Term
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Definition
| definition:in control of subordinates. it is readily encoded for men. persons who are agentic are assertiveness, competitiveness, independence, courageousness, and is masterful in achieving their task at hand. |
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Term
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Definition
| Definition: Communal traits entails the tendency to be friendly, unselfish, and expressive |
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Term
| What happens when women act inconsistently with communal traits |
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Definition
a. will be critized for not being communal.
b. be considered "lose" |
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Term
| What is the “double bind” |
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Definition
a. women should be communal
b. leaders should be agentic |
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Term
| how does double bind impact leadership emergence and effectiveness? |
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Definition
a. women leaders who are highly communal will be critized for not being agentic (not respected)
b. women who are highly agentice can be criticized for not bing communal (not liked) |
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Term
| what trait(s) are associated with leadership emergence and effective leadership |
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Definition
| openness to experience, conscientiousness, extraversion, agreeableness |
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Term
| What were the two basic leadership behaviors that both the Ohio State and Michigan studies found? |
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Definition
| people-oriented and task-oriented |
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Term
| What were the basic findings of the behavioral theories of leadership? What did the behavioral theories ignore? |
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Definition
a. there is no one ideal set of leadership behaviors
b. the behavior that works in one place might not work in another
c. people-focused interpersonal behavior is popular
ignored: the situation; the task; the follower/group |
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Term
| – was Blake & Mouton’s Managerial Grid an effective leadership development tool? Why or why not? |
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Definition
| no. because it is not related to leadership behavior; it ignores the situation, task. |
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Term
| How do men and women tend to differ on leadership behaviors? |
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Definition
under both men and women are task-oriented;
but women leaders tend to be slightly more interpersonally oriented;
women leaders tend to act more democratically than men, but could be more autocratic in a male-dominated setting |
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Term
| what was the primary value of the contingency theory of leadership |
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Definition
The model states that there is no one best style of leadership. Instead, a leader's effectiveness is based on the situation.
Contingency theory doesn't ignore the situation but also adjust the leadership traits and behaviors based on what situation the task is currently at. |
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Term
| Hersy & Blanchard's situational leadership |
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Definition
| effective leadership determined by the leader's behavior and the subordinates' maturity level |
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Term
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Definition
| effective leadership determined by the leader's behavior, subordinate's characteristics and the situation. |
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Term
| what were the primary leadership styles that emerged from the contingency theories of leadership? |
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Definition
| delegating, supporting, coaching, directing |
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Term
| differences between Transactional and transformational leadership? |
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Definition
Transactional:
1. exchange between leader and follower
2. leader provides rewards and punishment
3. follower provides support for or obedience to the leader
Transformational:
1. visionary leader changes the way the follower thinks about him/herselg and the task
2. follower trusts the leader
3. follower engages in the task as an end in itself |
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Term
| what are the four components of transformational leadership? on which components do men and women differ |
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Definition
four components:
a. individualized consideration.
b. intellectual stimulation
c. idealized influence
d. inspirational motivation
1. women exhibit more transformational leadership than men
2. men exhibit more transactional leadership than women.
3. men exhibit more laissez faire leadership than women. |
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Term
| differences in leadership style between men and women? |
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Definition
1. men and women appear to have different leadership styles, but it can be attributed to different roles men and women leaders are in; women having to navigate 'double blind' expectation
2. the differences in leadership style is very small |
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Term
| Demand for long hours, travel & relocation |
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Definition
long hrs: many higher level jobs requires more hrs worked, and the performance evaluation is based on it too, but many women don't get this chance because org believe that women won't contribute that much due to domestic cares.
Travel & Relocation:
sometimes companies frequently relocate males, and the moving of male ends up with moving the whole family including the working mom. therefore, she doesn't have enough time to contribute to one company. it detriments dual-income family. |
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Term
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Definition
1. time demands: often occur after work but women have child/family obligations
2. male dominated netweorks: they bind with sport, poker etc. women hard to get involve.
