Presented by : Sitynoryasmin Binti Ahmad Khairuddin Norhasliza Binti Ibrahim Azlida Binti Osman.
Chapter 12 Strategic Leadership by Executives Group members: Aw Hoay Hoay Fatin Shafina Binti Mahadi...
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Transcript of Chapter 12 Strategic Leadership by Executives Group members: Aw Hoay Hoay Fatin Shafina Binti Mahadi...
![Page 1: Chapter 12 Strategic Leadership by Executives Group members: Aw Hoay Hoay Fatin Shafina Binti Mahadi Nurulain Binti Zakaria Tan Mei Yee.](https://reader035.fdocuments.in/reader035/viewer/2022062318/551aedea55034606048b5f6d/html5/thumbnails/1.jpg)
Chapter 12 Strategic Leadership by Executives
Group members:
Aw Hoay HoayFatin Shafina Binti Mahadi
Nurulain Binti ZakariaTan Mei Yee
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AbstractThis chapter study about the importance of strategic leadership by executives and is supported by three types of research which are studies of CEO succession, case studies of strategic leaders and survey field studies on CEO behavior and firm performance. Executives need understand the constraint and take appropriate action to influence performance determinants such as efficiency and process reliability, human relations and resources and adaptation to the environment in order to reach organizational effectiveness. Besides single leadership by executive, shared leadership by an executive team are also likely to be effective. In addition, monitor the environment and formulate a good competitive strategy is important for the executive to achieve organizational effectiveness.
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Organizational Performance
Adaptation to the
Environment
Efficiency and
Process Reliability Human
Resources and
Relations
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Adaptation to the Environment
Responding in appropriate ways
Important when volatile and uncertain
More likely to be successful with a relevant competitive strategy
Can be enhanced
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Efficiency and Process Reliability Efficiency = Minimize costs and avoid
wasted effort and resources Important when offer lower price or financial
crisis Process Reliability = Avoiding delays, errors,
quality defects or accidents Important component for efficiency Improve by using extra resources to
produce quality and standard product or services
Improve when saving > cost
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Human Resources and Relations
Human capital = Quality of organization’s human resources
Related to efficiency and adaptation
Eg: Talented, dedicated employees often instrumental for the achievement of both efficiency and adaption
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WAYS TO INFLUENCE THE PERFORMANCE DETERMINANTS
Leadership
Behaviors
Programs, Systems, and
Structure
Decisions about
Competitive Strategy
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Leadership Behaviors
Three general types Task oriented behaviors Change oriented behaviors Relations oriented behaviors Effectiveness is depends on particular
situation Eg: Change oriented behaviors relevant
in rapidly changing environment and used more by top executives
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Programs, Systems, and Structure
Implementing or modifying formal programs, management systems and aspect of formal structure
An indirect leadership and is complementary with direct leadership
More likely to accept or success if explain by, how will benefit, encourage to participate
Can enhance or limit the leadership behavior Serve as substitutes for some types of direct
behaviors
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Decisions about Competitive Strategy
Decisions about competitive strategy are important source of influence
Primary focus on adaption but is difficult improves unless consistence changes are made in efficiency and human capital
Required some modification of management program and may involve negotiation
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Need for Flexible, Adaptive Leadership
Focus on multiple performance determinants
One cannot be improved without consistent changes in other
Need to find a balance between priorities
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Coordinating Leadership Across Levels and Subunits
Decisions cant implemented successfully without support from all level leader
Conflict and resistance will cause drop in performance
Difficult to achieve cooperation and coordination across levels and subunits
Can coordinate or minimize by have a relevant core ideology or increase involvement of different leader in strategic decisions making
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Constraints on Executives
CONSTRAINTS
EXTERNALINTERNAL
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Constraints on Executives
Internal Coalitions in the organizationsBernard (2007) Agency theory & behavioral model
Organization cultureResistance to change
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Constraints on Executives
External Products & services, market External stakeholders Perceive of organization performance
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Constraints on Executives
Constraints and executive traits as Joint Determinants Interaction Situation and different traits of
leader
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• Constraints and executive traits as Joint Determinants
InternalConstraints
ExternalConstraints
Leader’s Personality
& Skills
Leader’s Behavior
Constraints on Executives
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Situation and different traits of leader
▪CEO=figurehead▪consevative, risk-adverse, compliant
▪more freedom▪ambitous, dynamic, innovative
SEVERE CONSTRAINTS
LEAST CONSTRAINTS
Constraints on Executives
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Conditions Affecting the Need for Strategic Leadership
Periods of Reorientation Periods of Convergence Influence of Top Management
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Role of top management
Conditions Affecting the Need for Strategic Leadership
Reorientation Periods
Convergence Periods
TIME
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Conditions Affecting the Need for Strategic Leadership
Periods of Reorientation Intense activity due to major changes
in organization Whole organization will be affected Concurrent changes in interrelated
aspects of strategy, structure, processes and people are required
Resistances are unavoidable Guidance and coordination is
necessary
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Conditions Affecting the Need for Strategic Leadership
Periods of Convergence Relatively longer periods
compared to reorientation Small incremental changes occur
for better adaption to environment
Pros & cons
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Conditions Affecting the Need for Strategic Leadership
Influence of Top Management Tushman & Romanelli (1985)
Forces for
stability
Forces for
change
Top managementMechanism for
mediatingConvergen
cePeriods
Reorientation
Periods
LessPotentialimpact
LargerPotenti
alimpact
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Conditions Affecting the Need for Strategic Leadership
Influence of Top Management When strategy is already not
relevant, executive often try to improve the existing strategy rather than introduce a new one.
