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46 Cards in this Set
- Front
- Back
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What are the 6 viewpoints of leadership?
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Position power, the leader, the led, the influence process, the situation, emergent vs assignment
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What is unique to trait theory?
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Only considers personal qualities and characteristics of the leader that followers do not have and that the leaders are born with
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What are some of the correlates of leadership traits that trait theorists study?
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Assertiveness, communication skills, dominance, masculinity, moderately high intelligence, high self-monitors
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What is the relationship between traits studied and performance?
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No strong relationships have been found- performance is due to many other things other than traits (like ability of group, luck, competition, etc.).
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How does the concept of needs relate to trait theory?
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Research has found that the highest performing leaders score high on Need for (organizational) Power and low on Need for Affiliation
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What are the strengths of trait theory?
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Intuitively appealing, oldest leadership theory, a lot of research conducted on it, provides benchmarks for selecting leaders
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What are some weaknesses of trait theory?
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Not much clear evidence of this theory, ignores situational influences and characteristics of followers, does not attempt to explain why certain traits predict leadership, not useful for training leaders
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What did Lorde, DeVader, and Alliger contribute to trait theory with their article on "A meta-analysis of the relationship b/w personality traits and leadership perceptions: an application of validity generalization procedures.
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They talk about how traits are part of cognitive schemas and that are studied in ILT's and that these should predict performance. They found that intelligence & personality traits are related to perceptions of leadership and that personality traits can discriminate consistently across situations.
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What did Zaccaro, Forti, & Kenny contribute to trait theory in their article on "Self-monitoring and trait-based variance in leadership: An investigation of leader flexibility across multiple group situations?
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The found that emergent leadership is stable across situations and can be explained by individual characteristics of the leader. They also found that leaders behave according to the functional requirements of the group and some group members are better than others at identifying these requirements and responding accordingly. They're investigation of self-monitoring proved to be a good approach at studying traits alongside a situational view of leadership.
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What makes behavior theory unique from all the other leadership theories?
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Trait theory focuses on what the leader does (behaviors) rather than traits of the leader. It says leaders exhibit a specific set of behaviors.
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What are the most common constructs and measures associated with behavior theory?
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Initiating structure & consideration. Measures are Leadership Opinion Questionnaire (LOQ), which is given to supervisors and leadership behavior description questionnaire (LBDQ), which is given to subordinates
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What are some of the outcomes of the Ohio State University studies that studied behavior theory?
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IS & C are not mutually independent, you can be high on both, low on both, or a mixture. In most situations, leaders who score high on IS & C are the best, and low scorers are the worst.
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Behavior theory is often described in terms of a grid. What is included in this grid and what does each part of the grid say about the leader?
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The managerial grid has 4 quadrants but five leadership styles (behaviors). The first is Country Club and this is for leaders that are Low on IS and High on C, they try to create a positive climate but they may be the worst type of leader. The next is Team Manager and they score High in both IS & C and are considered the best kind of manager as they stimulate participation, clarify priorities, are open-minded and enjoy their work. Impoverished is the next style and is a leader that is low on both IS & C, They are often indifferent, noncommittal, resigned and apathetic. The fourth is Authority-Compliance and this leader is High on IS and low on C. This leader is seen as demanding, hard-driving, overpowering. The fifth and last type is the Middle-of-the-Road leader who is moderate in IS & C. They are interested in progress and will downplay relationship issues to proceed. They avoid conflict and emphasize productivity.
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What are the strengths of Behavior theory?
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Behavior theory focused attention away from traits and onto behaviors. There is also a lot of validation in research on IS & C and this can be easily translated into a training program by which you could improve certain behaviors.
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What are the weaknesses of behavior theory?
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Behavior theory disregards any influence of personal characteristics or personality traits and does not consider the interaction between the leader and the situation.
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What does Hutchinson, Valentino & Kirkner add to behavior theory in their article "What works for the gander does not work as well for the goose: The effects of leader behavior"?
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They conceptualized IS as a masculine/task oriented behavior and C as a feminine/relationship oriented behavior and examined the gender effect that occurs b/w male and female leaders. They found this gender effect only occurred only when leaders were both high or low on both IS & C. When leaders were low on both dimensions subordinates reported more org support and commitment with female leaders than with male supervisors. When the leaders were high on both dimensions the employees reported ore org support and commitment for the male leader than the female leader.
