Term
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Definition
A means for testing objective theories by examining the relationship among variables.
Problems
Statements of relationships
(a.k.a. Hypotheses)
Constructs, variables
Tests empirical data
Looks at relationships between variables |
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Term
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Definition
A means for exploring and understanding the
meaning individuals or groups ascribe to a social or
human problem.
Problems
Research questions
Ask for an exploration of the central phenomenon or
concept in a study
▪ The intent is to explore the complex set of factors
surrounding the central phenomenon and present the
varied perspectives or meanings that participants hold.
▪ Ask how
▪ Focus on a single phenomenon or concept
▪ Use exploratory verbs, such as discover, explore,
describe, seek to understand |
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Term
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Definition
| Do a search in the library's online catalog? |
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Term
| Controversy #1 Specialized role or shared influence process? |
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Definition
| Specialized role (someone in charge who makes all of the decisions, emphasis on attributes of a leader, how leader is chosen, traits, what behavior leader has on members of group) vs shared influence process (ldsp responsibilities shared among group; emphasis on context/conditions of dynamic of group influence on how power is shared; focuses on group processes) |
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Term
| Controversy #2 What type of influence and outcome? |
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Definition
| Influence that results in an enthusiastic commitment by followers; influence that results in indifferent compliance or reluctant obedience. |
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Term
| Controversy #3 The purpose of influence and its outcomes |
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Definition
| Ethical and beneficial for the organization/themselves vs intended purpose or actual beneficiary is irrelevant |
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Term
| Controversy #4 Influence process |
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Definition
| Influence is a rational process vs an emotional process |
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Term
| Controversy #5 Leadership vs management |
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Definition
| qualitatively different and mutually exclusive; assumes leaders/managers have incompatible values and different personalities; managers do things right, leaders do the right thing |
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Term
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Definition
| Emphasizes attributes of leaders such as personality, motives, values, and skills. More recent trait approach examines leader values that are relevant for explaining ethical leadership |
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Term
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Definition
| Examines how managers spend their time and the typical pattern of activities, responsibilities, and functions for managerial jobs. Descriptive methods, direct observation, diaries, etc. Another subcategory focuses on identifying effective leadership (survey field study with a behavior description questionnaire). |
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Term
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Definition
| Examines influence processes between leaders and other people. Seeks to explain leadership effectiveness in terms of the amount and type of power possessed by a leader and how power is exercised. Used questionnaires and descriptive incidents to determine how leaders influence the attitudes and behavior of followers. |
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Term
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Definition
| Emphasizes the importance of contextual factors that influence leadership processes. Includes the characteristics of followers, the nature of the work performed by the leader's unit, the type of organization, and the nature of the external environment. |
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Term
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Definition
| An example would be the self-concept theory of charismatic leadership which attempts to explain why the followers of some leaders are willing to exert exceptional effort and make personal sacrifices to accomplish the group objective or mission. |
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Definition
| leadership that is involved in leading in a manner that respects the rights and dignity of others7. “As leaders are by nature in a position of social power, ethical leadership focuses on how leaders use their social power in the decisions they make, actions they engage in and ways they influence others”. |
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Term
| Yukl's defintion of leadership |
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Definition
The process of influencing others to understand and
agree about what needs to be done and how it can be
done effectively, and the process of facilitating
individual and collective efforts to accomplish the
shared objectives” |
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Term
| How leadership is viewed now (similarities) |
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Definition
| most definitions share the assumption that it involves an influence process concerned with facilitating the performance of a collective task. |
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Definition
| Planning/scheduling work, coordinating subordinate activities, provide necessary resources, help subordinates set high and achievable goals |
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Term
| Relation oriented behaviors |
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Definition
| Show trust/confidence in subs, act friendly/considerate, try to understand sub problems, development of sub careers, allow subs autonomy |
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Term
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Definition
| Initiating structure (assigning tasks to subordinates, maintaining standards of performance, emphasizing meaning of deadlines), Consideration (people, relationships, do favors for subs, listen to subs), Leader Behavior Description Questionnaire |
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Term
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Definition
| Task oriented, relations oriented, participative leadership |
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Term
| Blake and Mouton's Managerial Grid |
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Definition
| Focuses on concern for people and concern for production. |
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Term
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Definition
| (9,1) High concern for task, low concern for relationships |
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Term
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Definition
| (1,9) High concern for relationships, low concern for tasks |
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Term
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Definition
| (1,1) Unconcerned for task and people |
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Term
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Definition
| (5,5) Intermediate concern for both, compromises, avoid conflict |
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Definition
| (9,9) High concern for task and relationships; makes priorities clear, determined, enjoys working, Google |
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Term
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Definition
| "Benevolent Dictator" Ex: Willy Wonka; Combo of County club and Authority compliance but doesn't integrate them |
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Term
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Definition
| Any of the styles in order to get ahead personally. |
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Definition
| When you do something you get a reward; perception of follower that leader will give reward |
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Definition
| Person wants to avoid consequences |
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Definition
| Based entirely on formal authority; perception that leader has this authority |
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Definition
| Based on expertise and knowledge; only works if other people don't have that expertise. |
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Definition
| Based on desire to please leader because of their admiration for you. |
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Definition
| Same knowledge as leader (upwards and downwards)Subs may have more knowledge than leader about something and use this as leverage and vice versa. |
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Term
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Definition
| Workplace environment, when tasks get done (AKA: Situational engineering) |
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Term
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Definition
