5. The word leadership can refer to:
• The process of leading.
• Those entities that
perform one or more
acts of leading.
• The ability to affect
human behavior so as
to accomplish a mission
designated by the
leader
Wikipidea

6. Innovates Administers
An original A copy
Develops new things Maintains existing things
People focus System and structure focus
Inspires trust controls
Long term Short term
Asks what and why? Asks how and when
Eye on the horizon Eye on the bottom line
Does the right thing Does the thing right
Leaders Managers

7. Leadership Qualities
1. Humility
It is often found in the most effective leaders, including Pope John
Paul II and Abraham Lincoln.
2. Integrity
Leaders in different industries and cultures can and do spar over the
rules, but integrity is the bedrock characteristic of straight dealing. If
you lose your integrity, you lose everything.

8. Leadership Qualities
3. Decisiveness
A leader's ability to step up and make decisions, even if it's deciding
only when consensus has been reached and it's time to act.
4. Take risk
Leaders have the courage to act in situations where results aren’t
assured. They’re willing to risk failure.

9. Leadership Qualities
5. Emotional resonance
This is the ability to grasp what motivates others and use it to inspire
them into action.
6. Build Teams
Leaders create productive teams that draw the best from people.
They effectively coach teams in collaboration, consensus building,
and conflict resolution.

10. Leadership Qualities
7. Self-knowledge
– This valuable trait will protect you from overreaching.
8. Passion
– Fortunately, this trait is prized and encouraged in Filipino life. If you
are passionate about something, that's where you will lead.

11. Basic Leadership Style
• Autocratic
• Bureaucratic
• Laissez-faire
• Democratic

12. Who put him in charge?
Who makes the decisions?
Does anyone get a say?
Style1: Autocratic

13. Autocratic Leadership Style
• The classical approach
• Manager retains as much power and
decision making authority as possible
• Does not consult staff, nor allowed to
give any input
• Staff expected to obey orders without
receiving any explanations
• Structured set of rewards and
punishments

14. Autocratic Leadership Style
• Greatly criticized during the past
30 years
• Gen X staff highly resistant
• Autocratic leaders:
• Rely on threats and
punishment to influence staff
• Do not trust staff
• Do not allow for employee
input

15. Not all bad
 Sometimes the most effective style to use
 When:
• New, untrained staff do not know which tasks to perform or which
procedures to follow
• Effective supervision provided only through detailed orders and
instructions
• Staff do not respond to any other leadership style
• Limited time in which to make a decision
• A manager’s power challenged by staff
• Work needs to be coordinated with another department or organization

16. Should not be used
 When:
• Staff become tense, fearful, or resentful
• Staff expect their opinions heard
• Staff depend on their manager to make all their decisions
• Low staff morale, high turnover and absenteeism and work stoppage

17. Style2: Bureaucratic

18. Bureaucratic Leadership Style
• Manages “by the book¨
• Everything done according to
procedure or policy
• If not covered by the book,
referred to the next level above
• A police officer not a leader
• Enforces the rules

19. Most effective
• When:
• Staff performing routine tasks over and over
• Staff need to understand certain standards or procedures
• Safety or security training conducted
• Staff performing tasks that require handling cash

20. Ineffective
• When:
• Work habits form that are hard to break, especially if they are no
longer useful
• Staff lose their interest in their jobs and in their co-workers
• Staff do only what is expected of them and no more

21. Style 3: Democratic
Wow! That was a
really good idea!
What do YOU think?
Thank you all for working together!

22. Democratic Leadership Style
• Also known as participative style
• Encourages staff to be a part of
the decision making
• Keeps staff informed about
everything that affects their work
and shares decision making and
problem solving responsibilities

23. The Leader
• A coach who has the final say, but
gathers information from staff
before making a decision
• Produce high quality and high
quantity work for long periods of
time
• Staff like the trust they receive
and respond with cooperation,
team spirit, and high morale

24. The Democratic Leader
• Develops plans to help staff
evaluate their own performance
• Allows staff to establish goals
• Encourages staff to grow on the job
and be promoted
• Recognizes and encourages
achievement

25. Most Effective
• When:
• Wants to keep staff informed about matters that affect them
• Wants staff to share in decision-making and problem-solving duties
• Wants to provide opportunities for staff to develop a high sense of
personal growth and job satisfaction
• A large or complex problem that requires lots of input to solve
• Changes must be made or problems solved that affect staff
• Want to encourage team building and participation

26. Democratic leadership
should not be used when …
• Not enough time to get everyone’s input
• Easier and more cost-effective for the manager to make the decision
• Can’t afford mistakes
• Manager feels threatened by this type of leadership
• Staff safety is a critical concern

