First and ten leadership: A historiometric investigation of the CIP leadership model
Section snippets
History of the CIP model
Max Weber is well known for his impact on modern day perspectives of management, shaping many of our current views on bureaucracy and organizational functioning (Adair-Toteff, 2005, Miller, 1963, Weiss, 1983). One of his more notable contributions included propositions about differing styles or approaches to leadership which he referred to as the three types of management authority (Weber, 1924). The first was termed “traditional” and included leaders who emphasized a strong focus on the past.
Charismatic, ideological and pragmatic leadership: defining the CIP model
As a result of observations such as those noted above, Mumford (2006) and colleagues (e.g., Bedell-Avers, Hunter, & Mumford, 2009) returned to, and expanded on, Weber's (1924) original classification by conducting a series of studies extensively examining this tri-style leadership perspective comprised of charismatic, ideological and pragmatic leaders or more simply termed the CIP model of leadership. We will now explore this model, its core tenets, the results of the studies examining it, and
Early studies
To date, there has been a reasonably strong collection of studies investigating the CIP model — a number approaching 15 empirical efforts. We should note that in this review of previous research we will focus only on those studies that have expressly examined the CIP model and not on those studies that are congruent with the model (e.g., Collins, 2001, Pasternack and O'Toole, 2002, Pasternack et al., 2001, Tsui et al., 2006, Weber, 1924). As mentioned earlier, one of the earliest studies
The CIP model and domain
Careful consideration of the previous studies examining the CIP model also reveals a trend that is both valuable and in some ways, problematic. Specifically, historical leaders were chosen from a wide variety of domains including political, business, military, and social justice. The use of domain breadth in sample selection is beneficial in that it allows for some degree of external validity — that is, the results can be reasonably generalized to multiple domains due to the broad sampling of
Sample
The historiometric sample used in the study was comprised of championship winning NFL and college head football coaches. Although the subordinates may differ somewhat from college to professional ranks, the general leadership tasks associated with coaching at the two levels are roughly equivalent — albeit with some notable differences (e.g., slight rule changes, increases in pay). This relative comparability is evidenced by several coaches who have made the transition from college to
Results
Descriptive results including means, standard deviations and correlations are presented in Table 3. The results of the MANCOVA are presented in Table 4. With regard to control variables, all covariates were entered simultaneously and assessed for their applicability to the analyses. To maximize degrees of freedom (Tabachnick & Fidell, 2001), only those covariates significant at p < .20 were retained in final multivariate and univariate analyses, resulting in three retained control variables:
Discussion
Before turning to the broader implications of the study, it is important to bear in mind a few limitations. The first is the somewhat small sample size of football coaches used in the study, which may be viewed as limiting the capacity to observe predicted effects affiliated with the model. Although we concede that the sample size is not overwhelming, we do feel justified with the sample size given that the hypothesized differences examined in this study were the fundamental tenants of the CIP
Acknowledgements
We would like to thank Brandon Vessey, Pamela Batson, Natalia Ayub, and Zachary Slaybaugh for their efforts on the project. We would also like to thank Dr. Michael Mumford along with the three anonymous reviewers for their suggestions and help in improving the manuscript.
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