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© 2002 Prentice Hall, Inc. Learning Objectives _ Understand the major findings on the normative theory of leader decision making. _ Understand procedures for effective consultation. _ Understand delegation benefits and risks.
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© 2002 Prentice Hall, Inc.
Chapter 4
Participative Leadership, Delegation, and Empowerment
© 2002 Prentice Hall, Inc.
Learning Objectives
Understand research methods used to study participative leadership.
Understand major findings in research on consequences of participative leadership.
Understand the situations in which participative leadership is most effective.
© 2002 Prentice Hall, Inc.
Learning Objectives
Understand the major findings on the normative theory of leader decision making.
Understand procedures for effective consultation.
Understand delegation benefits and risks.
© 2002 Prentice Hall, Inc.
Learning Objectives
Understand when and how to use delegation effectively.
Understand why follower perceptions of empowerment are important.
© 2002 Prentice Hall, Inc.
Nature of Participative Leadership
Autocratic Decision Consultation Joint Decision Delegation
© 2002 Prentice Hall, Inc.
Consequences of Participative Leadership
Decision QualityDecision AcceptanceSatisfaction with the Decision
ProcessDevelopment of Participant
Skills
© 2002 Prentice Hall, Inc.
Research on Effects of Participative Leadership
Questionnaire studies Field experiments Laboratory experiments Case studies of effective managers
© 2002 Prentice Hall, Inc.
Normative Decision Model
The decision procedure affects the quality of the
decision and decision acceptance. The effect of the decision procedures,
however, also depends on the situation.
© 2002 Prentice Hall, Inc.
Figure 4-3
Causal Relationships in the Normative Decision Model
Decision Procedures Decision Quality and Acceptance Unit/Team Performance
Situational Variables
© 2002 Prentice Hall, Inc.
Participative Leadership Guidelines: Diagnose Decision Situations
Evaluate importance of decision. Identify people with relevant
knowledge or expertise. Evaluate likely cooperation by
participants. Evaluate likely acceptance without
participation. Evaluate feasibility of meeting.
© 2002 Prentice Hall, Inc.
Participative Leadership Guidelines: Encourage Participation
Encourage expression of concerns. Describe proposals as tentative. Record ideas and suggestions. Build on ideas and suggestions. Be tactful. Listen to dissenting views without getting
defensive. Utilize suggestions and deal with concerns. Show appreciation for suggestions.
© 2002 Prentice Hall, Inc.
Delegation
The assignment of new responsibilities to
subordinates and additional authority to carry them out.
© 2002 Prentice Hall, Inc.
Delegation Guidelines: What to Delegate
Tasks that a subordinate can do better. Tasks that are urgent but not of high
priority. Tasks relevant to a subordinate’s career. Tasks of appropriate difficulty. Both pleasant and unpleasant tasks. Tasks not central to the manager’s role.
© 2002 Prentice Hall, Inc.
Delegation Guidelines: How to Delegate
Specify responsibilities clearly. Provide adequate authority and
specify limits of discretion. Specify reporting requirements. Ensure subordinate acceptance of
responsibilities. Inform others who need to know.
© 2002 Prentice Hall, Inc.
Delegation Guidelines: How to Delegate
Monitor progress in appropriate ways.
Arrange for the subordinate to receive necessary information.
Provide support and assistance, but avoid reverse delegation.
Make mistakes a learning experience.
© 2002 Prentice Hall, Inc.
Empowerment
Psychological empowerment describes how the intrinsic motivation and self-efficacy of people are influenced by
leadership behavior, job characteristics, organization
structure, and their own needs and values.
© 2002 Prentice Hall, Inc.
Summary Participative management involves
efforts by a manager to encourage and facilitate participation by others in making decisions that would otherwise be made by the manager alone.
The normative model helps managers identify when to involve subordinates in decisions and when to make decisions alone.
© 2002 Prentice Hall, Inc.
Summary
Delegation involves assigning new responsibilities and authority.
Psychological empowerment involves a combination of meaningful work, high self-efficacy, self determination, and ability to influence relevant events.
