Small Group Test 2

Explain the differences between formal and informal roles.

*Formal roles*: a position assigned by an organization or specifically designated by the group leader (president, chair, secretary). *Informal roles*: emphasizes functions rather than positions (someone may act as a leader without a formal title).

What strategies can be used to make group socialization occur more smoothly?

*New hands* 1) Conduct a thorough reconnaissance of the group 2) Play the role of the newcomer 3) embrace your new group; distance yourself from previous groups 4) Seek mentors within the group 5) Collaborate with other newcomers *Old hands can* 1) Welcome new members into the group 2) Orient new members 3) Mentor newcomers

What are the primary differences between positive and negative group climates?

*Positive Group Climate*: exists when individuals perceive that they are valued, supported, and treated well by the group (p. 106) *Negative Group Climates*: exists when group members do not feel valued, supported, and respected, when trust is minimal, and when members perceive that they are not treated well (p. 106)

Role Fixation

The acting out of a specific role and that role alone no matter what the situation might require.

Hypercompetitiveness

The excessive emphasis on defeating others to achieve one's goals. It is hypercompetitiveness, not competitiveness itself, that poses the greatest challenge to establishing a positive group climate of trust, openness, directness, supportiveness, and accomplishment.

Role specialization

When an individual member settles into his or her primary role (ie, if a group wants you to primarily be an information giver).

Explain the 6 defensive and supportive communication patterns. Provide examples for each.

1) Evaluation vs. Description (p.118) Negative evaluations include criticism, contempt, and blame; criticism from both in and out group members produce defensiveness which lead to mistrust, personality clashes, or power struggles Positive evaluations include praise, recognition, and flattery; often highly desired but absent; can induce defensiveness when one group member receives praise and others don't; praise should only accompany real accomplishments otherwise it encourages false hope EXAMPLE: American Idol auditions (family and friends falsely praised individuals to think they could sing when they clearly can NOT and they have to learn the hard way that the praise was not real) Descriptions: a first-person report of how an individual feels, what he or she perceives to be true, and what behavior is designed from others EXAMPLE: When American idol judges focus on actual singing of contestants, the comments are more constructive and less defensive producing than personal assaults and sarcasm DESCRIPTIVE EFFECTIVENESS (p.121) 1) Praise first, then describe 2) Use I-statements, not You-statements 3) Make your descriptions specific, not vague 4) Eliminate editorial comments from descriptive statements 2) Control vs. Problem Orientation (p.123) Controlling Communication: Issuing orders and demanding obedience, especially when no input was sought from group members who were told what to do Example: demanding, dictatorial behaviour from teachers are poorly received by students Example: the more parents forbid their kids to NOT do things, the more likely the kids are to do it in order to exhibit freedom Tell someone they can't do something, and, typically, it is what they want to do We help prevent a defensive climate from emerging when we collaborate on a problem and seek solutions cooperatively Typically, when we focus on problem solving, personality conflicts and power struggles should fade into the background Wanting to be less controlling and more oriented toward problem solving is not the complete answer; you must know how to problem-solve, have requisite skills and be committed to finding solutions 3) Manipulation vs. Assertiveness (p.125) Most people resent and resist being manipulated; can involve camouflaging the real purpose to avoid immediate rejection Assertiveness is the alternative to manipulation; it is honest, open, and direct but not aggressive communication; it is the opposite of game playing and strategic manipulation EXAMPLE: if you feel like a team member is complementing your performance merely to gain an ally against another member in a dispute, the hidden agenda will likely ignite defensiveness; selling encyclopedias door to door is not well received 4) Indifference vs. Empathy (p.125) We like being acknowledged when we are present in a group Indifference (or neutrality) - making little or no effort to listen to what group members say or treating the communicator as a non-person Impervious response: failure to acknowledge another person's communication effort either verbally or nonverbally EXAMPLE: on online classes when classmates don't respond to phone calls, emails, texts, or social media posts (inhibits group success) Empathy: "thinking and feeling what you perceive another to be thinking and feeling"; built on concern for others it requires what we try to see from the perspective of the other person, perceiving the needs, desires, and feelings of a group member because that is what we would want others to do for us 5) Superiority vs. Equality (126) Superiority sends the message that one is Me-deep in self-importance and can be a tremendous turnoff for most people; group leaders who act superior undermine their credibility and influence EXAMPLE: students dislike when teachers belittle them Whatever the differences in abilities, talents, intellect, and the like, treating people with respect and politeness - as equals on a personal level - encourages harmony and productivity Equality does not mean we all have the same abilities EXAMPLE: a child with no buoyancy may not become an olympic swimmer One way of demonstrating equality as a means of minimizing defensiveness is to share your own shortcomings with group members Self deprecating humor making fun of your own failures is an effective means of communicating equality, not superiority 6) Certainty vs. Provisionalism (p.127) Communicating certainty to group members is asking for trouble; entertaining no contrary point of view, so certain of his unalterable correctness in belief Terms like never, always, impossible, can't and won't Provisionalism: qualify statements avoiding absolutes; it counters certainty Example: "we might get an A if we keep working hard."

