Term
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Definition
| the use of power and influence to direct the activities of followers toward goal |
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Term
| Leader-member exchange theory |
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Definition
| describes how leader-member relationships develop over time on a dyadic basis, can explain why those differences exist |
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Term
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Definition
| manager describes role expectations to an employee and the employee attempts to fulfill those expectations with his or her job behaviors |
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Term
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Definition
| the employee's expecations for the dyad get mixed in with those of the leader |
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Term
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Definition
| the degree to which the leader's actions result in the acheivement of unit's goal, the continued commitment of the unit's employees, and the development of mutual trust, respect, and obligation in leader-member dyads |
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Term
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Definition
| who becomes a leader in the first place |
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Term
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Definition
| the decision alone without asking for the opinions or suggestions of the employees in the work unit |
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Term
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Definition
| the leader presents the problem to individual employees or a group of employees, asking for their opinions and suggestiions before ultimately making a decision him-or-herself |
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Term
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Definition
| leader presents the problem to a group of employees and seeks concensus 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
| the leader gives an individual employee or a group of employees the responsibility for making the decision within some set of specific boundary conditions |
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Term
| time-driven model of leadership |
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Definition
| focus should be shift away from autocratic, consulative, facilitative, and delegative leaders to autocratic, consultative, facilitative, and delegatie situations |
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Term
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Definition
| the extent to which the leader defines and structures the roles of employees in pursuit of goal attainment |
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Term
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Definition
| the extent to whih leaders create job relationships characterized by mutual trust, respect for employee ideas, and consideration of employee feelings |
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Term
| life-cycle theory of leadership |
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Definition
| optimal combination of intiating structure and consideration depends on the readiness of employees in the work unit |
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Term
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Definition
| the degree to which employees have the ability and the willingness to accomplish their specific tasks |
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Term
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Definition
| leader provides specific instructions and closely supervises performance |
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Term
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Definition
| leaders supplements his or her directing with support and encouragement to protect the confidence levels of the employees |
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Term
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Definition
| the optimal combination of leader behaviors |
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Term
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Definition
| leader turns responsibility for key behaviors over to the employees |
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Term
| transformational leadership |
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Definition
| inspiring followers to commit to a shared vision that provides the meaning to their work while also serving as a role model whio helps followers develop theri own potential and view problems from new perspectives |
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Term
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Definition
| avoidance of leadership all together |
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Term
| passive management-by-exeption |
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Definition
| leader that waits around for mistakes and errors, then takes corrective action as necessary |
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Term
| active management-by-exception |
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Definition
| leader arranges to montior mistakes and errors actively and again takes corrective action when required |
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Term
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Definition
| a more active and effective brand of transactional leadership, in which the leader attains follower agreement on what needs ti be done using promised or actual rewards in exchange for adequate performance |
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Term
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Definition
| involves behaving in ways that earn the admiration, trust, and respect of followers, ausiong followers to want to identify with and emulate the leader |
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Term
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Definition
| behaving in ways that foster an enthusiasm for and commitment to a shared vision of the future |
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Term
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Definition
| behaving in ways that challenge followers to be innovative and creative by questioning assumptions and reframing old situations in new ways |
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Term
| individualized consideration |
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Definition
| behaving in ways that help followers acheive their potential through coaching, development, and mentoring |
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Term
| substitute for leadership model |
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Definition
| suggest that certain characteristics of the situaion can constrain the influence of the leader, making it more difficult for the leader to influence employee performance |
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Term
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Definition
| 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
| rduce importance of the leader, they themselves have no beneficial impact on performance |
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