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15 Cards in this Set
- Front
- Back
situational approach description
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-focus on leadership in situations
-emphasizes adapting style according to situation -used extensively in org. training and development |
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situational approach definition
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-comprised of a directive dimension and supportive dimension
-each dimension must be applied appropriately in a given situation -leaders evaluate employees to assess their competence and commitment to perform a given task |
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leadership style
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-the behavior pattern of an individual who attempts to influence others
-includes : a. directive (task) behaviors b. supportive (relationship) behaviors |
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directive behaviors
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-help group members in goal achievement via one way communication through
a. giving directions b. est. goals and how to achieve them c. methods of evaluation and time lines d. defining roles |
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supportive behaviors
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-assist group members via two way communication in feeling comfortable with themselves, co-workers, and situations
a. asking for input b. problem solving c. praising; listening |
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S1- directing style
high directive low supportive |
-leader focuses communication on goal achievement
-spends LESS time using supportive behaviors |
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S2-coaching style
high directive high supportive |
-leader focuses communication on BOTH goal achievement and supporting subordinate's socioemotional needs
-requires leader involvement through encouragement and soliciting subordinate input |
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S3-supporting style
high supportive low directive |
-leader does NOT focus solely on goals; rather the leader uses supportive behaviors to bring out employee skills in accomplishing the task
-leader delegates day to day decision making control, but is available to facilitate problem solving |
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S4-delegating style
low supportive low directive |
-leader offers LESS task input and social support; facilitates subordinates' confidence and motivation in relation to the task
-leader lessens involvement in planning, control of details, and goal clarification -gives subordinates control and refrains from intervention and unneeded social support |
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development levels
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-the degree to which subordinates have the competence and commitment necessary to accomplish a given task or activity
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how situational approach works
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-centered on the idea subordinates vacillate along the developmental continuum of competence and commitment
-leaders effectiveness depends on assessing subordinate's developmental position and adapting his/her leadership style to match |
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how situational approach works
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1. diagnose situation
2. adapt their style |
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strengths
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-marketplace approval: perceived as providing credible model for training employees to become leaders
-practicality -prescriptive value -leader flexibility -differential treatment |
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criticisms
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-lack of empirical foundation raises questions about validity
-more research needed to determine commitment and competence -conceptualization of commitment is unclear -replication studies fail to support prescriptions of situational leadership model -does not account for how particular demographics influence the leader-subordinate prescriptions of the model -fails to adequately address the issue of one-to-one v. group leadership -questionnaires are biased |
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application
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-used in consulting
-straightforward nature makes it easy for managers to apply -virtually all types of organizations and levels of management in organizations |