| Based on the idea that leader has power to benefit group in exchange for something (materially or psychologically). Results in an increase in the status, influence, and power of the leader. A leader who fails to show initiative and deal with problems will lose esteem and influence, just the same as one who proposes actions that are unsuccessful. |
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Term
| Impression management influence |
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Definition
| Intended to influence people to like the agent or have a favorable evaluation of the agent. Ex: Providing praise, talking about one's achievements. |
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Term
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Definition
| Influence organizational decisions or otherwise gain benefits for an individual or group. Ex: Influencing the agenda for meetings to include your issues, or influencing decision makers. |
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Term
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Definition
| Have an immediate task objective, such as getting the target person to carry out a new task, change the procedures used for a current task, provide assistance on a project, or support a proposed change. |
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Term
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Definition
| Used to resist an unwanted influence or to modify the agent's request/proposal to be more acceptable to the target person. |
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Term
| Rational persuasion (proactive tactic) |
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Definition
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Term
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Definition
| Appeal to person's values/emotions |
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Definition
| Decision has been made but leader still needs support/input from staff. |
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Definition
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Term
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Definition
| Outcome in which the target person internally agrees with a decision or request from the agent and makes a great effort to carry out the request or implement the decision effectively. |
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Definition
| Outcome in which the target is willing to do what the agent asks but is apathetic rather than enthusiastic about it and will only make minimal effort. |
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Term
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Definition
| Outcome in which the target person is opposed to the proposal or request, rather than merely indifferent about it. |
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Term
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Definition
| Want to avoid consequences |
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Term
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Definition
| Your inner values; support of the leader |
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Term
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Definition
| Want to please leader, go along with leader, feel good about oneself |
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Term
| Effective leadership traits |
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Definition
| High energy level and stress tolerance, self-confidence, internal locus of control, emotional maturity, personal integrity, socialized power motivation, moderately high achievement, low need for affiliation |
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Term
| pattern of needs that Managers in large organizations need |
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Definition
high socialized nPow,
moderately high nAch,
low nAff |
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Term
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Definition
| concerned with things, knowledge about methods, processes, technique; technical expertise |
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Definition
| Concerned with people; knowledge about human behavior; understanding feelings and motives of others; ability to communicate; ability to establish relationships |
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Definition
| Concerned with ideas; analytic ability, logical thinking, creativity, reasoning |
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Term
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Definition
| (extrovert, nPow, energy)Has a positive effect on others. |
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Term
| conscientiousness (big 5) |
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Definition
| dependability, nAch, integrity |
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Term
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Definition
| nAff, optimistic, sympathetic |
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Term
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Definition
| emotional stability, self-esteem, self-control |
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Definition
| open minded, open to learning, curious |
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Term
| Leader-member relation (LPC Situational variable) |
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Definition
| Group atmosphere cooperative subs; relations are good when subs like, trust leader; relations are poor when there is friction in the group |
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Term
| Position power (LPC Situational variable) |
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Definition
| Authority of leader to evaluate subs and reward/punish; power is strong w/authority, power is weak when no authority is present |
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Term
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Definition
| standard operating procedures; detailed descriptions; objective indicators of performance |
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Term
| Hersey and Blanchard Situational LDSP theory |
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Definition
To be effective leaders must adapt their style to
the demands of the situation.
Leaders match their style to the competence
and commitment of subordinates
Emphasizes what leaders should and should not do in situations |
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Term
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Definition
How the situation moderates the relationship
between leadership effectiveness and a trait measure called LPC score. Emphasizes context of leadership and follower response.
High LPC: motivated to have close relationships with subs, supportive/considerate.
Low LPC: strict, task oriented. |
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Term
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Definition
| Explains how the behavior of a leader influences the satisfaction/performance of subs. Based on expectancy theory. |
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Term
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Definition
| subs would be dogmatic and authoritarian |
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Term
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Definition
| Subs would be unsatisfied, need affiliation and human touch? ;) |
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Term
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Definition
| Subs would be autonomous, need for control and clarity |
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Term
| Achievement oriented (PG) |
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Definition
| Subs have high expectations and a need to excel |
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Term
| cross-functional team ldsp |
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Definition
significant position power and good interpersonal skills
technical, project management, cognitive, political skills
envisioning, organizing, social integrating, external spanning |
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Term
| self-managed work team ldsp |
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Definition
management responsibilities are either shared by the team ( internal) or
handled by an external leader
external leaders coach the team to become effective; obtain resources;
serve as the linchpin between the team and the organization
external leaders influence team members by virtue of expert or referent
power |
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Term
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Definition
challenges with monitoring, influencing, building trust and collective
identity
competing priorities, time zones, culture, language, organizational
loyalties |
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Term
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Definition
| Members usually have different responsibilities but all help to perform the same basic function. Leader has considerable authority for internal orgs and mangaing external relationships. |
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Definition
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Term
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Definition
| Concerned with understanding enviroment, finding innovative ways to adapt to it, and implementing major changes in strategies, products, or processes |
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