Chapter three: Situational Dynamics of Participative Leadership

General Concept of Participative Leadership

Participative leadership, also known as democratic leadership, is a unique style where all
members of an organization collaborate to make decisions. Let’s delve into the details:
 Participative leadership involves encouraging employees to actively participate in
decision-making processes.
 Leaders recognize the significant role employees play in the organization’s success.
 It’s like a team huddle where everyone’s voice matters.
Styles of Participative Leadership:
 Consensus Participative Leadership:
 The leader acts as a facilitator, not wielding additional power.
 Decisions require unanimous agreement among all members.
 Amendments and negotiations may occur until consensus is reached.
 Collective Participative Leadership:
 Equal responsibility lies with the entire group.
 The leader facilitates, but everyone contributes to the process and outcome.
 Decisions are made collaboratively.
 Democratic Participative Leadership:
 The leader has more power than the group.
 Group members provide ideas and suggestions.
 Voting may occur, but the leader makes the final decision.
 Autocratic Participative Leadership:
 Similar to democratic style, but the leader holds even more power.
 Group input is considered, but the leader’s decisions prevail.
Advantages of Participative Leadership:
 Employee Engagement: Involving employees fosters a sense of ownership and
commitment.
 Better Decisions: Diverse perspectives lead to well-rounded choices.
 Higher Morale: Employees feel valued, leading to positive work environments.
 Retention: Skilled employees are more likely to stay.

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 3.1. Leader Reward and Punishment Behaviors
3.1.1. Concept of Reward
Reward is any neural structures responsible for incentive salience or craving for a reward.
Again reward is viewed as "any stimulus, object, event, activity, or situation that has the
potential to make us approach and consume it is by definition a reward."
Types of Rewards
The leaders can use different rewards to their Employees. Reward consists of packages of
pay, benefits, services etc. by an employer to the employees. Broadly, rewards can be divided
into the following types:
1. Intrinsic Rewards and Extrinsic Rewards
Intrinsic rewards:
Intrinsic rewards are the satisfactions that an individual obtains from the job itself. It
means, they are the factors of esteem and self- actualization needs of the employees
. These satisfactions are self- initiated rewards and are fulfilled internally by the employees.
Extrinsic Rewards
Extrinsic rewards are the benefits provided externally. These rewards are provided in term of
money and fringe benefits. These rewards are necessary to fulfill physiological and safety needs
of the employees
2. Financial Rewards and Non-financial Rewards
Financial Rewards
Financial rewards mean those direct and indirect payments that enhance an employee's well-
being. Financial rewards make employee financially sound so that he/she can fulfill his/her
material desire. Direct payment consists of salary, wages, commissions, incentives, bonus,
allowances etc. Indirect payment include pensions, medical insurance, paid leaves, paid sick
leaves, purchases, discounts etc.

Non-financial Rewards

Non-financial rewards are those employee benefits that do not enhance an employee's financial
well-being. However, such rewards provide more job-satisfaction. Preferred lunch hours,

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preferred office furnishing, parking spaces, impressive job title, desired work assignments,
business cards, own secretary etc. are some of its examples.

3. Performance Based Rewards and Membership Based Rewards

Performance Based Rewards

Performance based rewards are such benefits which are provided on the basis of an employee's
job performance ability. The reward depends upon the performance of an individual in the actual
work floor. These rewards are exemplified by the use of commissions, piece work pay plans,
incentive systems, group bonuses or other forms of merit pay plans.
Membership Based Rewards

Membership based rewards are those rewards that are paid on the basis of being a member of an
organization. It means, the basis of allocating rewards is employee's organizational membership.
Hence, the reward goes to all employees irrespective of their performance.

Successful Employee Reward Systems

An employee reward system should motivate employees to perform at their highest level. Job
security and opportunities for advancement encourage employees to take pride in their work.
These can take any of the following:
Compensation

Salary and wages are rewards that satisfy an employee’s basic needs. Part of your employee
reward system should take into account the salary structure you use. Establish a set of
measureable objectives for each employee to meet.
Periodically evaluate employees to see how well they are meeting the objectives. Workers who
meet the objectives for their job should receive the reward of a pay raise.

Benefits
Another type of extrinsic reward is the benefits package you offer each employee. While salary,
overtime, commissions, merit pay, profit-sharing and bonuses all fall under the category of
compensation, benefits are often less direct.
They include such items as health insurance, retirement plans, and use of a company car,
company mobile phone, expense accounts for meals and travel and an entertainment allowance.
Recognition

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Recognition serves as a psychological, or intrinsic, reward by acknowledging the
accomplishments of an employee in front of his peers
. This type of reward can be as simple as maintaining a "Wall of Fame" for employees who meet
and exceed established goals.
Appreciation
Appreciation is another intrinsic reward that you can show your employees. It’s best to show
appreciation personally, such as with a handwritten thank-you note. Another way to show
appreciation is to stop by the employee’s desk and say thanks for a job well done. Showing that
you appreciate the work the employee is performing for the organization is a prime motivator for
them to continue doing so.