What is ambushing?

Bias it to attack the speaker verbally, not try to understand the speaker's point of view; clearly competitive listening (p.131)

How does charisma relate to either type of leader?

Charismatic leaders are visionary, decisive, inspirational, and self-sacrificing. They exhibit strong listening skills, empathy, self-confidence, and skillful speaking.

14. What are the 4 C's of team goal development?

Clear goals, cooperative goals, challenging goals, commitment to goals

What is a hidden agenda?

Personal goals of group members that are not revealed openly and that can interfere with group accomplishment - can create a defensive atmosphere

What is the glass ceiling?

an invisible barrier of subtle discrimination that excludes women from top jobs in corporate and professional America, even today.

Trait

views leadership as a person, not a process; "leaders are born, not made;" traits are relatively enduring characteristics of an individual that highlight differences between people and that are displayed in most situations. They include physical, personality, and individual traits (such as intelligence or quick-wittedness). The principle problem with the trait approach to effective leadership is the assumption that leadership resides in the person, not in transactions between leaders and followers conducted within the group system. No one set of leadership traits will fit every situation and group. Leaders are not born; they are developed.

functions

views leadership in terms of certain functions or responsibilities that must be performed for the group to be successful. These include task requirements and social needs. The right balance must be found between these two types of functions. Two schools of thought: Leader-as-completer: leaders perform those essential functions within a group that other members have failed to perform; leadership is an adaptive role and can be demonstrated by any member who steps in and assumes whatever role in the group is required and has not been filled by another member; this viewpoint seems to have greater merit because it sees leadership as a process, not a person Vital functions viewpoint: leaders perform key responsibilities different in kind and/or degree from other members.

What is collaborative interdependence? Why is it important?

working together and with a mindset focused on the group as a whole rather than the individual; it is the essence of a team

Identify the key differences between leaders and managers.

A leader does not ordinarily operate from positional authority; a manager does. Leaders work to change the status quo; managers maintain it Managers implement the vision and strategy provided by leaders.

Competition

A mutually exclusive goal attainment (MEGA) process. When transactions in groups are competitive, individual success is achieved at the expense of other group members. Competition, by definition, necessitates the failure of the man for the success of the few. (p 107)

Cooperation

A mutually inclusive goal attainment (MIGA) process. Individual success is tied directly to the success of other group members. Group members work together, not against each other, when attempting to achieve a common goal. Goals, however, are not always reached even when group members' cooperative effort is stellar. That is because cooperation is a process, not an outcome. It is a means to an end, but not an end itself. It is a powerful means to achieving important group goals, but two groups can negotiate cooperatively and still end up agreeing to disagree. (p 107)

What are the guidelines for managing culturally diverse team membership?

Accept diversity as an advantage for the team, not as a disadvantage Choose team members for their complementary skills and knowledge but also for similarity of attitude; regardless of cultural background, there is no place for egocentrism or cynicism on teams Choose a superordinate, transcending goal to bridge differences Be respectful of all team members and avoid cultural bias. The American way of doing things is not always the best way. Be experimental and try different approaches. Keep communication open. Solicit feedback on the decision-making process so that if problems arise, they can be addressed immediately

What is a shift response?

Attention-getting initiative by a listener; a key competitive listening strategy (p.130) Competent communicators emphasize support responses and use shift responses infrequently

What is a support response?

Attention-giving, cooperative effort by the listener to focus attention on the other person, not on oneself (p.130)

Types of styles

Autocratic style, democratic style, laissez-faire style

Explain in what ways competition affects performance and achievement and group cohesiveness. Be familiar with the research in all of these areas, especially when comparing intergroup and intragroup competition.

Competition affects in ways such as: *Performance* - when competing performance strive to try to beat others *Achievement* - study shown high IQ group performed (too competitive) worse than low IQ group (more cooperative) *Group cohesiveness* - feeling liked, valued, supported cohesiveness is STRONG especially working with a cooperative group *Intergroup competition*: Them versus Us // intergroup interaction are generally far more competitive than interactions between individuals *Intragroup competition*: Challenging orthodoxy // working within a group outperformed the best competitive group

What is paraphrasing and when should it be used?

