This leader recognizes major constituencies and develops ties to their leadership. Conflict is managed as this leader builds power bases and uses power carefully. The leader creates arenas for negotiating differences and coming up with reasonable compromises. This approach is appropriate where resources are scarce or declining, where there is goal and value conflict and where diversity is high. People will give loyalty to an organization that has a unique identity and makes them feel that what they do is really important.
Symbolism is important as is ceremony and ritual to communicate a sense of organizational mission.
These leaders tend to be very visible and energetic and manage by walking around. Often these leaders rely heavily on organizational traditions and values as a base for building a common vision and culture that provides cohesiveness and meaning. This approach seems to work best when goals and information are unclear and ambiguous, where cause-effect relations are poorly understood and where there is high cultural diversity. Comparing the Four Frameworks Each of the four frameworks approaches management tasks differently as can be seen in the following table. Leadership A study done by Bain and Co. of 161 top executives.