4. mentor: hard for women to obtain.
3. women only network: limited opportunity for advancement |
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Term
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Definition
| the higher organizatoinal culture usually has a masculine culture that prevents women to join. |
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Term
| Difficulty obtaining desirable assignments |
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Definition
demanding job experience often good for promotion. but women are hard to get these assignments:
1. org afraid of failure if giving to women.
2. org believe that women have work-family conflict
3. perception that women are better in staff jobs other than line jobs. |
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Term
| Organizational solution: flexible work |
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Definition
some common practices could be: 1. parttime work; job share; flexible working hr; telecommute;
advantage: recruit and retention talents; a public image of a Good place to work
disadvantage: may derail women who use it; may impact women who don't use it |
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Term
| Organizational solution: recruitment |
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Definition
1. go beyond informal social netweorks
2. transparently posted positions
3. clear and objective criteria
4. affirmative action |
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Term
| Organizational solution: performance evaluation |
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Definition
phenomenon: evaluation is biased. men tend to giver higher grade to men.
solution: train and aware the bias.
2. ensure a clear standard.
3. monitor evaluation: 360? |
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Term
| Organizational solution: developing women leaders |
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Definition
1. emphasize developing all employee.
2. signal confidence in women
3. provide opportunities for 360 feedback
4. encourage social network development
5.cultivate negotiation skills
6. use women leaders as model |
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Term
| Organizational solution: reducing tokenism |
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Definition
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Term
| advantage of providing family friendly benefits |
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Definition
1. retain, attract talents
2. better productivity
3. higher loyalty
4. Cultivating Employee Engagement
5. yields a competitive advantage |
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Term
| disadvantage of providing family friendly benets |
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Definition
1. costly
2. requires a reasonable arrangement in order to prevent employees being less committed to the work |
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Term
| why org develop women as leaders |
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Definition
1. the performance of the company will increase. ROE, ROS, Roinvested Capital
2. broader representation
3. the policy will tune to the demographic |
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Term
individual solution:
demonstrate competency (agency) |
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Definition
1. seek challenging opportunities--take risks
2. take credits for accomplishement
3. learn how to speak up |
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Term
individual solution:
demonstrate communal traits |
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Definition
1. solicit participation from others
2. express warmth to others |
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Term
individual solution:
negotiate effectively |
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Definition
1. know your worth
2. speak up |
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Term
individual solution:
build social capital |
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Definition
1. participate in networks with men and women
2. find a mentor |
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Term
negotiation:
position & Interest |
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Definition
position:
statement of what you want. the basis of negotiation.
Interest:
reason or motive behind what you want; interest is easier to satisfy than position. |
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Term
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Definition
| best alternative to negotiated agreement |
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Term
| how can you best prepare for a negotiation |
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Definition
1. set the agenda at the beginning of the meeting
2. anchor an initial reference point |
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Term
| what is the anchor in a negotiation |
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Definition
is the initial reference point.
negotiation revolves around the first numbers stated.
2. know the range
3. don't start too low
4. be confident
5. have preparation: have good alternatives; have good criteria; better explain why a better number
6. ask why |
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Term
| why do women negotiate lower salary |
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Definition
1. may not know their worth
2. men are more likely than women to negotiate salary
3. men tend to ask for higher salary
4. women tend to satisfy with lower salary |
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Term
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Definition
| when situation is not clear. particularly the bargain range is unsure. |
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Term
| How do men and women differ in their approach to negotiation when situational ambiguity is low? High? |
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Definition
when low situational ambiguity: bargain range is clear. men & women perform similarly.
when high situational: bargain range is unclear; men negotiate better than women; women and men perform equally when negotiate on behalf of others. |
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Term
| What are two primary ways people can build social capital? |
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Definition
1. networking
2. mentoring |
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Term
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Definition
1. emotional support
2. contacts with clients
3. job prospects |
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Term
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Definition
1. encouragement, friendship
2. more opportunity and development
3. job referrals |
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