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What does Judge, Piccolo, & Ilies add to behavior theory in their article "The forgotten ones? The validity of C & IS in leadership research"?
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There had been research that found that IS & C were outdated and not demonstrative of predicting leadership (low validity and practicality). They conducted a meta-analysis and demonstrated that IS & C do produce main effects on various leadership criteria but this effect can be moderated by a number of factors like measure, design, setting. Thus, IS & C are still relevant, valid and useful.
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Who can be credited with expanding Burnes theory of transformational leadership back in 78? How did they expand the theory (what construct was added)?
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Burney Bass expanded Burnes original theory by expanding the theory to include transactional leadership in addition to transformational leadership. They are on a continuum where you cannot reach transformational without first having transactional.
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What are the components of transactional and transformational leadership?
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There are three types of transactional leadership involves the leader clarifying the work to be done and providing incentives to complete work. Thus, there is a CONTINGENT REWARD. Second, the leader performs ACTIVE MANAGEMENT BY EXCEPTION where the leader closely monitors performance and takes CA to ensure work is carried out correctly. Lastly, transactional leadership involves PASSIVE MNGMT BY EXCEPTION where the leader avoids giving direction and only intervenes by way of CA or punishment if standards are not met. There are 4 behaviors in Transformational leadership that lead to group achievement superseding individual achievement (synergy). The first behavior is CHARISMA and this involves the leader arousing strong emotion and identification with themselves in the followers. Next is INDIVIDUALIZED CONSIDERATION where the leader provides support, encouragement and self development. Third, INTELLECTUAL STIMULATION is created through creating an awareness of the problems shared and encouragement of re-thinking (think win/win) old problems. Last, the leader provides INSPIRATIONAL MOTIVATION by creating an appealing vision of the future using symbols to focus sub's on effort. They also model appropriate (moral) behavior (Put 1st things 1st by prioritizing through modeling trust in subordinates).
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What are the strengths of transformational theory?
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There is a lot of research support, the addition of transformational behaviors does improve performance. It also incorporates other theories of leadership (LMX, path-goal) and it says that leadership has a moral dimesion.
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What are some weaknesses of transformational theory?
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It is difficult to define the parameters involved- charisma and inspirational motivation seem to be very related. Sometimes transactional/transformational is viewed as a dichotomy but it is a CONTINUUM. Sometimes people view this as a trait, but it is a SERIES OF TRAITS.
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What does Steltzer & Bass add to the theory with "Transformational Leadership: Beyond IS & C"?
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They wanted to see if Transformational leadership behaviors of charisma, intellectual stimulation and C adds incremental validity above IS & C alone (the AUGMENTATION HYPOTHESIS). They found that these factors correlate positively and account for 8-38% more variance in outcome measures than IS & C alone which is a modest amount of variance. This study was conducted before inspirational motivation was added.
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What does Barling, Weber & Kelloways study "Effects of transformation leadership training on attitudinal and financial outcomes: A field experiment" add to transformational theory?
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This study looked at how training in transformational leadership training affected organizational outcomes (attitudes of org commitment and sales figures). They found that leaders that had training were perceived as higher on the three behaviors involved in transformational leadership (charisma, intellectual stimulation & C). The attitudinal outcome of org commitment was also sig effected. Finally, this study supported using transformational training and goal setting to change behaviors. This study was conducted before inspirational motivation was added.
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What are the 7 habits of highly effective people talked about in Stephen Covey's book?
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1. Be proactive
2. Begin w/the end in mind 3. Put1st things 1st (prioritize value) 4. Think Win/Win 5. Seek 1st to understand, then be understood 6. Synergy 7. Sharpen the Saw (invest in self via Quadarant II activities leading to upward spiral). |
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What leadership theories do you see in the 7 habits? Which habits reflect which theories?
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1. Be proactive, work on self & what you can change about your perspective. Behavior theory, Attribution theory, LMX, Path-goal, Transformational (charisma), substitutes (Be your own leader).
2. Begin w/the end. Fiedler's contingency, attribution, LMX, path-goal, transformational (inspir. motiv). 3. 1st things 1st. Behavior, LMX, transformational (C). 4. Think Win/Win. Behavior. Contingency, LMX, path-goal, transformational (intellectual stim) 5. Understand/Understood. Attribution, Implicit, LMX, transformational (C). 6. Synergy. Transformational (group achievement emphasized over indiv. achievement). 7. Sharpen the Saw. Trait (slow, over time), path-goal, transformational (moral dimension). |
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What makes LMX theory unique from the other theories?
