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BHU LS 600 Chapter 5

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This document discusses task-oriented and relationship-oriented leadership styles. It explains that most leaders exhibit a blend of both styles but have a preference for one over the other. Task-oriented leaders prioritize goals and achievement, while relationship-oriented leaders focus on connecting with others. Effective leadership requires adapting one's style to meet followers' needs, integrating both task and relationship behaviors appropriately.

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© 2015 SAGE Publications, Inc.
© 2015 SAGE Publications, Inc. Chapter Objectives • Explain the task and relationship styles of leadership. • Describing the use of task and relationship leadership in practice.
© 2015 SAGE Publications, Inc. • What are some of the tasks you must attend to as a leader? • Does that affect your ability to handle relationships? • Do you spend more time on tasks or dealing with relational issues when you lead? Why?
© 2015 SAGE Publications, Inc. • We all have unique habits regarding our balance of work and play. • We have similarly unique balances of task- and relationship-oriented behaviors. • All of us exhibit a blend of both task and relationship behaviors in leadership, but most prefer one style over the other.
© 2015 SAGE Publications, Inc. • Task-oriented people are goal oriented • They want to achieve. • Their work is where they find meaning. • Reaching a goal is a positive expression of who they are.
© 2015 SAGE Publications, Inc. • Relationship-oriented people find meaning in being rather than in doing. • Instead of seeking out tasks, relationship- oriented people want to connect with others. • They have strong orientation in the present and find meaning in the moment.
© 2015 SAGE Publications, Inc. Most leadership falls in the middle of the continuum between task and relationship orientation.
© 2015 SAGE Publications, Inc. Task Leadership • Task leadership behaviors facilitate goal accomplishment. • The leader initiates structure: o Organizes work o Defines responsibilities o Schedules work activities
© 2015 SAGE Publications, Inc. • The leader engages in production orientation, which stresses o The production and technical aspects of the job o The focus is on how the job will be done
© 2015 SAGE Publications, Inc. Task Leadership • Leaders will always be required to exhibit some degree of task behavior. • This depends on the leader’s personal style and the needs of the situation.
© 2015 SAGE Publications, Inc. • Relationship leadership behaviors help subordinates feel comfortable with themselves, with each other, and with the situation. • They include: o Consideration behaviors o Employee orientation o Concern for people
© 2015 SAGE Publications, Inc. • Consideration behavior builds: o Camaraderie o Respect o Trust o Regard between leaders and followers
© 2015 SAGE Publications, Inc. • An employee orientation involves: o Taking an interest in workers as human beings o Valuing their uniqueness o Giving special attention to their personal needs
© 2015 SAGE Publications, Inc. • A concern for people involves: o Building trust o Providing good working conditions o Maintaining a fair salary structure o Promoting good social relations
© 2015 SAGE Publications, Inc. • Relationship leadership behavior is about three things: o Treating followers with dignity and respect o Building relationships and helping people get along o Making the work setting a pleasant place to be
© 2015 SAGE Publications, Inc. • Which student perspective on task and relationship styles do you identify with the most? • Task and relationship leadership behaviors are inextricably tied together. • A leader’s challenge is to integrate the two in an optimal way. • Understanding your personal styles of work and play can provide a better recognition of your leadership.
© 2015 SAGE Publications, Inc. • When followers feel uncertain about their roles and responsibilities and want tasks to be clarified, task leadership is important. • When followers want to be affiliated or connected to others more than they want direction, relationship leadership is important. • Effective leaders recognize and adapt to followers’ needs.
© 2015 SAGE Publications, Inc. Leadership Snapshot: Mick Wilz • Wilz’ unique relationship-oriented approach made the most difference. • Wilz is dyslexic and finds reading, writing, and spelling to be very difficult. • Because of his difficulties, Wilz relies heavily on visual communication, which was one reason he decided to inform employees about the redesign by showing, rather than telling them. • Wilz’s struggles and achievements have made him a more compassionate boss. “Because I had a difficult time when I was young, I believe in treating others as I would like to have been treated. I give employees second chances because I know what its like to struggle,” Wilz says.
© 2015 SAGE Publications, Inc. • Using ideas from the chapter, describe Dan’s and Asher’s styles of leadership. • How will Asher’s employees, who are used to being able to manage themselves in their own way, respond to Dan’s task-oriented style? • How will Dan’s employees, who are used to being given clear direction and procedures, respond to Asher’s more relationship-oriented style? • If you were an employee at Co-Ed Cleaners, whom would you want Mark to let go? Explain your choice.
© 2015 SAGE Publications, Inc. • We all have preferences when it comes to work based on task & relationships. • Our style preferences inform our leadership. • Understanding your personal styles of work & play can provide a better recognition of your leadership.