Major changes are hard to implement since support are difficult to get.
Majority of reorientation are initiated by new leadership
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Political Power and Strategic Leadership
Power of coalitions also influence change
Hickson et al. (1971) stated more power goes to subunits with distinct expertise who can solve critical problems
Salancik & Pfeffer (1977) highlighted that political tactics is used to increase or protect their power even after their expertise is no longer critical
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Executive Tenure and Strategic Leadership
Hambrick & Fukutomi life cycle model
Greatly Influenced By Implicit Mandate
Experiment with
different approache
s
Narrow minded
and inflexible
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RESEARCH ON EFFECT OF CEO LEADERSHIP
Succession studyCase studySurvey field study
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STUDIES OF CEO SUCCESSION
“succession studies” attempt to determine how a change in top leadership affects indicators of organizational performances.
Problem: Erroneously interpreted result.
There is three failure: To correct org size To correct dollar-denominated To allow enough time for new leaders to
influences quantitative performances outcomes. Researcher do not take account the effects of
CEO skill.
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HOW TO SOLVE THE PROBLEM?
Need to consider internal and external constraints on a successor CEO. Company financial condition. Changing economic.
Timing of succession and timing of the performances outcomes also important.
Succession on the important of CEO have no conclusion because of the many methodological problem.
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CASE STUDY OF STRATEGIC LEADERSHIP
Study the influences of the CEO on the performances.
Sources info : Interview, questionnaires, company
record, annual report, financial database. Biographies, autobiographies, magazine
article Case studies of chief executive:
Examine type of decision and action that account for success or failure.
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INTENSIVE CASE METHOD
Involved analysis of the decision and action.
Involved the chief executive of a large company in times of uncertainty.
Provide alternative way to explore the effect of CEO succession.
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COMPARATIVE CASE
To see similar pattern of strategic decision and behavior.
To compare more or less successful CEOs in similar companies.
Examine CEOs who initially successful but latter experiences failure
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LIMITATION OF CASE STUDY
Difficult to get accurate information Information given is biased
Close with CEO. Fear of their reputation. Non-disclosed agreement
Even when accurate info can be obtained, it maybe difficult to asses the influences of single CEO.
Suggestion: Researchers make a systematic effort to
gather the relevant information.
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SURVEY FIELD STUDY
CEO behavior and firm performances. Examines the relationship between
CEO charismatic leadership and organizational performances.
Data:QuestionnaireArchival data.
Subordinate were ask to rate the charismatic leadership of their boss.
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EFFECTIVENESS is depend on: Correlated with corporate financial performances Environmental uncertainty
Theories of transformational and charismatic leadership are focused primarily on the way leaders influences relations.
PROBLEM: Do not explain a chief executive’s impact on other
organizational-level determinant.Strategic leadership- “managing” rather than
“leading”
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STRATEGIC LEADERSHIP BY EXECUTIVE TEAMS. Potential advantages of executive teams: Better strategic decisions when members have
relevant skills and knowledge that the CEO lacks. Members have relevant skills and knowledge that
CEO lack. Decision made. (interest of the member/quality) Important task become easy (share burden) Communication and cooperative among
executives from diff subunit is improved (meeting)
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Depends on:
Situation Important in Complex Rapidly changing environment that
places many external demand on CEO. Teams member (diverse) Attitude, personality and skill of the
CEO.
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It is more difficult to develop mutual trust and cooperation when team members represent subunits with different objectives or members are competing to become the successor to current CEO.
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Executive teams and organization effectiveness
Emphasis on decision making Important element to ensure the
effective of the decision-organization member
Find out-by using simultaneous evaluation and related other strategic decision + consider about technical planning = effective of decision making
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Two Key Responsibilities For Top Executive
Responsible that usually important compare to lower-level leader
Offer guideline to ensure that the responsibilities undertaken are effectively
Monitoring the
environment
Developing competitive
strategy
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Monitoring the Environment
External environment & identify threats and opportunities for org.-provide information that need for strategic planning.
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Guidelines
Identify relevant information to gather
Use multiple source of relevant information
Learn what client and supplier need & want
Learn about the product and activities of competitors
Relate environmental information to strategic plan
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Developing Competitive Strategy
Compete effectively in the marketplace and remain profitable.
Competitive strategy-different, low-cost, well-knowledge
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Guidelines
Determine long term objectives and priorities
Assess current strengths and weaknesses Identify core competencies Evaluate the need for major change in
strategy Identify promising strategies Evaluate the likely key outcomes of strategy Involves others executive in selecting
strategy
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The End
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Reference
Gary Yukl. (2010). Leadership in Organizations Seventh Edition. Selangor: Prentice Hall.