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LMX focuses on the nature of the relationship, also called VDL.
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What are the two groups identified in LMX?
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IN-group (friendly, trusting, close, informal relationship w/leader w/ more autonomy, more challenging tasks, more open comm., decision-making resp's, longer hours, work harder) and OUT-group (formal, more structure, less challenging, less autonomy, direct orders, less decision making resp's).
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What is the most recent revision of LMX?
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Initial stage -> id stage -> MATURATION stage
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What are some implications of LMX?
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The leader should try to foster in-group relationships with ALL members to enhance productivity & responsibility levels of subordinates
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What are the strengths of LMX?
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Focuses attention on nature of relationship, reflects actual relationships, supporting evidence exists
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What are the weaknesses of LMX?
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No consistent measurement
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What does Gerstner & Day add to the LMX theory in their article " Meta-analytic review of LMX theory: Correlates and construct issues"?
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There is a lack of agreement b/w leader & members on LMX quality. The LMX does not always correlate with performance ratings. There are other moderators not covered in study. LMX7 is best measurement tool.
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What does Avey, West & Crossley add to LMX theory with their article "The association b/w ethnic congruence in the dyad and sub org position and salary"?
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Mixed support for homogeneous dyads, and if a benefit exists it is only in salary and not promotions. Pay systems can moderate these relationships.
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What makes Vroom Yetton theory unique from the other Leadership theories?
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Focuses only on decision-making, suggests the best decision-making behavior given certain conditions, yes/no questions on 7 issues.
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What are the 7 issues that must be answered (y/n) in Vroom-yetton's theory?
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1. Importance of decision quality
2. leader knowledge of problem area 3. structure of problem (info, time) 4. Importance of acceptance 5. Probability of acceptance 6. Subordinated trust & motivation (shared goals) 7. Probability of Sub conflict |
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What are the five decision making behaviors described in Vroom Yettons theory?
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1. Autocratic (AI) - leader alone
2. Autocratic II (AII) - leader + sub's 3. Consultative (CI) - leader + indiv sub 4. Consultative II (CII) - leader + group 5. Group II (GII) - Group consensus |
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What are the strengths of VY?
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Empirical results SUPPORT model, applicable to managers making decisions
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What are weaknesses of VY?
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Very limited approach, more distinction b/w A, C, & G then between levels
Assumes leaders have necessary skills |
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What did Heilman et al add to VY with their article "Reactions to prescribed leader behavior as a function of role perspective"?
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They found that autocratic behaviors were viewed positively only by the supervisors, participative more positively by sub's. Confirmed effectiveness predictions of VY
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Field & Andrews study "Testing the Incremental validity of Vroom-Jago vs VY models of participation in decision making" contributed what to VY theory?
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They found positive results for the VY model, more effective decisions made using this model. VJ accounted for increased explained variance over the VY model but they did not test it the other way. VJ recommends one decision style while VY might recommend a few.
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How is Contingency theory different from the others?
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It is the idea that leadership success is CONTINGENT/DEPENDS on the situation, leadership style is effective ONLY in certain situations.
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How is Contingency theory measured?
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LPC, Least preferred Coworker scale which measures the leaders perception of the interpersonal qualities of the LPC. High scores = relationship oriented, Low = Task oriented.
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What is Leader Match in Contingency?
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A PROGRAM that assess favorableness of the situation due to leadership style according to 3 factors:
1. LM relations- do sub's like leader? 2. Task structure (clarity b/w goals & Tasks) 3. position power (legitimate/position power) |
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Which leader type is best for each situation in the Leader Match of Contingency?
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LOW LPC = best in EXTREME conditions
HIGH LPC = best in MODERATE conditions |
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What did Ayman & Chemers article "the contingency model of leadership effectiveness: its level of analysis" add to contingency theory?
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There is a lot of research on contingency theory, it's very practical, but it has LITTLE FACE OR CONCURRENT VALIDITY
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What does Schreisheim et al add to contingency w their article "LPC score, situational control, and leader effectiveness: a meta-analysis of contingency model performance predictions"?
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Across-octant leader performance has never been examined, and they found it was not equal across octants. Within octant higher perf predictions wer supported. Both HIGH and LOW LPC appear to have octants in which they are more effective.
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