Term
|
Definition
| the ability to influence people toward the attainment of organizational goals |
|
|
Term
|
Definition
| being unpretentious and modest rather than arrogant and prideful |
|
|
Term
|
Definition
| a leadership style characterized by values such as inclusion, collaboration, relationship building, and caring |
|
|
Term
|
Definition
| distinguishing personal characteristics, such as intelligence, values, and appearance |
|
|
Term
|
Definition
| a type of behavior that describes the extent to which the leader is sensitive to subordinates, respects their ideas and feelings, and establishes mutual trust |
|
|
Term
|
Definition
| a type of leader behavior that describes the extent to which the leader is task oriented and directs subordinate work activities toward goal attainment |
|
|
Term
|
Definition
| a two-dimensional leadership theory that measures the leader's concern for people and for production |
|
|
Term
|
Definition
| a model of leadership that describes the relationship between leadership styles and specific organizational situations |
|
|
Term
|
Definition
| a contingency approach to leadership that links the leader's behavioral style with the task readiness of subordinates |
|
|
Term
|
Definition
| a contingency approach to leadership specifying that the leader's responsibility is to increase subordinates' motivation by clarifying the behaviors necessary for task accomplishment and rewards |
|
|
Term
|
Definition
| a situational variable that makes a leadership style unnecessary or redundant |
|
|
Term
|
Definition
| a situational variable that counteracts a leadership style and prevents the leader from displaying certain behaviors |
|
|
Term
|
Definition
| a leader who clarifies subordinates' role and task requirements, initiates structure, provides rewards, and displays consideration for subordinates |
|
|
Term
|
Definition
| a leader who has the ability to motivate subordinates to transcend their expected performance |
|
|
Term
|
Definition
| an attractive, ideal future that is credible yet not readily attainable |
|
|
Term
|
Definition
| a leader distinguished by special ability to bring about innovation and change |
|
|
Term
|
Definition
| the potential ability to influence others' behavior |
|
|
Term
|
Definition
| the effect a person's actions have on the attitudes, values, beliefs, or behavior of others |
|
|
Term
|
Definition
| power that stems from a formal management position in an organization and the authority granted to it |
|
|
Term
|
Definition
| power that results from the authority to bestow rewards on other people |
|
|
Term
|
Definition
| power that stems from the authority to punish or recommend punishment |
|
|
Term
|
Definition
| power that stems from special knowledge of or skill in the tasks performed by subordinates |
|
|
Term
|
Definition
| power that results from characteristics that command subordinates' identification with, respect and admiration for, and desire to emulate the leader |
|
|
Term
|
Definition
| a leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission |
|
|
Term
|
Definition
| distinguishing right from wrong and choosing to do right in the practice of leadership |
|
|
Term
|
Definition
| the ability to step forward through fear and act on one's values and conscience |
|
|
