Chapter Fourteen Power, Influence, & Leadership: From Becoming a Manager to Becoming a Leader McGraw-Hill/Irwin Copyright © 2013 by The McGraw-Hill Companies,

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Chapter Fourteen Power, Influence, & Leadership: From Becoming a Manager to Becoming a Leader McGraw-Hill/Irwin Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved.

14-2 Major Questions You Should Be Able to Answer 14.1 I don’t want to be just a manager; I want to be a leader. What’s the difference between the two? 14.2 What does it take to be a successful leader? 14.3 Do effective leaders behave in similar ways?

14-3 Major Questions You Should Be Able to Answer 14.4 How might effective leadership vary according to the situation on hand? 14.5 What does it take to truly inspire people to perform beyond their normal levels? 14.6 If there are many ways to be a leader, which one would describe me best?

14-4 The Nature of Leadership  Leadership  the ability to influence employees to voluntarily pursue organizational gains

14-5 Characteristics of Being a Manager & a Leader Table 14.1

14-6 Five Sources of Power  Legitimate power  results from managers’ formal positions within the organization  Reward power  results from managers’ authority to reward their subordinates  Coercive power  results from managers’ authority to punish their subordinates

14-7 Five Sources of Power (cont.)  Expert power  results from one’s specialized information or expertise  Referent power  derived from one’s personal attraction

14-8 Five Approaches to Leadership Table 14.2

14-9 Key Positive Leadership Traits Table 14.3

14-10 Behavioral Approaches  Behavioral leadership  approaches attempt to determine the distinctive styles used by effective leaders

14-11 Drucker’s Tips for Improving Leadership Effectiveness Table 14.5

14-12 The Path-Goal Leadership Model  Path-Goal Leadership Model  holds that the effective leader makes available to followers desirable rewards in the workplace and increases their motivation by clarifying the paths, or behavior, that will help them achieve those goals and providing them with support

14-13 House’s Revised Path-Goal Theory Figure 14.2

14-14 Full-Range Model  Transactional leadership  focuses on clarifying employees’ roles and task requirements and providing rewards and punishments contingent on performance

14-15 Full-Range Model  Transformational leadership  transforms employees to pursue organizational goals over self-interests  influenced by individual characteristics and organizational culture

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