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44 Cards in this Set
- Front
- Back
- 3rd side (hint)
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(Leadership emergence) Physical qualities
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Taller. Older
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(Leadership emergence) Gender
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Male
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(Leadership emergence) Competence
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Someone who is good at the task & decision-making
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(Leadership emergence) Personality
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High self monitor (concealing emotions, sensitive to power levels, socially aware/appropriate) extroverted, agreeable
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(Leadership emergence) Communication
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High quantity of talk (babble effect), strong listening skills
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Emotional Intelligence
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Self-awareness, self-regulation, motivation, empathy, social skills
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Fielder's contingency model
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The leader's effectiveness is based on situational contingency which is a result of interaction of 2 factors (leadership style & situational control)
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(Fielder's contingency model) Leader characteristics
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task motivated & relationship motivated
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(Fielder's contingency model) Situational characteristics
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Leader-member relations, task structure, Position power
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good/bad, clear/unclear, strong/weak
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(Leadership styles) Participative
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consulting with employees & taking their ideas into consideration when making decsions
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non-routine/unstructured tasks, non-authoritarian personality, internal locus of control
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(Leadership styles) Directive
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Providing guidance about what should be done & how to do it, scheduling work, & maintenance standards of performance
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external locus of control, lack of experiences, high needs for clarity, low needs of achievement, unstructured tasks, conflicting work groups
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Social facilitation
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Improved performance in the presence of others
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Occurs on simple task that elicit dominant responses
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Social inhibition
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Diminished performance in the presence of others
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Occurs on complex tasks that elicit non-dominant responses
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Drive Theory
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Mere presence of another causes arousal
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Evaluation apprehension theory
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Evaluation concern causes arousal
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Distraction conflict theory
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Divided attention causes arousal
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(Divisibility) Divisible
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Task parts can be divided
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(Divisibility) Unitary
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Task cannot be divided
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Disjunctive group
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Group is as good as best member
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Conjunctive group
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Group is as good as worst member
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Additive group
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Group exceeds best member (contribution of all members is added)
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Compensation group
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Group is better than most members (avg. estimates to figure out the answer)
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Discretionary group
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Group performance depends (group can decide best method of solving problem)
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Maximizing output
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Quantity is important
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Optimizing output
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Quality is important
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(Demonstrability) Intellective
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Has a "correct" answer
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(Demonstrability) Judgmental
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Answer is a matter of judgment
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Circumplex Model: Type 1
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Planning task
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Generate plan
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Circumplex Model: Type 2
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Creativity task
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Generate idea
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Circumplex Model: Type 3
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Intellictive tasks
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Right or wrong answer
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Circumplex Model: Type 4
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Decision-making tasks
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Options of preferences
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Circumplex Model: Type 5
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Cognitive conflict tasks
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Resolving conflict of ideas (viewpoint)
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Circumplex Model: Type 6
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Mixed motive tasks
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Conflict of something physical
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Circumplex Model: Type 7
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Contests/battles
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Conflictual tasks (contest)
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Circumplex Model: Type 8
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Performances
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Performance tasks
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(Process loss) Evaluation apprehension
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Members self-censor responses (worried that other groups members won't receiver the ideas well)
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(Process loss) Coordination issues
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Production blocking (communication gets in the way of your production of ideas)
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(Process loss) Motivation issues
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Social Loafing (Members relax efforts)
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Free riding
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Not trying as hard comparative to the group
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Social compensation
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More motivated/capable members pick up the slack
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Illusion of group productivity
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People think they're more productive in groups then they really are
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Brainwriting
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Pass written ideas round-robin (each member has different colored pen)
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Process gain
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actual productivity > potential productivity
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Synergy
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The ability of an idea from one participant to trigger a new idea in another participant, an idea that would otherwise not have been produced
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