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Definition
| leadership by someone who has influence over other based on individual inspirational qualities rather than formal power |
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| a type of position power based on a persons authority to administer punishements wither by with holding something that is desired or by giving out something that is not desired |
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| influence that assists a group or organization to meet its goals and objectives and perform successfully |
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| involves an awareness of others feelings and a sensitivity to one's own emotions and the ability to control them |
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| sharing of power with others, especially by those with high amounts of position power |
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| a type of personal power based on specialized knowledge not readily available to many people |
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| hersey and blanchards "ituational leadership model" |
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| a model that states that different types of appropriate leadership are contingent on some other variable in theis case"followers"readiness to learn new tasks" |
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| specific behaviors used to affect the behavior and attitudes of other people |
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| leader emember exchange (lmx) theory |
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| a theory suggesting that leaders develop different levels of relationships with different subordinates and that the quality of these individual relationships affects subordinate behaviors |
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| legitimate Power(formal authority) |
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| a type of position power granted to a person by the organization |
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| neutralizers of leadership |
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Definition
| aspects of the organization of work situation that can hinder the exercise of leadership |
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| organizational leadership |
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Definition
| an interpersonal process that involves attempt to influence other people in attaining organizational goals |
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| path goal theory of leadership |
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Definition
| a contingency theory of leadership that focuses on the leaders role in increasing subordinate satisfaction and effort by increasing personal payoffs for goal attainment and making the path to these payoffs easier |
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| power based on a persons individual characteristics |
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| power based on a persons position and ranks in an organization |
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| the capacity or ability to influence |
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| a type of personal power gained when people are attracted to or identify with that person |
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| a type of poistion power based on a person's authority to give out rewards |
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| the ability to read other poeple and their intentions and adjust ones own behavior in response |
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| relatively enduring characteristics of a person |
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| leadership that focuses on motivating followers self interest by exchanging rewards for their compliance; emphasis on having subordinates implement procedures correctly and make needed, but relatively routine changes |
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| transformational leadership |
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Definition
| leaderhip that motiviates followers to ignore self-intersts and work for the larger good of the organization to achieve significant accomplishments emphasis is on articulating a vision that will convince subordinates to make major changes |
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| motivation theory that focuses on learned needs such as those for achievement, power, and affiliation that become enduring tendancies |
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| motivation theories that focus on what needs a person is trying to satisfy and on what features of the work environment seem to satisfy those needs |
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| a motivation theory proposing that individuals will compare their circumstances with those of others and that such comparisons may motivate certain kinds of behavior//ratio calculations |
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| the absence of positive consequences for behavior, lessening the likelihood of that behavior in the future |
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| motivation theory that focuses on the thought process people use when choosing among alternative courses of action with their with their anticipated consequences |
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| assumes that human action is directed by conscious goals and intentions |
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| the gropu with an individual belongs |
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| job characteristics model |
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Definition
| approach that focuses on the motivational attributes of jobs by emphasizing threee sets of variables; core job characteristics |
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Definition
| increasing the complexity of a job to provide a greater sense of responsibility, accomplishment and achievement |
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| maslow's need hierachy theory |
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Definition
| states that people will attempt to fulfill basic needs, such as physiological and safety needs before making efforts ot satisfy other needs such as social and esteem needs |
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| set of forces that energize direct and sustain behavior |
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Definition
| undesireable consequences that by being removed or avoided following a behavior, increase the likelihood of that behavior being repeated in the future |
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| desirable consequences that by being given or supplied following a behavior increase the likelihood of that behavior being repeated in the future |
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| motivation theories dealing with the way different variables combine to influence the amount of effort people put forth...equity theory, expectancy theory, social cognitive theory, goal setting theory |
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| undesirable consequences given following behavior to decrease the likelihood it will be repeated |
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| an individual's confidence about his/her abilities to mobalize motivation, cognitive resources, and coureses of action needed to sucessfully execute a specific task within a given context |
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| a process theory that in part describes how to increase an individuals sense of self efficiency, thus increasing motivation...enactive mastery, vicarious learning, berbal persuasion, physiological or psychological arousal |
