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17 Cards in this Set
- Front
- Back
realatively stable characteristics, such as abilities, psychological motives, or consistent patterns of behavior
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Traits
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the degree to which a leader structures the roles of followers by setting goals, giving directions, setting deadlines, and assigning tasks
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initiating structure
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the extent to which a leader is friendly, approachable, and supportive and shows concern for employees
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consideration
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states that in order to maximize work group performance, leaders must be matched to the right leadership situation
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contingency theory
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the degree to which a particular situation either permits of denies a leader the chance to influence the behavior of group members
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situational favorableness
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the degree to which followers respect, trust, and like their leaders
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leader-member relations
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the degree to which the requirements of a subordinate's tasks are clearly specified
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task structure
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the degree to which leaders are able to hire, fire, reward, and punish workers
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position power
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states that leaders can increase subordinate satisfaction and performance by clarifying and clearing the paths to goals and by increasing the number and kinds of rewards available for goal attainment
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path-goal theory
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a leadership theory that states that leaders need to adjust their leadership styles to match their followers readiness
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situational theory
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the ability and willingness to take responsibility for directing one's behavior at work
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Worker readiness
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a theory that suggests how leaders can determine an appropriate amount of employee participation when making decisions
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normative decision theory
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leadership that creates a positive image of the future that motivates organizational members and provides direction for future planning and goal setting
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visionary leadership
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the behavorial tendencies and personal characteristics of leaders that create an exceptionally strong relationship between them and their followers
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charasmatic leadership
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provide developmental opportunities for followers, are open to positive and megative feedback, recognize others contibutions, share info and have moral standards that emphasize the larger interests of the group, organization or society
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ethical charismatics
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control and manipulate followers, do what is best for themselves instead of their organizations, want to hear only positive feedback, share only info that is beneficial to themselves, and have moral standards that put their interests before everyone else's
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unethical charismatics
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goes further by generating awareness and acceptance of a group's purpose and mission and by getting employees to see beyond their own needs and self interest for the good of the group
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transformational leadership
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