3.1.2. Punishment Behaviors

A punishment is the imposition of an undesirable or unpleasant outcome upon a group or
individual, meted out by an authority as a response and deterrent to a particular action or
behaviour that is deemed undesirable or unacceptable, or to impose conformity particular.
The unpleasant imposition may include a fine, penalty, or the removal or denial of something
pleasant or desirable. The individual may be a person, or group of persons. The authority may be
either a group or a single person, and punishment may be carried out formally under a system of
law or informally in other kinds of social settings such as within a family.

Punishments differ in their degree of severity, and may include sanctions such as reprimands;
deprivations of privileges or liberty, fines, punishments in the workplace can include intangible
and tangible elements. Nagging an employee to complete work, making threats and hovering are
examples or intangible punishments.

More tangibly, verbal or written reprimands, pay cuts, demotions and suspensions are
punishments. When a manager uses one of these techniques to motivate behavior, he is
attempting to motivate by fear. The hope is that an employee will want to do what is expected to
avoid the undesirable outcome -- the punishment.

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Punishments may be judged as fair or unfair in terms of their degree of reciprocity and
proportionality to the offense. Punishment can be an integral part of socialization, and punishing
unwanted behaviour is often part of a system of pedagogy or behavioral modification.
In specific terms a punishment is used to reduce an undesired behavior.
While in general, the term is specifically used to mean a consequence that reduces a targeted
behavior.

Punishment Criticism
Punishment is a common tool used in various motivational situations.
Even though, employees may temporarily react to unexpected or undesired punishment by
increasing production or performance however, fear, anxiety and frustration can ultimately cause
employee burnout and contribute to a negative work culture. Which inhibit long-term benefits.
Consider these factors when thinking about punishment:

1. To be more effective, a punishment must be just strong enough to change the behavior.
Punishments that are too severe and too weak are both ineffective.
2. Sometimes punishment does not eliminate behavior, but just suppresses it in case the punisher
is watching. This might be thought of as the 'just don't get caught' aspect of punishment.
3. Consistent punishment is more effective than inconsistent punishment.
Examples of Punishment

Punishments come in two types: positive punishment and negative punishment. Based on the
definition, we know that both will reduce the target behavior if we choose the right punishment
for our subject. A positive punishment adds something, and a negative punishment takes
something away. A positive punishment includes things like scolding and spankings. A negative
punishment takes something desirable away. It also includes things like fines (which are taking
away money).

3.2. Charismatic Leader Behavior

Charismatic leadership is a type of leadership that involves being naturally personable,

empathetic, and inspiring to others who believe in you. Charismatic leaders use their
communication skills, persuasiveness, and charm to influence others.
They create a high degree of personal identification with themselves, resulting in a trusting and
committed relationship with their followers

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 Here are six qualities commonly associated with charismatic leaders:
1. **Natural Person-ability: Charismatic leaders have an innate ability to connect with
people on a deep level. Their genuine warmth and approachability make them relatable and
attractive to others.
2. **Empathy: They understand the emotions and needs of their followers. Their compassion
and ability to listen foster trust and loyalty.
3. **Inspiration: Charismatic leaders inspire others through their vision, passion, and
enthusiasm. They communicate a compelling narrative that motivates people to follow
them.
4. **Confidence: Their unwavering self-confidence and belief in their mission are
contagious. People are drawn to their unwavering conviction.
5. **Visionary Thinking: Charismatic leaders think beyond the present. They articulate a
clear vision of the future and inspire others to work toward it.
6. **Risk-Taking: They are willing to take calculated risks and challenge the status quo.
Their fearlessness encourages others to step out of their comfort zones.

Certainly! Here are ten examples of charismatic leaders from various fields and domains:

Martin Luther King Jr.: His exceptional oratory skills and passion for equality mobilized
millions during the Civil Rights Movement. His iconic “I Have a Dream” speech remains an
enduring testament to his charismatic leadership.

Mahatma Gandhi: Gandhi’s transformative leadership inspired millions to seek peaceful

methods in their fight for India’s independence. His humble lifestyle embodied his principles,
enabling him to garner nationwide support and effect significant political change.

Steve Jobs: The late co-founder of Apple, Inc., was known for his charismatic and
transformational leadership style. His ability to create a compelling narrative around products led
to groundbreaking technological innovations and the success of Apple.

Oprah Winfrey: Oprah exudes charisma with her infectious enthusiasm, empathy, and superb
communication skills. She built a media empire, inspiring millions worldwide with her authentic
and inspiring life story.