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| motivation theory that focuses on the presumed different effects of intrinsic job factors ( motivation) and extrinsic situations (hygiene factors) |
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Definition
| the degree of general importance that working has in the life of an individual at a point in time |
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| the degree to which members are motivated to remain in the group, depends on interpersonal attraction, generates a record of high performance and past success of the group, fastens competition with other groups |
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| command (supervisory) group |
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Definition
| a group whose members consist of a supervisor or manager and all those who report to that person |
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| a group that is either permanent or temporary (ad hoc) whose members meet only occasionally and otherwise report to different permanent supervisors in an organizations structure |
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| close adherence to the group's norms by the individual members |
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| a group that is designated, created, and sanctioned by the organization to carry out its basic work and to fulfill its overall mission |
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| a set of people, limited in number(3-20) who have some degree of mutual interaction and shared objectives |
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| a gropu whose members interact voluntarily |
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| a mode of thinkng in which persuit of agreement among members becomes so dominant that it overrides a realistic appraisal of alternative course of action |
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| a difference that occurs between groups |
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| differences that occur within groups |
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| a groups shared standards that guide the behavior of its individual members |
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| differences of opinion about the procedures a group should use to achieve its goals |
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| increasing costs of coordination as group size increases |
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| a temporary group put together by an organization for a particular purpose |
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| interpersonal differences among group members |
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| differentiated roles..a situation in which a member of a group faces two or more contrasting sets of expectations |
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| differentiated roles....a situation in which the expected behaviors of a group member are not clearly defined |
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| self managing( autonomous) work group |
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Definition
| a group that has no formally appointed supervisors but is similar to command gropus in that the members coordinate their organizational work as if they all report to some formally appointed supervisor; members usually appoint their own informal team leader |
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| the phenomenon of reduced effort per person in large groups...the larger the group the less satifaction |
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| the stading or prestige that a person has in a group, which can be based on a number of factors such as perceived leadership abilities, seniority, and special skills |
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| conflict that focuses on differences in ideas and cources of action in addressing the issues facing a group |
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| a type of group that has additional characteristics a high degree of interdependent, coordinated interaction and a strong sense of members' personal |
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| part of negotiation in which parties work together to attack and solve a problem |
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| the process of transfering info, meaning, and understanding from sender to receiver. encoding, medium decoding, noise...builds trust and shows respect |
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| identify patterns of communication within and between organizations, whether using formal or informal channels |
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| the overall difference between two cultures basic characteristics such as language, level of economic development, and traditions and customs...china vs us |
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| the act of interpreting a message |
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| messages sent from higher organizational levels to lower levels |
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| the ability to put yourself in someone else's place and to understand his/her feelings, situations, and motives |
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| the act of constructing a message |
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| the belief in the superiority and importance of ones own group |
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| formal communication channels |
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Definition
| routes that one authorized, planned, and regulated by the organization and that are directly connected to its official structure |
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| existing sets of attitudes that provide quick ways of interpreting complex messages |
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| individuals who are at the communication interface between seperate organizations or btw different units within the organization |
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| informal communication channel |
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| routes that are not prespecified by the organization but that develop through typical and customary activities of people at work |
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| impersonal, few cues to aid in decoding |
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| messages sent across essentially equivalent levels of an organization |
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| different media are classified as rich or lean based on their capacity to facilitate shared meaning |
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| the method of means of transmission of a message |
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the process of conferring to arrive at an agreement btw different parties, each with its own interests and preferentces
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| a party concerns and desires...what they want |
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| a partys stance regarding their interest |
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| a process of developing regular patterns of communication with particular individuals or groups to send and to receive info |
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| interference with the transmission or decoding of a message |
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| the process of screening out some parts of an indended message because they condradict our beliefs or desires |
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| the tendency to oversimplify and genralize about groups of people |
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