CHAPTER V

Leadership and Supervisory Behavior

Subject Professor: Marilyn B. Panti, Ed.D

Presenter: Wally I. Tapas

Student No: 2021-0023
 OBJECTIVES:
• Define Leadership

• Describe the components of leadership

• Enumerate and explain the different theories of leadership

• Enumerate the functions or activities of a leader

• Identify the different types of manager

• Characterize the four types of managers

• Identify the variables in determining a leadership style

 Contents of the Presentation

A. Meaning and Components of Leadership

B. Theories of Leadership
C. Functions or Activities of a Leader
D. Type of Managers 
E. Variable in Determining Leadership Style
 A. Meaning and Components of Leadership
Leadership is the art, ability or process of influencing others to empower them
towards the achievement of group goals. These goals are met by using the right
values and resources.
In social science literature, leadership appears in three meanings:

1) attribute of a position;
2) characteristics of a person; and
3) category of a behavior
• Power - the ability or capacity to influence others to do something they
would not otherwise do or to influence the behavior of others.

• Authority - the right to perform command or issue directives and expend

resources.
 Components of Leadership
Leadership is perceived and described as any or a combination of the following
elements:
 As an act or behavior
 As an effect of interaction
 As an exercise of influence
 As a form of persuasion
 As an act of inducing compliance
 As a power relation
 As a focus of group processes
 As an instrument of goal achievement
 As an initiation of structure
 As a differentiated role
 As personality and its effect
 As an attribute of a position
 As an art
 B. Theories of Leadership

1. Trait Theory (Great Man Theory)

2. Environmental Theory (Theory X and Y)
3. Situational Theory
4. Vertical Dyad Linkage Theory (VDL)
5. Path-Goal Theory of Leadership
 1. Trait Theory AKA Great Man Theory
The trait theory seeks to determine the personal characteristics or traits of a
successful leader. A successful leader is supposed to have the traits such as:
• good personality
• intellectual ability
• Initiative
• Integrity
• ability to make quick decisions
• Reliability
• persuasive power
 2. Environmental Theory (Theory X and Y)

Douglas Mc. Gregor has classified the prevalent theories into two groups:
1. Traditional or Theory X:
It completely excludes workers from the process of managerial decision
making the theory stress that would here only when forced to do so through
ruthless exercise of managerial authority over them through constant
rebuking scolding reprimanding. Decisions whether right or wrong have to be
made by managers only, the only rule assigned to workers being to mainly
incline the decision.
 2. Environmental Theory (Theory X and Y)

2. Modern or theory Y.
It is the exact opposite of theory X, it gives workers a pride of place in the
process of management. It emphasis fuel and active cooperation, between
workers and management to accomplish the enterprise objectives as per
theory if workers are properly maturated, they would willingly accept
responsibility and show the sense of creativity and imagination in their work
performance.
 3. Situational Theory

Leadership is affected by a situation from which a leader emerges and in

which he works. In other words, the situation will affect the type of
leadership. An important aspect of this theory is the interaction between
the group and its leader and the people tend to follow the person who is
capable of fulfilling their desires.
 4. Vertical Dyad Linkage Theory (VDL)

It is also known as Leader-Member Exchange (LMX) Theory. This approach

more focuses on leader’s behavior. LMX theory focuses on two or three
people who are close to each other. Informal observation of leadership
behavior suggests that leader’s action is not the same towards all
subordinates.
 5. Path-Goal Theory of Leadership

According to this theory, leader’s job is to create a favorable

environment that helps employees reach the organizations goal. It
suggests that the main functions of the leader are to clarify and set
goals with subordinates them find the best path for achieving the goals
and remove obstacles.
 5. Path-Goal Theory of Leadership

Path-goal theory identifies 4 types of leader behavior:

Directive - Letting subordinates know what is expected of them, giving
guidance and direction, and scheduling work.
Supportive - Being friendly and approachable, showing concern for
subordinate welfare, and treating members as equals.
Participative - Consulting subordinates, soliciting suggestions, and allowing
participation in decision making.
Achievement-oriented- Setting challenging goals, expecting subordinates to
perform at high levels, encouraging and showing confidence in their abilities.
 C. Functions or Activities of a Leader

1. Leader Develops Team Work:

The three vital determinates of team work are the leader, sub-ordinates and the
environment. These factors are interdependent. It is the leader’s responsibility to make the
environment conductive to work.
2. Leader is a Representative of Sub-Ordinates:
He is an intermediary between the work groups and top management.
3. Leader is an Appropriate Counsellor:
People in the work place need counselling to eliminate the emotional disequilibrium that is
created sometimes in them. He removes barriers and stumbling blocks to effective
performance.
 C. Functions or Activities of a Leader
4. Uses Power Properly:
To achieve the leader’s goals, he must have the authority to stimulate a positive
response from the workers. No leader is effective unless the sub­ordinates obey him.
5. Leader Manages the Time Well:
Because the leader has through knowledge of the principles of time management,
he is in a position to utilize the time productivity in the organizations.
6. Strive for Effectiveness:
A leader throws his concerted effort to bring effectiveness by encouraging and
nurturing team work, by better time management and by the proper use of power.
 The 4 Types of Managers
1. Visionary
A visionary manager communicates a purpose and direction that her employees
believe in, which convinces her team to work hard to execute her vision.

After setting their team’s vision and overarching strategy, visionary managers usually
let their employees get to work on their own terms, as long as they’re productive.
Managers will only check in on their team to make sure they’re on the right track or to
share new insights.
 The 4 Types of Managers
2. Democratic
Managers let their employees participate in the decision-making process because
they value their team’s diversity of ideas and understand that people are the key to a
team’s success.

Democratic managers approve of all decisions, but since the employees are involved
in the decision-making process, the team influence the manager’s decision.
 The 4 Types of Managers

3. Transformational
Transformational managers are innovators because they believe that change
and growth create a way to stay ahead of the curve, so they push their
employees past their comfort zone, making them realize they’re more capable
than they originally thought.
This motivates them to keep raising the bar to improved team performance.
 The 4 Types of Managers

4. Coaching
A coaching manager strives to improve their employees’ long-term professional
development. They have a passion for teaching and watching their employees grow.
And they’re more willing to deal with their employees’ short-term failures.

Coaching managers motivate their employees by giving a promotion or more

responsibility. These rewards make employees hungry for knowledge, and their
steady development improves the team’s performance.
E. Variables in Determining Leadership Style

• Personal Mastery - Leaders must know and manage their strengths and their weaknesses, and
demonstrate strong interpersonal skills and a high degree of emotional intelligence.
• Direction and Alignment - Leaders must continuously stay in front of changes in the business
environment, setting direction and quickly aligning the organization with that direction.
• Commitment and Capability - This means the only way to build commitment and capability in
their people is to engage employees in three ways: heads, hands, and hearts.
• Execution and Performance - Effective execution is a matter of balancing short-term
expectations with long-term business sustainability. Leaders more often than not execute poorly,
because they fail to focus on creating clarity, unity and agility.
 REFERENCES
• Martires, Conception Rodil. 2003, Human Behavior in Organizations. 3rd Edition.
Mandaluyong City: National Book Store
• Functions Of Leadership: 14 Major Functions of Leadership. Anshika S -
https://www.economicsdiscussion.net/management/leadership/functions-of-leadership-14-
major-functions-of-leadership/31588
• 4 Management Styles To Strive For, And 4 To Avoid Clifford Chi
-https://blog.hubspot.com/marketing/management-styles
• The Key Factors in Driving Leadership Effectiveness.
https://www.achieveforum.com/blog/2016/10/the-key-factors-in-driving-leadership-
effectiveness