Leadership attitudes are the positive or negative feelings that come in about people, things, as well as issues (Lussier & Achua, 2010). There are three types of leadership attitudes and behavior theories that are discussed below. They are Theory X and Theory Y, the Pygmalion effect, and the self-concept theory. The three leadership theories attempt to bring an explanation as well as predict the behavior and performance according to a leader’s attitude towards followers or employees.
According to Lussier and Achua (2010), the Pygmalion effect proposes that leader’s attitudes and expectations towards their followers, and their treatment of them, predict and explain the performance and behaviors of the people. The self-concept effect on the …show more content…
Unlike Theory X where it is assumed that employees hate to work, employees love to work under little or no supervision and it is worthwhile noting that managers show a number of participative leadership skills in Theory Y. For motivation purposes, Theory Y employs the use of rewards which in return provides room for positive feedback from employees. On the other hand, managers in Theory X use external ways of control like retribution and threats. Theory X is a critical theory, autocratic, pessimistic and promotes vulnerability of employees. Theory Y has expectations on others to be successful. For Theory X, managers do not have confidence in motivating, hiring employees, and do not have a role to play in the success or failure of an employee. Theory Y, on the contrary, the opposite is very true and …show more content…
For example, in all three theories attitudes are the determining factors towards the performance of an employee. Therefore, the three theories have a great influence to the employees. Theory X and Theory Y, the Pygmalion effect, and self-concept theories use leadership styles based on attitudes towards the behavior and results of the employees. Additionally, both the Pygmalion effect and self-concept theories have direct influence to the performance of employees. The position of supervisors and managers in these theories are therefore very influential in the performance. In both theories, critical working qualities are dynamic so methods need to be restructured more often in order to reflect the productivity of employees. The Pygmalion effect and the self-concept theories are related to self-confidence. The belief that one can be successful determines it (Lussier & Achua, 2010).
Theory X and Theory Y and the self-concept theory have similarities as well in regards to leadership style based on attitudes. Positive self-concept through Theory Y leadership attitudes promote success and allows others to do the job their way. Negative self-concept with Theory Y leadership attitudes assume the leader is scared to make decisions, is unassertive and is highly accountable when goals are not met (Lussier & Achua,
According to Lussier and Achua (2010), the Pygmalion effect proposes that leader’s attitudes and expectations towards their followers, and their treatment of them, predict and explain the performance and behaviors of the people. The self-concept effect on the …show more content…
Unlike Theory X where it is assumed that employees hate to work, employees love to work under little or no supervision and it is worthwhile noting that managers show a number of participative leadership skills in Theory Y. For motivation purposes, Theory Y employs the use of rewards which in return provides room for positive feedback from employees. On the other hand, managers in Theory X use external ways of control like retribution and threats. Theory X is a critical theory, autocratic, pessimistic and promotes vulnerability of employees. Theory Y has expectations on others to be successful. For Theory X, managers do not have confidence in motivating, hiring employees, and do not have a role to play in the success or failure of an employee. Theory Y, on the contrary, the opposite is very true and …show more content…
For example, in all three theories attitudes are the determining factors towards the performance of an employee. Therefore, the three theories have a great influence to the employees. Theory X and Theory Y, the Pygmalion effect, and self-concept theories use leadership styles based on attitudes towards the behavior and results of the employees. Additionally, both the Pygmalion effect and self-concept theories have direct influence to the performance of employees. The position of supervisors and managers in these theories are therefore very influential in the performance. In both theories, critical working qualities are dynamic so methods need to be restructured more often in order to reflect the productivity of employees. The Pygmalion effect and the self-concept theories are related to self-confidence. The belief that one can be successful determines it (Lussier & Achua, 2010).
Theory X and Theory Y and the self-concept theory have similarities as well in regards to leadership style based on attitudes. Positive self-concept through Theory Y leadership attitudes promote success and allows others to do the job their way. Negative self-concept with Theory Y leadership attitudes assume the leader is scared to make decisions, is unassertive and is highly accountable when goals are not met (Lussier & Achua,