Transcript Chapter 4

Chapter4:
leading
i-foundation of leading
1-Principle of the leading
2-What is leading?
 Leading: is the process of getting
members of the organization to work together
toward objectives. The major components of
leading include Motivating Employees,
Leadership, and Communication.
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3-Leading characteristics
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Drive
Motivation
Integrity
Self-Confidence
Energy
Knowledge
Skill of Management
Physical Appearance
Legitimate Power
Reward Power
Coercive Power
Reference Power
Expert Power
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4-Leader and Manager
Successful Management is not mean the
leader.
Differences between Leaders and Managers
LEADERS
MANAGERS
 Innovate
Develop
Inspire
Ask what and why
Originate
Challenge the status quo
Do the right things
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Administer
Maintain
Short-term view
Ask how and when
Initiate
Accept status quo
Do things right
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5-Leadership Behavior
 Performance emphasis:
 Consideration:
 Inspiration:
 Praise recognition:
 Structuring reward:
 Decision participation:
 Autonomy delegation:
 Role clarification:
 Goal setting:
 Training coaching:
 Information dissemination:
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5-Leadership Behavior cont’t
 Problem solving
 Planning
 Coordinating
 Wok facilitation
 Representation
 Interaction facilitation
 Conflict management
 Criticism discipline
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6-Leadership Styles
Leadership style is the approach a manager
uses to influence subordinates. There are:
 Automatic Leader: uses authority in a
straightforward manner and simply issues
orders, makes decisions, and uses of fear,
treat, authority and personality to get his way
 Democratic Leader: Encourages employee
participation
and
a
free
flow
of
communication, considers the feelings of
subordinates to participate in the decision
making, presents ideas and invites questions,
and presents problems, gets suggestions and
makes decision.
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6-Leadership Styles con’t
 Laissez-faire
leader:
provides
encouragement for employees’ ideas, offers
insights or opinions when asked, and
encourages group members to express
themselves.
7-Sources of Power
 Power: is the extent to which a person is
able to influence others so they respond to
orders.
 Influence: is the power in persuaded
other to do with the willing.
 Authority: is the right to perform or
command
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7-Sources of Power cont’t
There are five powers as below:
 Legitimate power: influence behavior
Because of one’s formal position, which all
managers have, is power that results from
manager’
formal
positions
within
the
organization.
 Reward power: influence behavior by
promoting or giving rewards, which all
managers have, is power that results from
managers’
authority
to
reward
their
subordinates.
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7-Sources of Power cont’t
 Coercive power: influence behavior by
threatening or giving punishment, which all
managers have, is power that results from
managers’
authority
to
punish
their
subordinates.
 Expert power: influence behavior because
of one’s expertise, is power that results from
one’s specialized information or expertise.
 Referent
power:
influence
behavior
because of one’s personal attraction, is power
deriving from one’s personal attraction.
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Ii-Motivation
What is Motivation? the force that causes
people to behave in certain ways. Or is the
psychological processes that arouse and
direct goal-directed behavior.
1-Why motivation important
 Increase in productivity
 Increase in morale
 Enthusiastic participation and Willingness to
work overtime
 Willingness to work hard to achieve the goal
 Development of loyalty to the organization
 willingness to do special assignment and
reduction of discipline problem.
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2-Foundation of motivating structure
Deficit need
Need of deficit evaluation
Research to satisfy need
Employee
Reward or Punishment
Behavior toward goal
Implementation
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3-The individual-organization exchange
process
Employees contribute many resources to the
organization: time, effort, knowledge,
skills, creativities, and energy. In return
to the rewards its employees with both
tangible and intangible compensation.
 Tangible Compensation: consists of
rewards that have a definite value such as
pay, pension plans, life and health insurance,
and vacation.
 Intangible Compensation: refers to
rewards whose value is less easily defined,
such as status symbols, opportunities to be
creative, and a sense of self-esteem.
