Leadership Chapter 5 Summary
Chapter Five Summary
Organizational Climate All types of organizations have social structures, pecking orders, and patterns of behavior, including habits governing dress, language, food and things alike. Important dimensions include the reward system, organizational clarity, standards of performance, warmth and support, and leadership practices. An evaluation of these and other dimensions of organizational climate can be used to determine whether that organization is exploitive, impoverished, supportive, or enlightened. Management author Resis Likert identifies four patterns of leadership that correspond to the four types of organizational climate. Pattern one of leadership is exploitive. This type of leadership is autocratic and hierarchical, with virtually no participation by members. Leaders make all decisions and show little confidence in others and other members are expected to comply. These types of organizations rarely survive due to people characterizing them by a lack of loyalty. Impoverished leadership is the second leadership pattern which makes some attempt to avoid being completely autocratic. Power remains at the top, but members are given occasional opportunities for participation in the decision-making process. These types of organizations also typically fail due to their lack of benevolence. Pattern three of leadership is called supportive leadership. This shows a great deal of interest and confidence in members. Power resides in leaders, but there is good communication and participation from other members. People understand the goals of organization, and their commitment to achieve them is widespread. This leadership pattern involves broad member participation and involvement in decision-making activities. Enlightened leadership is the fourth pattern. This pattern of leadership delegates power to the logical focus of interest and concern for problems. People at all levels of the organization have a high degree of freedom to initiate,
Organizational Climate All types of organizations have social structures, pecking orders, and patterns of behavior, including habits governing dress, language, food and things alike. Important dimensions include the reward system, organizational clarity, standards of performance, warmth and support, and leadership practices. An evaluation of these and other dimensions of organizational climate can be used to determine whether that organization is exploitive, impoverished, supportive, or enlightened. Management author Resis Likert identifies four patterns of leadership that correspond to the four types of organizational climate. Pattern one of leadership is exploitive. This type of leadership is autocratic and hierarchical, with virtually no participation by members. Leaders make all decisions and show little confidence in others and other members are expected to comply. These types of organizations rarely survive due to people characterizing them by a lack of loyalty. Impoverished leadership is the second leadership pattern which makes some attempt to avoid being completely autocratic. Power remains at the top, but members are given occasional opportunities for participation in the decision-making process. These types of organizations also typically fail due to their lack of benevolence. Pattern three of leadership is called supportive leadership. This shows a great deal of interest and confidence in members. Power resides in leaders, but there is good communication and participation from other members. People understand the goals of organization, and their commitment to achieve them is widespread. This leadership pattern involves broad member participation and involvement in decision-making activities. Enlightened leadership is the fourth pattern. This pattern of leadership delegates power to the logical focus of interest and concern for problems. People at all levels of the organization have a high degree of freedom to initiate,