Term
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Definition
| highest level of performance that a group is capable of achieving at a given point in time |
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Definition
| performance difficulties experienced due to coordination and motivation problems |
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Term
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Definition
| increases in potential performance that results from new ways of motivating and coordinating group members |
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Term
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Definition
| when individuals exert less effort when they work in a group than when they work alone |
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Definition
| when own effort is reduced by group members due to social loafing by other group members |
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Term
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Definition
| when work of one member affects work of other members |
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Term
| pooled task interdependency |
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Definition
| results when each member of a group makes separate contributions to group performance |
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Term
| sequential task interdependence |
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Definition
| results when group members must perform specific behaviors in a predetermined order |
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Term
| reciprocal task interdependence |
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Definition
| results when the activities of all work group members are fully dependent on one another |
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Term
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Definition
| process gain, members are able to make more or better outputs when working together than combined efforts of individual members |
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Term
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Definition
| the attractiveness of a group to its members |
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Term
| factors of group cohesiveness |
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Definition
| size>similarities/diversity>competition>success>exclusiveness |
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Term
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Definition
| team of managers that report to CEO, determine what org is doing and develop plans to get goal |
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Term
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Definition
| team formed to develop new products, can be cross-functional, often used in high-tech industries |
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Term
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Definition
| r&d team created to speed up new product design and promote innovation in org |
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Term
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Definition
| a lot of communication and interaction is done electronically rather than face to face |
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Term
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Definition
| exercise of influence by a member of org on others to help gain org goal |
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Term
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Definition
| someone who can influence members to help or organize to obtain goals |
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Term
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Definition
| given authority by org to influence others in order to gain goals |
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Term
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Definition
| no formal authority to influence others but is able to influence with special skills or talents |
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Term
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Definition
| leader trusts, respects, and values good relationships with members (ppl oriented) |
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Term
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Definition
| leader makes sure that work gets done and members perform their jobs acceptably (task-oriented) |
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Term
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Definition
| positive reinforcement of desired behavior |
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Term
| leader punishing behavior |
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Definition
| negative response to member behavior due to undesirable behavior |
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Term
| contingency theory of leadership |
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Definition
| the leaders effectiveness is determined by both the personal characteristics of leaders and by the situations in which leaders find themselves |
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Term
| least preferred co-employee scale |
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Definition
| a questionnaire that measures leader style by scoring leaders responses to questions about the co-employee with whom they have the most difficulty working |
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Term
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Definition
| relationship btw leader and member |
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Term
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Definition
| extent to which the work is defined, wtf are we doing? ^uncertainty=V task structure |
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Term
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Definition
| amt that a formal leader has |
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Term
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Definition
| how leaders can motivate their members to attain goals and the kind of behavior leaders can engage in to motive members |
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Term
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Definition
| different ways leaders can make decisions and guides leaders in determining the extent to which members should par-take in decision making |
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Term
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Definition
| leader makes decision w/o input from subs |
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Term
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Definition
| subs have some input, but leader has final say |
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Term
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Definition
| leader is part of group that 2gether makes decision |
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Term
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Definition
| leader gives certain responsibilities to subs |
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Term
| leader-member exchange theory |
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Definition
| different kinds of relationships that may develop btw leader and member and what they give and receive from this relationship (in group, out group) |
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Term
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Definition
| something that acts in place of a formal leader and makes leadership UNnecessary |
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Term
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Definition
| something that blocks a leader from having any influence and negates a leaders efforts |
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Term
| transformational leadership |
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Definition
| leadership that inspires followers to trust the leaders, perform behaviors that contribute to the achievement of org goals, and perform at high levels |
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Term
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Definition
| a self-confident leader that can win members respect for visions of how good things COULD be |
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Term
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Definition
| leadership that motivates members by exchanging rewards for high performance and noticing and reprimanding subs for mistakes and sub-par performance |
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Term
| developmental considerations |
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Definition
| leader is supportive and encouraging towards members and gives opportunity to develop and grow on the job |
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Term
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Definition
| willingness of a person or group to have faith or confidence in the goodwill of another person, even though this puts them at risk |
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