Concise response to the speaker which states the essence of the other's content in the listener's words Should be concise and precise Can reveal misunderstanding During group discussion, try to understand messages clearly and accurately BEFORE evaluating them.

How can newcomers in a group gain acceptance from the group?

Conduct a thorough reconnaissance of the group: determine if the newcomer and the group will be a good match Play the role of newcomer: seek the advice of longtime members, avoid disagreeing with old-timers, listen, and show respect; don't try to make a splash Embrace your new group, distance yourself from old groups: avoid talking about "this is how we did it where I used to work" because it suggests that you think your old group was superior; instead, say things like "This group handles _____ better than my old group" Seek mentors within the group: the mentoring process can increase the newcomer's understanding of the group and enhance his or her level of group satisfaction Collaborate with other newcomers: newcomers can lend emotional support and encouragement to each other and provide useful information; they can also act as a friendly face and make the group seem more welcoming

What are fantasy themes and fantasy chains and how do they relate to teambuilding?

Consistent thread or way of perceiving things in stories that are told; dramatic stories that provide a shared interpretation of events that bind group members and offer them a shared identity. *they motivate teams to strive for goals that are not merely ordinary, but rather, extraordinary. Fantasy chains are a string of such stories to amplify a theme and create a story.

Are leadership theories culture bound or can they be applied to any culture?

Different cultures have different perspectives and attitudes about leadership: some believe leadership is a good thing; others believe it is always a negative thing; and different cultures label good leadership differently. This depends on if a culture is individualistic, collectivistic, high power distance, low power distance, etc. Different leadership styles are preferred in different cultures. There are some characteristics of leaders that are seen as positive in any culture (having foresight and planning ahead; being positive, encouraging, dynamic, motivating, communicative, and informed; and being a team builder), and some that are seen as negative in all contexts (asocial, malevolent, and self-focused). Leadership always needs to be adaptive to changing situations.

What characteristics and attitudes do the worst team members exhibit?

Egocentrism, cynicism, poor attitude, verbal/nonverbal abuse of other team members; incompetent in communication; and no desire to improve

How should groups deal with difficult group members? Explain the steps groups need to take.

Focus on the individual. The central communicative function of self-centered, disruptive roles is to focus attention on the individual. Steps to take with difficult group members: boundary control // physical- protecting group space, psychological- member in in name only, and linguistic- having to speak the language

Disruptive

Focusing on self (see pg 146-147 for more details) Stagehog Isolate Clown Blocker Fighter-controller Zealot Cynic

Explain gender and ethnic bias in leadership.

Gender bias remains a barrier to the upward advancement of women into positions as upper-level leaders. Even when women do emerge as leaders, they suffer penalties. When women exercise leadership by being assertive, reactions are often negative, but if they behave in stereotypical ways by exhibiting a kind, gentle, empathic approach, they are often seen as ineffectual and a poor leader. All the way from childhood, young girls are labeled as "bossy" if they try to assume leadership positions, and this often prevents them from doing so because they don't want to be disliked. Female leaders are scrutinized more, especially when they take leadership positions that are usually held by men.

What is the relationship between leaders and followers?

Go hand in hand. A leader with no followers is just someone taking a walk One cannot exist without the other

What is the norm of group interest?

Group members should pursue maximum group outcomes (winning at all cost) even if this means acting hyper competitive against other groups when members may privately not wish to do so

How does leadership typically emerge?

Group selects leader by process of elimination 2 phases of leader emergence First phase: roughly half members eliminated because of thou shalt nots Quiet, disinterested, or annoying get eliminated Second phase: half of group contends for leadership. Bossy or dictatorial or whose communication style is irritating or disturbing to group members are eliminated. Second phase part 2, Members who provide solution in times of crisis are also eliminated Effective listening skills considered Member who acquires lieutenant considered for leadership Member with emotional intelligence considered.

What is group socialization?

Group socialization: the communication process in which new and established groups members adjust to one another; interconnected parts must adapt to changing conditions; newcomers require adaptation in a group because they inherently produce change by their mere presence.

How are they different from each other?

Individual achievement is something you achieve personally without having to defeat anybody; cooperation is the process where all members of a group benefit by the success of each individual in the group (their success is tied together); competition is goal achievement at the expense of another (winners must have losers); hypercompetitiveness put an extreme influence on destroying others to meet one's goals.

