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Bratton_PPT131.pptxOrganizational Leadership
John Bratton
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Part 4
Contemporary leadership
Followers, communication & leadership
Chapter 13
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Learning outcomes
After completing this chapter, you should be able to:
Explain the advantages of follower-centric approaches to our understanding of leadership and leader-follower dyads.
Understand the significance of personality theories for understanding followership.
Identify the different theoretical perspectives and paradoxes related to follower motivation.
Appreciate the role of dialogic communication in the leadership process.
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The nature of followership
From follower-centric to followership
The problem with the assumption that typical followership behaviours involve deference to the leader, give rise to reduced responsibility-taking and initiative and increased reliance on the leader for motivation (Uhl-Bien and Pillai, 2007).
Rather than considering how followers view their leaders and their leaders’ behaviours, a focus on followership considers how followers view their own behaviours and roles when engaging with leaders.
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Follower behaviour and personality
An understanding of individual behaviour is an essential prerequisite to the exploration of dyadic relationships and between leaders and the key players in work groups, leading to the need to reassess the role of individuals in terms of their capacity to shape leader-follower relations through their personality and perception.
Personality is defined as ‘a relatively enduring pattern of thinking, feeling and acting that characterizes a person’s unique response to her or his environment’ (Bratton, 2015, p. 101). There are two broad perspectives:
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Follower behaviour and personality
Nomothetic approach – describes personality in terms of the measurable traits he/she exhibits.
Ideographic approach – suggests that personality can be shaped and that both personality and behaviour are determined by specific social experiences.
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Follower behaviour and personality
Trait Theory
The introversion–extroversion framework
The Big Five Personality Framework
The Myers-Briggs Type Indicator
The Dark Triad
Social-cognitive Theory
Reinforcement value
Self-efficacy
Two-Dimensional Taxonomy of Follower Behaviour
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Follower behaviour and motivation
Motivation is responsible for why people decide to do something, how much effort they are willing to put into it and how long they are going to sustain the level of effort.
Content Theories – assume that a common set of basic ‘needs’ which energise or motivates individuals
Process Theories – attempt to identify and explain how work-related behaviours are stimulated or hindered
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Follower behaviour and motivation
Followers with Needs
Hierarchy of Needs Theory
Two-Factor Theory
Achievement Needs Theory
ERG Theory
However, conceptually flawed, strongly informed by Anglo-American cultural of individualism and there is an assumption that needs motivator regardless of the gender, ethnicity or sexual orientation.
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Follower behaviour and motivation
Followers with Choices
Equity Theory
Expectancy Theory
Goal-setting Theory
Leaders and managers should identify the needs and ambitions of each employee, the outcomes each wants, while avoiding any form of stereotyping, recognize that followers differ in their personality, needs and expectations.
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Dialogic, conversation and leadership
Dialogic mode of communication is driven by an exchange of views, and is further discussed into two approaches:
(1) Prescriptive (2) Descriptive
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