Eg5551 Group Project
GROUP PROJECT IN
PROJECT MANAGEMENT
LEADERSHIP
K Hobbs, C Meadows, R Bosunia, T Irvine, G Lambert
16/05/2014
Group Project
EG5551
How does leadership style impact on project success, in particular
Transformational and Transactional styles and do different industries display varying traits ?
1
Leadership
Group Project
EG5551
Table of Contents
1. Acknowledgement
4
2. Abstract
5
3. List of Tables / Figures / Graphs
7
4. Introduction
8
5. Literature Review
5.1. Leadership and Management
5.2. Leadership Styles and Models
5.2.1. MBTI
5.2.2. Emotional Intelligence
5.2.3. Situational Leadership
5.2.4. Hay/McBer model which identified 6 distinct leadership styles
5.2.5. L4 model which contains …show more content…
The MBTI was developed by Isabel Briggs Myers and her mother, Katherine Briggs. Together they developed a test that helps people to ‘understand their own behaviour as well as the behaviour of others’ (Pittenger) by trying to understand the ‘type’ of person. There was a belief that a person would fit into 1 of 16 types. Briggs and Myers identified that these 16 types could be grouped into 4 main personality categories with ‘opposite preferences’, these 4 dimensions are known as:
Extroversion (E) vs Introversion (I)
This dimension considers the ‘perceptual orientation’ of the person. An extrovert would react to immediate and objective conditions in the environment, whereas an Introvert would look inward to their internal and subjective reaction to their environment.
Sensing (S) vs Intuition (N)
Someone with a ‘sensing preference’ would rely on their perceptions of what is real, whereas people who are ‘intuitive’ would rely on their non-objective and unconscious perception. Thinking (T) vs Feeling (F)
Someone who adopts the ‘Thinking preference’ would use their logic and rational processes to …show more content…
This style can often be found in teams of accountants, lawyers, researchers and technicians.
The Coaching Leader
Develops people for the future
This style emanates from the emotional intelligence competencies: empathy, developing others and self-awareness. A coaching leader will help employees to identify their strengths and weaknesses and help them to map these to their own personal career goals. This leader will encourage employees to develop a personal development plan for their career. They are good at delegating and therefore provide the employee with challenging assignments.
The research suggested that this coaching style was the least used of the six styles; probably most leaders thought it was too time-consuming. However, it can improve results by increasing flexibility and commitment. It works best with employees who are already aware of their strengths and weaknesses and really want to be coached. The approach is best avoided if employees are resistant to change and learning, or the leader lacks the expertise to be a good coach.
21
Leadership
Group Project
EG5551
The results of the Hay/McBer study clearly shows leaders utilising these styles will see
PROJECT MANAGEMENT
LEADERSHIP
K Hobbs, C Meadows, R Bosunia, T Irvine, G Lambert
16/05/2014
Group Project
EG5551
How does leadership style impact on project success, in particular
Transformational and Transactional styles and do different industries display varying traits ?
1
Leadership
Group Project
EG5551
Table of Contents
1. Acknowledgement
4
2. Abstract
5
3. List of Tables / Figures / Graphs
7
4. Introduction
8
5. Literature Review
5.1. Leadership and Management
5.2. Leadership Styles and Models
5.2.1. MBTI
5.2.2. Emotional Intelligence
5.2.3. Situational Leadership
5.2.4. Hay/McBer model which identified 6 distinct leadership styles
5.2.5. L4 model which contains …show more content…
The MBTI was developed by Isabel Briggs Myers and her mother, Katherine Briggs. Together they developed a test that helps people to ‘understand their own behaviour as well as the behaviour of others’ (Pittenger) by trying to understand the ‘type’ of person. There was a belief that a person would fit into 1 of 16 types. Briggs and Myers identified that these 16 types could be grouped into 4 main personality categories with ‘opposite preferences’, these 4 dimensions are known as:
Extroversion (E) vs Introversion (I)
This dimension considers the ‘perceptual orientation’ of the person. An extrovert would react to immediate and objective conditions in the environment, whereas an Introvert would look inward to their internal and subjective reaction to their environment.
Sensing (S) vs Intuition (N)
Someone with a ‘sensing preference’ would rely on their perceptions of what is real, whereas people who are ‘intuitive’ would rely on their non-objective and unconscious perception. Thinking (T) vs Feeling (F)
Someone who adopts the ‘Thinking preference’ would use their logic and rational processes to …show more content…
This style can often be found in teams of accountants, lawyers, researchers and technicians.
The Coaching Leader
Develops people for the future
This style emanates from the emotional intelligence competencies: empathy, developing others and self-awareness. A coaching leader will help employees to identify their strengths and weaknesses and help them to map these to their own personal career goals. This leader will encourage employees to develop a personal development plan for their career. They are good at delegating and therefore provide the employee with challenging assignments.
The research suggested that this coaching style was the least used of the six styles; probably most leaders thought it was too time-consuming. However, it can improve results by increasing flexibility and commitment. It works best with employees who are already aware of their strengths and weaknesses and really want to be coached. The approach is best avoided if employees are resistant to change and learning, or the leader lacks the expertise to be a good coach.
21
Leadership
Group Project
EG5551
The results of the Hay/McBer study clearly shows leaders utilising these styles will see