Styles

Involves three types of leadership style. Democratic and autocratic can both be positive, depending on the situation, the needs of the group, the objective of the group, and the culture of the group; no one style of leadership will be suitable for all situations

15. Should team roles be designated or should members choose their own roles? Explain.

It differs from groups as roles are understood and accepted, every group function needs to be covered by a qualified member

What role does culture play in producing competitive or cooperative behavior in groups? Explain and provide examples.

It is the norms of culture that determines its competitiveness. Humans are wired for cooperation; even in the animal kingdom, it is those that work together that survive better than those who do it on their own (orcas vs great whites). The way society is built up determines if people with compete or cooperate. "So often somebody's success has been bought at the cost of our failure. To a Zuni, Hopi, or Dakota Indian, [besting another student] would seem cruel beyond belief, for competition, the wringing of success from somebody else's failure, is a form of torture." American hypercompetitiveness flows from our individualistic cultural system, not biology. Collectivist cultures are far less competitive. Vietnamese vs Americans; Vietnamese used cooperative strategies, even when faced with the competitiveness of others. Cultural norms heavily influence the degree of competitiveness in a society. (p 117)

What is team talk?

Language of "we", team identity creates discussion of we and us and our, leaders have to lead in this

What challenges do newcomers face when first joining a group?

Level of group development: older groups tend to be more closed off to newcomers, whereas a younger group is more accepting because it isn't as far along in the development process Level of group performance: when a system is functioning well, group members won't want to take a risk by altering the formula; if a group is not functioning well, it will be more open in hopes of solving its problems Number of members: groups that have too few task members to perform tasks well are usually eager to accept newcomers; groups that have too many members will view a newcomer as a burden Degree of turnover: groups accustomed to frequent entry and exit of group members will accept newcomers easily Groups are more accepting of a newcomer when members believe the newcomer accepts and will conform to the norms, values, and practices of the group

What steps should you take if you want to become group leader?

Manifest conformity to group norms, values, and goals Display proper motivation to lead Avoid the "thou shalt nots" of leadership

When should a member be removed from the team?

Members should be removed if they are preventing the team from being effective; it should be the last resort after efforts to correct problem behavior

What should you do to retain the leader role once you have become the leader?

Must demonstrate your competence as leader. Must accept accountability for your actions. You must satisfy group member's expectations.

What should be done about hazing rituals in groups?

Not sure if this is an opinion question, but honestly I would say outlawing the extreme forms. Kids die and get seriously hurt/sick because of hazing. Doing a harmless prank is one thing, but forcing people into situations where their livelihood is at stake is way over the line. Although, as the textbook says, outlawing it might just drive it underground.

Who experiences negative effects from competition? Why?

People who feel that they have no chance of winning are harmed by competition; the vast majority of people with no special talents, average or worse. If they know that they will never reap the rewards offered to winners, why would they be motivated? The ideas of being a persistent loser demoralizes and dejects competitors. In the workplace, employees who feel unable to compete effectively want to quit their jobs. (p 111)

Who benefits from competition?

People who have great skill are rewarded by competition. Even those individuals who are not the best but are a tier below the super-stars, with great effort and perhaps some luck, can become winners at least occasionally. They will be likely to find competition fun and enjoyable, challenging, motivating, and personally gratifying. (p 111)

What is self-justification?

Providing excuses that absolve ourselves of blame - even when no evaluation is offered; we are quick to evaluate each other in American society, especially negatively, and are ready to defend ourselves with this (p. 120)

How does defensive and supportive communication relate to competition and cooperation?

Reciprocal pattern: once a group climate develops from the six defensive inducing or supportive patterns of communication just discusses it can set this in motion: tit-for-tat Example: lady astor saying "Winston, if I were married to you, I'd put poison in your coffee"; Winston: "If you were my wife, I'd drink it" verbal attack begets verbal attack Supportive/communication patterns by one party during a conflict elicited similar responses from the other party and the same is true defensive/disconfirming communication The challenge in any group is to maintain the positive reciprocal pattern of support and to break the cycle of the negative reciprocal pattern of defensiveness.

What is probing?

Seeking additional information from a speaker by asking questions; includes clarifying questions (p.131)

Explain how not to become a leader.

Show up late for meetings or miss them Don't be uninformed about a problem concerning the group Don't dominate conversation during discussion Don't listen poorly Don't be rigid and inflexible about viewpoints Don't bully group members Do not use offensive language

In what ways do the results of this study mirror behavior of guards and prisoners at Abu Ghraib prison in Iraq?

