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17 Cards in this Set

  • Front
  • Back
realatively stable characteristics, such as abilities, psychological motives, or consistent patterns of behavior
Traits
the degree to which a leader structures the roles of followers by setting goals, giving directions, setting deadlines, and assigning tasks
initiating structure
the extent to which a leader is friendly, approachable, and supportive and shows concern for employees
consideration
states that in order to maximize work group performance, leaders must be matched to the right leadership situation
contingency theory
the degree to which a particular situation either permits of denies a leader the chance to influence the behavior of group members
situational favorableness
the degree to which followers respect, trust, and like their leaders
leader-member relations
the degree to which the requirements of a subordinate's tasks are clearly specified
task structure
the degree to which leaders are able to hire, fire, reward, and punish workers
position power
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
path-goal theory
a leadership theory that states that leaders need to adjust their leadership styles to match their followers readiness
situational theory
the ability and willingness to take responsibility for directing one's behavior at work
Worker readiness
a theory that suggests how leaders can determine an appropriate amount of employee participation when making decisions
normative decision theory
leadership that creates a positive image of the future that motivates organizational members and provides direction for future planning and goal setting
visionary leadership
the behavorial tendencies and personal characteristics of leaders that create an exceptionally strong relationship between them and their followers
charasmatic leadership
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
ethical charismatics
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
unethical charismatics
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
transformational leadership