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Sir Richard Branson: As the founder of the Virgin Group, Branson demonstrates charisma with
his adventurous spirit, unique business ideas, and personal involvement in various product
launches and announcements.

Nelson Mandela: As the first black president of South Africa, Mandela’s resilience, inspiring
vision for equality, and tenacity made him a symbol of hope for millions, both locally and
globally.

Winston Churchill: Churchill’s leadership during World War II embodied charisma—he used
compelling oratory and a stalwart resolve to uplift the British population during times of war.

John F. Kennedy: Known for his charismatic and compelling speeches, JFK was an inspiring
figure who captivated the American populace with his vision and bold policies.

Jack Ma: Ma, the founder of Alibaba, is known for his upbeat personality, storytelling prowess,
and conviction, which played significant roles in nurturing one of the largest e-commerce giants
in the world.

Malala Yousafzai: As a young girl, Malala showed courage and conviction for girls’ education
rights, making her a charismatic leader who inspires change.

These leaders exemplify the power of charisma in motivating and influencing others to achieve
remarkable goals.

Situational Dynamics of Charismatic Leadership

Certainly! Let’s delve into the situational dynamics of charismatic leadership. While
charismatic leadership is often associated with personal qualities and communication skills, it
also interacts with contextual factors. Here are some insights:

1. Situational Narcissism and Charismatic Leadership:

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Researchers Humphreys, Zhao, Ingram, Gladstone, and Basham (2010) proposed a conceptual
framework that links leader narcissistic disposition and the emergence of charismatic leadership
patterns

 They suggest that a transcendent event may trigger situational narcissism in a leader.
This initial narcissistic element eventually transforms into the outwardly inconsistent form
of charismatic leadership.
 In other words, charismatic leaders may exhibit situational narcissism, especially during
critical moments or transformative experiences.
2. Process Theory and Simulation Models:
 Another avenue of study involves understanding the dynamics of charismatic
leadership. Researchers have developed process theories and simulation models to
explore how charismatic leadership unfolds over time
 These models consider factors such as vision articulation, emotional impact, and
follower responses. They help us grasp the evolution of charismatic leadership from its
inception to its impact on followers and organizations.
3. Behavioral Traits of Charismatic Leaders:
 Charismatic leaders are skilled communicators who connect with followers both
intellectually and emotionally.
 They articulate a compelling vision, arousing strong emotions and inspiring action.
 Their confidence, passion, and authenticity create a sense of purpose and commitment
among followers.

4. Context Matters:
 Charismatic leadership often emerges during times of crisis social, political,
economic, or religious. When other leadership styles seem inadequate, charismatic
leaders step forward to provide hope and direction.
 The context shapes how their charisma is perceived and whether it leads to positive
outcomes.

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 3.3. Situational Dynamics of Charismatic Leadership
3.4. Team Leadership
Definition

Must be able to build cohesive and productive work and project teams in order to achieve the
required outputs, either as a work unit or as a component within the organization

Team leadership involves guiding and inspiring a group of individuals toward a common
purpose. As a team leader, you play a crucial role in shaping the team’s culture, fostering
collaboration, and achieving shared goals. Let’s explore the key aspects of team leadership:

1. Definition of a Team Leader:

 A team leader is a professional who provides high-level vision, guidance, inspiration, and
values to the group they supervise.
 Unlike day-to-day operational management (which falls under the purview of a team
manager), team leadership focuses on team building, interpersonal relationships,
mentoring, and uniting the team toward success within the broader organizational
structure.
2. Responsibilities of a Team Leader: Effective team leaders take on several critical duties:
• Establishing Culture: Set expectations, define company values, and hold everyone
accountable. Establish a team or overall company culture as a template for all team
members.
• Promoting Teamwork: Unite stakeholders toward common goals while balancing
individual needs.
• High-Level Decision-Making: Collaborate with top management to set goals and
address significant challenges.
• Delegating Work: Trust direct reports to handle tasks while pursuing team objectives.
• Effective Communication: Regularly communicate with team members, host meetings,
and provide feedback.
• Facilitating Employee Performance: Recognize and leverage employees’ core
competencies to advance organizational goals.
• Supporting Growth: Assist in developing new talent to contribute to the organization’s
growth and success.

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 3. Characteristics of Effective Team Leaders:
• Natural Person-ability: Charismatic leaders connect genuinely with people, making
them relatable and attractive.
• Empathy: Understand followers’ emotions and needs, fostering trust and loyalty.
• Inspiration: Communicate a compelling vision that motivates action.
• Confidence: Unwavering belief in their mission inspires others.
• Visionary Thinking: Look beyond the present, articulating a clear future vision.
• Risk-Taking: Willingness to challenge the status quo and take calculated risks.

Remember, effective team leadership is not static—it adapts to situations, personal traits,
and transformative events. By embodying these qualities, you can lead your team toward
success and create a positive impact within your organization.

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