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BHU LS 600 Chapter 5

  • 1. © 2015 SAGE Publications, Inc.
  • 2. © 2015 SAGE Publications, Inc. Chapter Objectives • Explain the task and relationship styles of leadership. • Describing the use of task and relationship leadership in practice.
  • 3. © 2015 SAGE Publications, Inc. • What are some of the tasks you must attend to as a leader? • Does that affect your ability to handle relationships? • Do you spend more time on tasks or dealing with relational issues when you lead? Why?
  • 4. © 2015 SAGE Publications, Inc. • We all have unique habits regarding our balance of work and play. • We have similarly unique balances of task- and relationship-oriented behaviors. • All of us exhibit a blend of both task and relationship behaviors in leadership, but most prefer one style over the other.
  • 5. © 2015 SAGE Publications, Inc. • Task-oriented people are goal oriented • They want to achieve. • Their work is where they find meaning. • Reaching a goal is a positive expression of who they are.
  • 6. © 2015 SAGE Publications, Inc. • Relationship-oriented people find meaning in being rather than in doing. • Instead of seeking out tasks, relationship- oriented people want to connect with others. • They have strong orientation in the present and find meaning in the moment.
  • 7. © 2015 SAGE Publications, Inc. Most leadership falls in the middle of the continuum between task and relationship orientation.
  • 8. © 2015 SAGE Publications, Inc. Task Leadership • Task leadership behaviors facilitate goal accomplishment. • The leader initiates structure: o Organizes work o Defines responsibilities o Schedules work activities
  • 9. © 2015 SAGE Publications, Inc. • The leader engages in production orientation, which stresses o The production and technical aspects of the job o The focus is on how the job will be done
  • 10. © 2015 SAGE Publications, Inc. Task Leadership • Leaders will always be required to exhibit some degree of task behavior. • This depends on the leader’s personal style and the needs of the situation.
  • 11. © 2015 SAGE Publications, Inc. • Relationship leadership behaviors help subordinates feel comfortable with themselves, with each other, and with the situation. • They include: o Consideration behaviors o Employee orientation o Concern for people
  • 12. © 2015 SAGE Publications, Inc. • Consideration behavior builds: o Camaraderie o Respect o Trust o Regard between leaders and followers
  • 13. © 2015 SAGE Publications, Inc. • An employee orientation involves: o Taking an interest in workers as human beings o Valuing their uniqueness o Giving special attention to their personal needs
  • 14. © 2015 SAGE Publications, Inc. • A concern for people involves: o Building trust o Providing good working conditions o Maintaining a fair salary structure o Promoting good social relations
  • 15. © 2015 SAGE Publications, Inc. • Relationship leadership behavior is about three things: o Treating followers with dignity and respect o Building relationships and helping people get along o Making the work setting a pleasant place to be
  • 16. © 2015 SAGE Publications, Inc. • Which student perspective on task and relationship styles do you identify with the most? • Task and relationship leadership behaviors are inextricably tied together. • A leader’s challenge is to integrate the two in an optimal way. • Understanding your personal styles of work and play can provide a better recognition of your leadership.
  • 17. © 2015 SAGE Publications, Inc. • When followers feel uncertain about their roles and responsibilities and want tasks to be clarified, task leadership is important. • When followers want to be affiliated or connected to others more than they want direction, relationship leadership is important. • Effective leaders recognize and adapt to followers’ needs.
  • 18. © 2015 SAGE Publications, Inc. Leadership Snapshot: Mick Wilz • Wilz’ unique relationship-oriented approach made the most difference. • Wilz is dyslexic and finds reading, writing, and spelling to be very difficult. • Because of his difficulties, Wilz relies heavily on visual communication, which was one reason he decided to inform employees about the redesign by showing, rather than telling them. • Wilz’s struggles and achievements have made him a more compassionate boss. “Because I had a difficult time when I was young, I believe in treating others as I would like to have been treated. I give employees second chances because I know what its like to struggle,” Wilz says.
  • 19. © 2015 SAGE Publications, Inc. • Using ideas from the chapter, describe Dan’s and Asher’s styles of leadership. • How will Asher’s employees, who are used to being able to manage themselves in their own way, respond to Dan’s task-oriented style? • How will Dan’s employees, who are used to being given clear direction and procedures, respond to Asher’s more relationship-oriented style? • If you were an employee at Co-Ed Cleaners, whom would you want Mark to let go? Explain your choice.
  • 20. © 2015 SAGE Publications, Inc. • We all have preferences when it comes to work based on task & relationships. • Our style preferences inform our leadership. • Understanding your personal styles of work & play can provide a better recognition of your leadership.