Leadership New Ch.7

Collectively, the Ohio State University studies developed a series of questionnaires to measure different leader behaviors in work settings. These researchers began by collecting over 1,800 questionnaire items that described different types of leadership behaviors. These items were collapsed into 150 statements, and these statements were then used to develop a questionnaire called the

Leader Behavior Description Questionnaire (LBDQ)

360 degree feedback

The process of using multiple sources from around an organisation and outside it to evaluate the work of an individual - often used for leaders to learn about what people think of them

The Leadership Pipeline is

a useful model for explaining where leaders need to spend their time, what they should be focusing on and what they should be letting go, and the types of behaviors they need to exhibit as they move from first-line supervisor to functional manager to chief executive officer

Intrapersonal skills

are leadership competencies and behaviors having to do with adapting to stress, goal orientation, and adhering to rules.

Leadership skills

are skills and behaviors concerned with building teams and getting results through others, and these are more easily developed than the skills and behaviors associated with the first two categories

Interpersonal skills

are those that involve direct interaction, such as communicating and building relationships with others

Researchers at the University of Michigan considered job-centered and employee-centered behaviors to be

at opposite ends of a single continuum of leadership behavior.

Leader support includes

behaviors where the leader shows concern for subordinates

competencies concerned with analyzing issues, making decisions, financial savvy, and strategic thinking fall into the

business skills category

work facilitation behaviors are concerned with

clarifying roles, acquiring and allocating resources, and reconciling organizational conflicts.

The Leadership Grid profiles leader behavior on two dimensions:

concern for people and concern for production

A leadership behavior

concerns a specific action, such as "setting specific performance goals for team members.

A leadership skill

consists of three components, which include a well-defined body of knowledge, a set of related behaviors, and clear criteria of competent perfor- mance

Competency models

describe the behaviors and skills managers need to exhibit if an organization is to be successful.

Leader support and interaction facilitation are

employee-centered dimensions

The word concern reflects

how a leader's underlying assumptions about people at work and the importance of the bottom line affect leadership style

Consideration refers to

how friendly and supportive a leader is toward subordinates.

Initiating structure refers to

how much a leader emphasizes meeting work goals and accomplishing tasks.

researchers at Ohio State believed that consideration and initiating structure were

independent continuums

Framing

is the leadership competency of helping a group or community recognize and define its opportunities and issues in ways that result in effective action.

Both goal emphasis and work facilitation are

job-centered dimensions

Goal emphasis behaviors are concerned with

motivating subordinates to accomplish the task at hand

Building social capital is

the leadership competency of developing and maintaining relationships that allow people to work together in the community across their differences.

Engaging a critical mass to take action to achieve a specific outcome or set of outcomes is

the leadership competency of mobilization

Community leadership is

the process of building a team of volunteers to accomplish some important community outcome and represents an alternative conceptualization of leadership behavior.

interaction facilitation includes

those behaviors where leaders act to smooth over and minimize conflicts among followers.

Framing helps the group or community decide

what needs to be done, why it is important that it be done, and how it is to be done, and communicate that in clear and compelling ways.