Some similarities include: prisoners being stripped naked, forced to wear bags on their heads, chaining them together, and forced sadistic sexual degradation/humiliation. The guards were placed in extraordinarily bad situations, and they acted brutally.

What qualities or behaviors qualify a leader as psychopathic?

Someone who has no conscience and feels no remorse or empathy Horrible bosses (not killers) All that counts is to win Typically charming but ruthless and manipulative Have charm, confidence, aggressiveness, decisiveness, antisocial, bullying, manipulative, unethical.

Role Reversal

Switching roles (student to teacher, child to parent) can lead to revelations about the constraints of your roles

How is a team identity established?

Symbolic convergence, development of shared stories and interpretation of events, fantasy theme

What are solidarity symbols?

Team name or logo, t shirts, handshake, celebration

What is the difference between individual and team accountability?

Teams as a whole are accountable for team performance

What is team empowerment?

Teams set own goals and rules, team members often set their own work schedule

What is the Stanford Prison Study?

The Stanford Prison Study was a study that involved 10 student "inmates" being guarded by 11 student "guards." In the beginning, it was rather routine, as the students obviously felt uncomfortable, but by the time the experiment was called off (days ahead of the scheduled 14), the guards were harassing prisoners, making them clean toilets with there hands, and being locked alone in closets for infractions during hours-long head counts. Prisoners went from rebelling to acting depressed dependent, and disturbed, having physiological breaks. The guards became real guards, with nice guys being eclipsed by sadistic men who manipulated and abused those beneath them on the power structure. They became the products of their designated roles. (p 139)

Individual Achievement

The attainment of a personal goal without having to defeat another person. Often mistaken for competing with oneself. For conceptual clarity, it is important that we understand the difference between competition and individual achievement. (Competing with ourselves means that we both win and lose, something that is a complete contradiction.) Competition can't be a solitary undertaking. (p 108)

Role Flexibility

The capacity to recognize the current requirements of the group and then enact the role-specific behaviors most appropriate in the given context; for example, if a discussion becomes confusing, a member might realize they need to play a clarifier role

What is a group climate?

The emotional atmosphere, the enveloping tone that is created by the way we communicate in groups (p. 105)

What are the chief distinctions between standard small groups and teams?

The essence of teams is collaborative interdependence (cooperation). Teams usually consist of members with more diverse skills than those found in standard groups A team requires complementary, not identical, skills Teams typically have a stronger group identity and cohesiveness than standard groups Teams require substantial resources and long-term time commitments

Why do groups use hazing rituals?

The harder it is to get into a group, the greater will be the loyalty and commitment to the group once membership has been attained. Hazing creates group cohesiveness and conformity. A harsh initiation provides the group with valuable information about the newcomers. IT may convinces newcomers how dependent they are on longtime members (old-timers).

Role Status

The relative importance, prestige, or power accorded to a particular role (ie, perception of the intelligence, abilities, etc of someone in a high-power vs low-power role)

Role Conflict

This occurs when we find ourselves playing different roles in different groups that contradict each other (ie, conflict between student role and parent role).

Hersey and Blanchard's situational leadership model:

Three variables: amount of guidance a leader provides; the amount of relational support a leader provides; and the readiness level in performing a specific task, function, or objective that followers demonstrate Four leadership styles: telling style (high task, low relationship emphasis, directive); selling style (high task, high relationship, meant to direct and convince); participating style (low task, high relationship, nondirective, meant to build relationship); and delegating style (low task, low relationship, nondirective, allows a group to be self-directed, the group members are responsible). The key to leadership effectiveness is matching the appropriate style to the group environment. The relationship between the leader and followers is the prime consideration.

Distinguish between a transformational leader and a transactional leader.

Transformational: Changes attitudes, beliefs, and behavior, inspire, motivate. All leadership is transformational toa greater or lesser degree. Transactional: described in terms that are similar to management.

What is competitive interrupting and how is it different from a shift response?

When the listener attempts to seize the floor from the speaker and dominate the conversation; me-oriented, focused on individual needs not group needs; creates antagonism, rivalry, hostility, and even withdrawal from the group Listeners who use the shift response usually observe the "one speaker at a time" rule of conversation. Competitive interrupters do not.

What is the twenty percent rule?

