Term
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Definition
| The use of power and influence to direct the activities of followers toward goal achievement |
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Term
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Definition
| The ability to influence the behavior of others and resist unwanted influence in return |
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Term
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Definition
| A form of organizational power based on authority or position |
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Term
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Definition
| A form of organizational power based on the control of resources or benefits |
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Term
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Definition
| A form of organizational power based on the ability to hand out punishment |
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Term
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Definition
| A form of organizational power based on expertise or knowledge |
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Term
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Definition
| A form of organizational power based on the attractiveness and charisma of the leader |
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Term
| The contingencies of power (four) |
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Definition
Substitutability
Centrality
Discretion
Visibility |
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Term
| Most effective forms of influence tactics |
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Definition
Rational Persuasion
Consultation
Inspirational Appeals
Collaboration |
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Term
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Definition
| The use of behaviors to cause behavioral or attitudinal changes in others |
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Term
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Definition
| When targets of influence agree with and become committed to in influencers request |
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Term
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Definition
| When targets of influence are willing to do what the leader asks but do it with a degree ambivalence |
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Term
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Definition
| When a target refuses to perform a request and puts form an effort to avoid having to do it |
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Term
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Definition
| A conflict resolution style by which one party attempts to get his or her own goals met without concern for the other party's results |
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Term
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Definition
| A conflict resolution style by which one party wants to remain neutral, stay away from conflict or postpone the conflict to gather information or let things cool down |
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Term
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Definition
| A conflict resolution style by which one party gives in to the other and acts in a completely unselfish way |
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Term
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Definition
| A conflict resolution style whereby both parties work together to maximize outcomes |
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Term
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Definition
| A conflict resolution style by which conflict is resolved through give and take concessions |
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Term
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Definition
| A process in which two or more interdependent individuals discuss and attempt to come to an agreement about their aifferent preferences |
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Term
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Definition
| The degree to which the leader's actions result in the achievement of the unit's goals, the continued commitment of the unit's employees, and the development of mutual trust respect and obligation with followers. |
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Term
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Definition
| A leadership style where the leader makes the decision alone without asking for opinions or suggestions of the employees in the work unit |
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Term
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Definition
| A leadership style where the leader presents the problem to employees asking for their opinions and suggestions before ultimately making the decision him-or herself |
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Term
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Definition
| A leadership style Where the leader presents the problem to a group of employees and seeks consensus on a solution making sure that his or her own opinion receives no more weight than anyone else's |
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Term
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Definition
| A leadership style where the leader gives the employee the responsibility for making decisions within some set of specified boundary conditions |
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Term
| Time-Driven Model of leadership |
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Definition
| A model that suggests that seven factor, including the improtance of the decision, the expertise of the leader, and the competence of the followers, combine to make some decision-making styles more effective that others in a given situation |
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Term
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Definition
| A pattern of behavior where the leader defines and structures the roles of employees in pursuit of goal attainment |
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Term
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Definition
| A pattern of behavior where the leader creates job relationships characterized by mutual trust, respect for employee ideas, and consideration of employee feelings |
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Term
| Transformational leadership |
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Definition
| A pattern of behavior where the leader inspires followers to commit to a shared vision that provides meaning to their work while also serving as a role model who helps followers develop their own potential and view problems from new perspectives |
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Term
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Definition
| When the leader avoids leadership duties altogether |
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Term
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Definition
| A pattern of behavior where the leader rewards or disciplines the follower based on performance |
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Term
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Definition
| When the leader behaves in ways that earn the admiration, trust, and respect of followers, causing followers to want to identify with and emulate the leader |
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Term
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Definition
| When the leader behaves in was that foster an enthusiasm for and commitment to a shared vision of the future |
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Term
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Definition
| When the leader behaves in ways that challenge followers to be innovative and creative by questioning assumptions and re-framing old situations in new ways |
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Term
| Individualized consideration |
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Definition
| When the leader behaves in ways that help followers achieve their potential through coaching development and mentoring |
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Term
| Substitutes for leadership model |
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Definition
| A model that suggests the characteristics of the situation can constrain the influence of the leader, which makes it more difficult for the leader to influence employee performance |
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Term
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Definition
| Situational characteristics that reduce the importance of the leader while simultaneously providing a direct benefit to employee performance |
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Term
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Definition
| Situational characteristics that reduce the importance of the leader and do not improve employee performance in any way |
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