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Contributes
Time
Effort
Knowledge
Skills
Creativities
Energy
Employees
For
To
Organization
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Pay
Benefit
Vacation
Status
Opportunity
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Rewards
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4-Types of Motivation
 Positive motivation: subordinate follows
the leader because of possible gain, reward or
satisfaction. Motivation can be used to get
better results in terms of higher productivity.
 Negative motivation: subordinate follows
the leader not because of any expected
advantage. But because of fear of punishment
or the application of certain sanctions, such
as losing money or status, recognition or
even their job.
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5-Measuring Employee Morale
Examine Record of Productivity:
Study Labor Turnover Figures:
Obtain Absence and Tardiness Reports:
Study Grievances:
Conduct Morale or Attitude Surveys:
Honest/Loyal idea
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6-Motivation Theory
A-Maslow’s hierarchy of needs theory
There are Five levels of Human Needs
1-Physiological Needs—there are the
most basic human physical needs, in which
one is concerned with having food, cloth,
shelter, and comfort.
2-Sefety Needs—this needs are
concerned with physical safety and emotional
security, so that a person is concerned with
avoiding violence and threats.
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A-Maslow’s hierarchy of needs theory
There are Five levels of Human Needs
3-Belongingness
Needs—once
basic
needs and security are taken care of, people
look for love, friendship, and affection.
4-Esteem Needs—after they meet their
social needs, people focus on such matters as
self-respect, status, reputation, recognition,
and self-confidence.
5-Self-Actualization Needs—the highest
level of need, self-actualization is selffulfillment—the need to develop one’s fullest
potential, to be come the best one is capable
of being.
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Self-Actualization Need
Esteem Need
Belongingness Need
Safety Need
Maslow’s
hierarchy
of needs
theory
Physiological Need
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B-Frederick Herzberg’s Two-Factor
Theory: From Dissatisfying Factors to
Satisfying Factors
—which proposed that work satisfaction
and dissatisfaction arise from two different
factors—work satisfaction from so-called
motivating factors and work dissatisfaction
from so-called hygiene factors.
Hygiene Factors Versus Motivating
Factors
In Herzberg’s theory:
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• Hygiene Factors are the lower-level needs
“Why are my people dissatisfied?”
The lower-level needs, are factors
associated with job dissatisfaction—such as
Salary, working condition, interpersonal
relationship, and company policy—all of
which effect the job Context in which people
work.
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• Motivating Factors are the higher-level
needs.
“What will make my people satisfied?”
The
higher-level
needs,
or
simple
motivators, are factors associated with job
satisfaction—such
as
achievement,
recognition,
responsibility,
and
advancement—all of which affect the job
content or the rewards of work performance.
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Organization
•Salary
• Promotion
Reasons of Satisfaction
and Dissatisfaction
• Work Condition
• Policy and Task
Results
Satisfaction
• Fewer Stop
• Fewer Absences
Team Work
• Team Work
• Team leader
Individual
Results
Dissatisfaction
•Needs
• Stop work
• Much absences
• Want
• Benefits
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X theory and Y theory Douglas McGregor :
• Theory X : represents a pessimistic,
negative view of workers. In this view,
workers are considered to be irresponsible,
to be resistant to change, to lack ambition,
to hate work, and to want to be led than to
lead.
• Theory Y : represent the outlook of
human relations proponents—and optimistic,
positive view of workers. In this view,
workers are considered to be capable of
accepting responsibility, self-direction, and
self-control and of being imaginative and
creative.
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• Equity theory: “How fairly do you think
you’re being treated in relation to others?”—
focus on employee perceptions as to how
fairly they think they are being treated
compared to others.
A-Inputs— “What do you think you’re
putting in the job?”
B-Outputs or rewards—“What do you
think you’re getting out of the job?”
C-Comparison—“How do you think your
ratio of inputs and rewards compares with
those of others?”
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IIi-What is Communication
1-What communication call ?
It is the transfer of information and
understanding one person to another through
meaningful symbols. Managers use this
process to carry out their four functions and
to play their three roles.
