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Definition
| the process by which an individual exerts influence over other people and inspires, motivates, and directs their activitites to help achieve group or organizational goals |
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| an individual who is able to exert influence over other people to help achieve group or organizational goals |
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| personal leadership style |
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| the specific ways in which a manager chooses to influence other people--shapes the way that manager approaches planning, organizating, and controlling |
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| a leader who has a strong desire to serve and work for the benefit of others |
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| the authority that a manager has by virtue of his or her position in an organization's hierarchy |
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| the ability of a manager to give or withhold tangible and intangible rewards |
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| the ability of a manager to punish others |
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| power that is based on the special knowledge, skills, and expertise that a leader possesses |
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| power that comes from subordinates' and coworkers' respect, admiration, and loyalty |
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| the expansion of employees' knowledge, tasks, and decision-making responsibilities |
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| helps managers understand complex issues and solve problems |
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| helps managers make good decisions and discover ways to increase efficiency and effectiveness |
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| helps managers influence their subordinates to achieve organizational goals |
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| contributes to managers; effectively influencing subordinaes and persisting when faced with obstacles or difficulties |
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| helps managers deal with the many demands they face |
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| helps managers deal with uncertainty and make difficult decisions |
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| helps managers behave ethically and earn their subordinates' trust and confidence |
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| helps managers avoid acting selfishly, control their feelings, and admit when they have made a mistake |
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| behavior indicating that a manager trusts, respects, and cares about subordinates |
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| behavior that managers engage in to nsure that work gets done, subordinates perform their jobs acceptably, and the organization is efficient and effective |
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| relationship-oriented leaders |
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Definition
| leaders whose primary concern is to develop good relationships with thier subordinates and to be liked by them |
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Definition
| leaders whose primary concern is to ensure that subordintaes perform at a high level |
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| the extent to which followers like, trust, and are loyal to their leader; a determinant of how favorable a sittuation is for leading |
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| the extent to which the work to be performed is clear-cut so that a leader's subordinates know what needs to be accomplished and how to go about doing it' a determinant of how favorable a situation is for leading |
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Term
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Definition
| the amount of legitimate, reward, and coercive power that a leader has by virtue of his or her position in an organization; a determinant of how favorable a situation is for leading |
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Term
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Definition
| a contingency model of leadership proposing that leaders can motivate subordinates by identifying their desired outcomes, rewarding them for high performance and the attainment of work goals with these desired outcomes, and clarifying for them the paths leading to the attainment of work goals |
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Term
| path-goal theory provides managers with three guidelines |
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Definition
1. find out what outcomes your subrodinates are tyeing to obtain from their jobs and the organization
2.reward subordinates for high performance and goal attainment with the outcomes they desire
3.clarigy the paths to goal attainment for subordinates, remove any obstacles to high performance, and express confiddence in subordinates' capabilities |
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