27. Style 4: Laissez-faire
Bored and unresponsive
Whatever attitude
Nothing gets accomplished

28. Laissez-Faire Leadership Style
• Also known as the “hands-off¨
style
• The manager provides little or no
direction and gives staff as much
freedom as possible
• All authority or power given to
the staff and they determine
goals, make decisions, and
resolve problems on their own

29. An effective style to use …
• Staff highly
skilled, experienced, and
educated
• Staff have pride in their work and
the drive to do it successfully on
their own
• Outside experts, such as staff
specialists or consultants used
• Staff trustworthy and
experienced

30. Should not be used
• Staff feel insecure at the unavailability of a manager
• The manager cannot provide regular feedback to staff on how well they
are doing
• Managers unable to thank staff for their good work
• The manager doesn’t understand his or her responsibilities and hoping the
staff cover for him or her

31. Other Leadership Styles
• Transformational Leadership - Creates and sustains. The transformational
leader influences the group by transforming the group
• Transactional Leadership - Emphasizes getting things done within the
umbrella of the status quo.
• Creative Leadership - Ability to uniquely inspire people, to generate
shared, innovative, responses, and solutions.
• Corrective Leadership - Empowers staff to facilitate collaborative and
synergism
• Change Leadership - Endorses alteration
• Intelligence Leadership - To navigate the future by embracing ambiguity
and reframing problems as opportunities

32. MOTIVATION
INITIATES
GUIDES
MAINTAINS GOAL ORIENTED
BEHAVIOUR

33. MOTIVATION
• Majorly activates a behavior
• Answers the question ‘why’ a person behaves so
• It is a strong desire and ambition to get something done
• Basic ingredient is to have a clear vision and a crisp plan of what to
achieve

34. Golden words on motivation…..
• “A Dream is not something that lets you sleep but something that does
not let you sleep.”
– APJ Abdul Kalam – India’s 11th President
• “Every challenge is nothing but a chance to do things better”
– Robin Sharma – Author of 11 books and founder of Sharma Leadership International INC

35. MOTIVATIONAL THEORIES
• Incentive theory : A reward is presented after the occurrence of an action
with the intent to cause the behavior to occur again.
• Drive Reduction Theory : We have certain biological drives and as time
passes the strength of the drive increases if it is not satisfied.
• Cognitive Dissonance Theory : When an individual experiences some
degree of discomfort due to incompatibility of two cognitions.

36. Maslow’s Hierarchy

37. SOURCES OF MOTIVATION
• Intrinsic Motivation : is driven by an interest in the task itself. Such a
motivation exists within the individual.
• Extrinsic Motivation : comes from outside the individual , for eg ; rewards
or grades
• Self control : basic drives sublet down due to deficiencies .

38. Maslow’s Need Hierarchy Theory
• According to American psychologist Abraham Maslow, people are
motivated by unsatisfied needs.
• According to Maslow a good manager will identify which levels of need are
active for the employee to get motivated

39. Herzberg’s Two Factor Theory
• Both intrinsic and extrinsic motivation result in job satisfaction
• Factors that motivate people can change over a life time.
• “Respect me as a person” is one of the top motivating factors at any stage
of life.
• Herzberg also spoke about Motivators and Hygiene factors.

40. Herzberg’s Two Factor Theory
• Motivators : (challenging work, recognition and responsibility ) give
positive satisfaction.
• Hygiene Factors : (status, job security, salary and fringe benefits ) do not
motivate if present , but if absent then may result in demonization.
• This theory is also known as Dual Structure theory.

41. Alderfer’s ERG Theory
• Elaborating on Maslow’s theory of needs, Alderfer created the ERG theory.
• Existence group corresponds to physiological and safety needs.
• Relatedness group corresponds to the desire to maintain interpersonal
relationships and align with Maslow’s social need and Maslow’s esteem
classification.
• Growth group corresponds to Maslow’s esteem category and self
actualization.

42. Self Determination theory
• The Self determination theory was developed by Edward Deci and Richard
Ryan.
• According to this theory primary factors that motivate growth and
development are autonomy, competence feedback and relatedness.

43. What really motivates people
• “Feeling like you’ve made a positive contribution”
• “Seeing people develop”
• “Lots of balls in the air at any time”
• “Being part of a
• motivated team”
• “Feeling valued and appreciated”

44. Surprising truth about what motivates
us….
* Autonomy- the desire to direct our own lives
* Mastery- the urge to get better and better at something that matters
* Purpose- the yearning to do what we do in the service of something
larger than ourselves

45. Finally………
• Nothing Motivates like……..
SUCCESS