When women and minorities find themselves flying solo in groups, the chance that they'll land in a leadership position is remote. As the number of women and ethnic minorities increases in a group to as much as 20% of the membership, however, the likelihood that a woman or a minority will emerge as leader also increases because bias decreases. When women and ethnic minorities are no longer perceived as tokens, but instead form a substantial portion of group membership and increasingly occupy top leadership positions, then competence will be judged less on gender and ethnic bias and more on actual performance.

What did it show about the power of roles?

Whenever the power afforded certain roles establishes unequal power distribution, this potential for abuse is real.

What does it mean to listen like a trampoline? How does it propel the discussion in beneficial ways?

While many of us have thought of being a good listener being like a sponge that accurately absorbs what the other person is saying, instead, what these findings show is that good listeners are like trampolines. They are someone you can bounce ideas off of — and rather than absorbing your ideas and energy, they amplify, energize, and clarify your thinking. They make you feel better not merely passively absorbing, but by actively supporting. This lets you gain energy and height, just like someone jumping on a trampoline.

What conditions are necessary for constructive competition to occur?

Winning must be de emphasized. (p 110) Opponents must be equally matched, allowing all participants a reasonable change to win. (p 11) When there are clear, specific rules that ensure fairness. (p 111)

Laissez-faire style

a do-nothing approach; avoidance or absence of leadership; these leaders avoid making decisions, hesitate in taking action, and are absent when needed; doesn't try to influence anyone, and so is actually non-leadership; sit-on-your-derriere style

Democratic style

encourages participation and responsibility from group members; work to improve skills and abilities of groups members; also known as participatory style; puts balanced emphasis on both task and social dimensions of the group; creates more member satisfaction than autocratic

Servant Perspective on Leadership:

ethical leaders who place the good of followers over their own self-interests and emphasize follower development... they demonstrate strong moral behavior toward followers. Five elements of this type of leadership: Scrupulously honest Respectful Fair toward followers Provides choices for followers when possible Responsible for helping the group achieve goals in ethically acceptable ways

Autocratic

exerts control over group members; highly directive; does not encourage member participation; not concerned about making friends within the group; puts most emphasis on the task, not the social dimensions of the group

What skills, attitudes, and characteristics do the best team members exhibit?

experience and problem-solving abilities; ability to adapt; optimistic, can-do, positive attitude

Maintenance

focusing on cohesiveness (see pg 146 for more details) Supporter-encourager Harmonizer-tension reliever Gatekeeper-expediter

Task Roles

focusing on maximum productivity (see pg 144-145 for more details) Initiator-Contributor Information seeker Information giver Opinion seeker Clarifier-elaborator Coordinator Secretary-recorder Facilitator Devil's advocate

What is the devil's advocate role?

gently challenges a prevailing point of view for the sake of argument to test and critically evaluate the strength of ideas, solutions, or decisions; crucial role but often missing from group decision making

What is a pseudo-team?

gives the appearance of being teams and of engaging in teamwork without exhibiting the substance of teams

Explain how roles emerge.

ndividuals make a bid to play a role. Group endorsement of the bid must occur before the person can play that role. Then comes trial and error, where a group member tries out a role. If the group does not reinforce the effort, then the member will try another role. A member who is persistent in one specific role may be perceived by the group as inflexible and stubborn. IF SOMEONE WANTS TO CHECK ME ON THIS, I FOUND IT ON PG 152-153 AND I'M NOT SURE IT'S RIGHT

Ethnic bias

shown in the extremely low percentages of people of color, Hispanic Americans and Asian Americans in leadership positions in business and politics.

What is the definition of a team?

specialized group; a small number of people with complementary skills who act as an interdependent unit, are equally committed to a common mission, subscribe to a cooperative approach to accomplish that mission, and hold themselves accountable for team performance.

situations

the "it depends" approach to leadership; effective leadership is contingent upon matching styles with situations; those leaders whose style fits well with their situation exhibit strong confidence and perform at a high level; however, in open systems, leadership effectiveness may be influenced by situational forces beyond the control of any leader. Two situational models of leadership effectiveness: Fred Fiedler's Contingency Model: a complicated, difficult-to-apply model that doesn't offer guidance on how to become a more effective leader once you're in a group H & BModel

What is group endorsement and what is its significance?

the acceptance by the group of a member's bid to play a specific role; this is important because whether or not a group endorses a member decides if they get to play that role

How does readiness influence leadership styles?

the extent to which a follower demonstrates the ability and willingness to accomplish a specific task; this affects leadership style in that decisions are more leader directed at lower levels of readiness, and decisions are follower directed at higher levels of readiness. As readiness levels increase, effective leadership requires reduced guidance and direction from the leader and less socio-emotional support for followers.