share in decisions, policymaking and operation methods, he is said to be a participative leader.
23. 23. WAYS LEADERS USES POWERS 3. FREE-REIN LEADERS – leaders who set objectives and allow employees or subordinates relative freedom to do whatever it takes to accomplish these objectives, are called free-rein leaders.
24. 24. LEADERS ORIENTATION TOWARD TASKS AND PEOPLE 1. 2. EMPLOYEE ORIENTATION – a leaders is said to be employee-oriented when he considers employees as human beings of “intrinsic importance and with individual and personal need to satisfy. TASK ORIENTATION – a leader is said to be task-oriented if he places stress on production and the technical aspects of the job and the employees are viewed as the means of getting the work done.
25. 25. CONTINGENCY APPROACHES TO LEADERSHIP STYLE The contingency approach is an effort to determine through research which managerial practices and techniques are appropriate in specific situations. 1. 2. 3. 4. Fiedler’s Contingency Model Hersey and Blanchard’s Situational Leadership Model. Path-Goal Model of Leadership Vroom’s Decision Making Model
26. 26. FIEDLER’S CONTINGENCY MODEL “Leadership is effective when the leader’s style is appropriate to the situation”. The situational characteristics is determined by three principal factors. 1. 2. 3. The relations between leaders and followers. The structure of the task. The power inherent in the leader’s position.
27. 27. FIEDLER’S CONTINGENCY MODEL The situational characteristics vary from organization to organization. To be effective, the situation must fit the leader. If this is not so, the following may be tried. 1. 2. 3. 4. Change the leader’s trait or behaviors. Select leaders who have traits or behaviors fitting the situations. Move leaders around in the organization until they are in positions that fit them. Change the situation.
28. 28. HERSEY AND BLANCHARD SITUATIONAL LEADERSHIP MODEL Suggests that the most important factor affecting the selection of a leader’s style is the development (or maturity) level of subordinate. The leader should match his or her style to this maturity level. 1. Job Skills and Knowledge, and 2. Psychological Maturity
29. 29. LEADERSHIP STYLES APPROPRIATE FOR VARIOUS MATURITY LEVEL 1. 2. 3. 4. DIRECTING – is for people who competence but are enthusiastic committed. lack and COACHING – is for people who competence but lack commitment. have SUPPORTING – is for people who have competence but lack of competence or motivation. DELEGATING – is for people who have both competence and commitment.
30. 30. PATH-GOAL MODEL OF LEADERSHIP Espoused by Robert J. House and Terence R. Mitchelle, stipulates that leadersip can be made effective because leaders can influence subordinate’s perceptions of their work goals, personal goal’s and path’s to goal attainment.
31. 31. PATH-GOAL MODEL OF LEADERSHIP By using the path-goal model, it assumed that effective leaders can enhance subordinate motivation by: 1. Clarifying the subordinate’s perception of work goals. 2. Linking meaningful attainment, and rewards with goal 3. Explaining how goals and desired rewards can be achieved.
32. 32. The PathGoal Process
33. 33. LEADERSHIP STYLES. THE LEADERSHIP STYLES WHICH MAY BE USED BY PATH-GOAL PROPONENTS ARE AS FOLLOWS. 1. 2. DIRECTIVE LEADERSHIP – where the leader focuses in clear task assignments, standards of successful performance, and work schedules. SUPPORTIVE LEADERSHIP – where the subordinates are treated as equals in a friendly manner while striving to improve their well-being.
34. 34. 3. 4. PARTICIPATIVE LEADERSHIP – where the leader consults with the subordinates to seek their suggestions and then seriously considers those suggestions when making decisions. ACHIEVEMENT ORIENTED LEADERSHIP – where the leader set challenging goals, emphasize excellence, and seek continuous improvement while maintaining a high degree of confidence that subordinates will meet difficult challenges in a responsible manner.
35. 35. VROOM’S DECISION MAKING MODEL

What is an example of coercive power?

When a person has the ability to give rewards to anybody who follows orders or requests he is said to have?

Is coercive power effective?

What refers to a process which may be defined as activating behavior sustaining it and directing it toward a particular goal?