HOW DOES SUPPORTIVE

LEADERSHIP IS EFFECTIVE?

Types of Supportive Leadership Behavior

•Being friendly, informative, and encouraging

•Being considerate and understanding

•Showing concern for followers needs

Being sympathetic to

other’s problems

Getting to know and help them to

slave the problems

1.Helping followers develop abilities

and careers2. Giving freedom

to express their ideas

1APPRECIAT

• They satisfy people’s needs to be liked and appreciated by others.

• to be respected as capable and valuable,

• to be continually improving

• Make others to work along with you

• Get team support

support 2

Supportiveness helps keep a

group together

promoting cohesion among

members

keeping individuals from

becoming alienated”

Can Supportive Behavior ever be Ineffective ?

Yes!

A leader must be careful how supportive behavior is used. The approach should be to the

needs and concerns of followers.

Skills, Traits, and Sources of Power

Expert Power

Referent Power

Reward Power

Technical and professional competence

Interpersonal Skills

Communication Skills

SupportiveSkills and Power Bases

• Through positive

•Friendly interpersonal relations

•Leader supports followers

•Cooperates with them

•Develops trust with them and

assists them.

• Provides social support when followers are

upset or under pressure.

• Sociable leaders enjoy spending time on a

regular basis with each follower.

• Maintain positive cheerful disposition,

• said to be easy to get along with,

• Show consideration

•Have trust towards others

• Must have expertise to provide training and

development.

•Supportive resource in solving problems

• Provide useful feedback on performance

• Increases leader’s confidence

• Willingness to support

• Effectively convey

their ideas and

feelings, listen

actively, and elicit

ideas and feelings

from their followers.

• Be responsive to

followers’ task-

related problems,

complaints, and

personal problems.

• To indicate how much

followers are valued .

Communication Skill

When superior is supportive

Organizational mission

◦Human services

◦Work with volunteers

◦High involvement,

◦ High commitment cultures.

Supportive Behavior is

needed

Propositions:

a) The leader should show the most concern, be most considerate, and provide the greatest encouragement for the best performers because positive behavior should be reinforced.

b) Interpersonal support should be provided to followers as needed regardless of performance.

Follower Benefits:

> Satisfaction with

> work, job & supervisor

> Increased commitment

>Reduced stress

>Increased self-confidence

> Increased performance

• Increased cooperation

• Increased productivity

Organizational Benefits:

• Increased cohesiveness & harmony

• Lower turnover, absenteeism, lateness, grievances

Supportive Leadership and its importance

SUPPORTIVENESS MAY OR MAY NOT BE EFFECTIVE

1) Followers are under high stress while trying to complete a dangerous task.

2) Followers are new to the job and are unsure of their abilities and positions.

3) Followers are small group of counselors in a student services dept. of a state university.

4)Followers are very opinionated and stubborn in their point of view.

5) Followers are a large group (over 30) who work at widely varying tasks at different locations.

6) Tasks require creativity and new learning with much competition and possible conflict with other groups.

7) Work involves designing & testing computer programs. Personnel is highly trained and competent and obtain a great deal of satisfaction from their work.

Supportiveness may or may not be Effective

FACTORS THAT INCREASE EFFECTIVENESS OF

SUPPORTIVE LEADERSHIP

Follower Characteristics

• Low self-confidence

• Low self-esteem

• Insecurity

• Expectation that leader will be supportive

• High growth needs

FACTORS THAT INCREASE EFFECTIVENESS OF SUPPORTIVE

LEADERSHIP

Task Characteristics•Dissatisfying•Stressful•Highly structured•Requires creativity•Requires learning

FACTORS THAT INCREASE EFFECTIVENESS OF SUPPORTIVE

LEADERSHIP

Organizational and Group Characteristics

• External Conflict

• Newly formed group

• Cohesive group with shared beliefs in leader

• Formal plans, goals, and procedures

• Mission emphasizing human services

• Authoritarian superior

Dogmatic Followers

Large Group

Broad Task Scope

High Level Job

Factors that Decrease Effectiveness

Feedback from Task

•Rapid

•Specific

•Accurate

Situational Factors

Intrinsically satisfying task

•Interesting

•Gratifying

•Meaningful

Factors that Replace the Need for Supportive Leadership

High importance placed on organizational rewards

•Pay Raises

•Promotions

Leader Supportiveness

• Concerned, trusting, and respectful of followers

• Considerate understanding attitude

• Friendly, encouraging, communicative

• Fostering follower development

Enhancers of Supportiveness

• Dissatisfying or stressful job

• Low follower self-confidence, insecurity, or self esteem

• Follower expectations of high growth needs

• Structured work tasks

• Complex creative task

• External group conflict

• New or cohesive group

• Organizational mission

• Authoritarian superior

• Satisfaction of esteem and acceptance of need

• Satisfaction with work and supervisor

• Overall job satisfaction

• Organizational commitment

• Lower perceived stress and burnout

• Group harmony and cohesion

FOLLOWER PSYCHOLOGICAL REACTIONS

YOU

TAKE THE LEAD

TO MOVE FARWARD…