Sender
Encodes
Message
Channel
Receiver
Decodes
Feedback
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 The Communication Processes
There are six steps in communication
processes:
•
•
•
•
•
•
Step1
Step2
Step3
Step4
Step5
Step6
:
:
:
:
:
:
Source of ideas
Encodes
Transmit
Receive
Decode
Feedback
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 Verbal Communication
 Oral Communication: Can be in the form
of meetings, discussion, interviews, and
telephone calls.
 Written Communication: can be in the
form of letters, memos, email, reports,
announcements,
policies,
and
advertisements.
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 Non-Verbal Communication
Are those not expressed in words. They
are expressed by other means such as body
language or gesture, facial expressions, eye
contact, pictures, and drawings.
Example:
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2-Effective Communication
 Clear and Specific: use simple and specific
word or phrase.
 Timely: (Right time) the message should
not be given too late or too early.
 Appropriate length: Not too long (too
many ideas), and not too short (information
not sufficient).
 Clear purpose: to help the receiver, the
purpose of the message must be clear and
specific.
 Polite: the message should be expressed in
polite word.
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3-Types of Communication
 Vertical Communication: that involves a
message exchange between two or more
levels of the organization hierarchy.
 Horizontal
Communication:
is
the
exchange of the message from people at the
same levels or in equal positions.
 Formal Communication: vertical and
horizontal communication that follows paths
specified
by
the
official
hierarchical
organization structure and related task
requirement.
 Informal Communication: that tasks
place without regard to hierarchical or task
requirements.
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4-Memorandum
Is a common type of written communication
in an organization (usually informal
message sent by one person in a
workplace to other in the same workplace)
Memos usually contain four essential items of
information:
1. The date, month, and year of issue
2. The name of the sender
3. The name of the person to receive the
memo
4. The Subject of the memo
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Example of Memorandum
Memorandum
Date
:…………………………………………………….
From
:………………………………………............
To
:…………………………………………..........
Subject
:………………………………………………………
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5-Meeting Planning
1. Establish the purpose of the meeting and
drawing up an agenda
2. Deciding or determining the people who
will attend the meeting
3. Distributing the planned agenda and
preparing for the meeting
6-Minute of Meeting
The report of a minute of a meeting is an
official document that contains the
proceeding, discussing, deliberations, and
decision made during a meeting.
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Example of meeting planning
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Program for Meeting
Date
:…………………………………………………….
Time
:………………………………………............
Place
:…………………………………………..........
Participants:……………………………………………………
Purpose :……………………………………………………..
Agenda items:
1.…………………………………………………………….
2.………………………………………………………………
3.………………………………………………………………
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Example of Minute of Meeting
Date
:…………………………………………………….
Time
:………………………………………............
Place
:…………………………………………..........
Chairperson:……………………………………………………
Items:
1..…………………………………………………………….
2.………………………………………………………………
3.………………………………………………………………
Minutes taken by Mr/Ms:………………………..
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7-Writing Reports
Is a form of communication that usually gives
information on an event, describe existing
conditions of the environment, or provides a basis
for making decisions and for planning in the
future.
The elements of a report are:
1. Front matter: may include Cover, memorandum,
contents, and abstract.
2. Report
body:
Introduction
(Background,
purpose, scope, methodology, and definition),
discussion (analysis, interpretation of findings),
conclusion (summary of main point and what can
be
done
about
the
situation),
and
Recommendation (what action should be taken
in response to the initial problem)
3. End matter: references and appendices or
geography.
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8-Official letters
Are used by the government ministries. Such
letters usually contain the following parts:
1. Letterhead
2. Opening or introduction
3. Middle of the letter
4. Closing or conclusion
5. Other optional notations
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Example of Official letter
Kingdom of Cambodia
Nation Religion King
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Nº…………………………BBU
Rector of Build Bright University
Informs
Chancellor of …………………………..
Subject
:……………………………………………………………..
Reference :……………………………………………………………..
Respectfully
Signature and Seal
CC/PS/Encl………………….
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