BA CH 15 Leadership

According to Fiedler's contingency theory, how can the favorability of leadership situation be analyzed in terms of what elements?

the quality of relationships between leaders and followers, the degree of task structure, and the extent to which the leader has formal authority over followers

describe the relationship between leader style and follower readiness through the Hercy and Blanchard's situational model of leadership?

the upper part of the model indicates the style of the leader, which is based on a combination of concern for people and concern for production tasks. the bell-shaped curve is called a prescription curve which indicates when each style should be used. the telling Style (S1) is a highly directive style that involves giving explicit instructions about how tasks should be completed. this style has the highest probability of successfully influencing low Readiness followers who are unable or unwilling to take responsibility for their own task Behavior. with the selling Style(S2), the leader explains decisions and gives subordinates a chance to ask questions and gain Clarity and understanding about work tasks. this style works for a workers at moderate to high Readiness levels with the participating Style(S3), the leader shares ideas with subordinates, gives them a chance to participate, and facilitates decision making. this style works for followers at moderate to high Readiness levels the delegating Style(S4), provides little Direction and Little support because the leader turns over responsibility for decisions and their implementation to subordinates. when followers demonstrate very high readiness, that is they have high levels of education, experience, and Readiness to accept responsibility for their own task behavior, this style can be effectively used the appropriate leader style depends on followers Readiness level, shown in the lower part of the model.

what is a passive follower?

then either exhibit critical independent thinking or active participation. being passive and uncritical, these people show neither initiation or sense of responsibility. their activities limited to what they're being told to do and they accomplish things only with a great deal of supervision. they leave the thinking to the boss and the style is the result of micromanaging that encourages past and behavior. people in that to show initiation, except responsibility, or think creatively is not rewarded and may not even be punished by the boss, so they grow increasingly passive

what is an alienated follower?

they are a passive, yet independent, critical thinker. alienated employees often affect followers who have experienced setbacks and obstacles, perhaps promises broken by their supervisors. they are capable but they focus exclusively on the shortcomings of their bosses. their cynical, they're able to think independently but they do not participate in developing solutions to the problems or deficiencies that they see. they waste valuable time complaining about their boss without offering constructive feedback

what are transformational leaders?

they are similar to charismatic leaders, but they are distinguished by their special ability to bring about innovation in change by recognizing followers needs and concerns, providing meaning, challenging people to look at Old problems and new ways, and acting as a role models for the new values and behaviors. these leaders Inspire followers to believe in the leaders personally and to believe in their own potential to imagining create a better future for the organization.

what are job center leaders?

they are the less effective leaders who tended to be less concerned with Goal achievement in human needs in favor meeting schedules, keeping costs low, and achieving production efficiency

what are strengths?

they are the natural talents and abilities that have been supported and reinforced with learn Knowledge and Skills and provide individuals with their best tools for accomplishment and satisfaction.

where do informal leaders emerge?

1. an ambiguous and unstructured situations such as the environmental activism movement and other social causes 2. in business organizations when there is ambiguity and a lack of strong formal leadership, such as in the various organizations that are experimenting with bosslessness.

what elements of General Mchrystal's leadership philosophy are there?

1. be empathetic and put yourself in other's shoes 2. give small groups autonomy to innovate: allow subordinates not only to execute things, but to make decisions on how and when to execute things 3. speak the truth: a leader must be absolutely straightforward with all the people, to tell them the truth. tender is essential so people know they are getting the best information from the leader. 4. talk about goals often: it is the leader's duty to provide necessary information so each individual has a stake in the organization's goal. leaders must repeatedly refocus team members on the overall goal.

the impact of charismatic leaders normally comes from what three aspects?

1. stating a lofty vision of an imagined future that employees identify with 2. displaying an ability to understand and empathize with followers 3. empowering and interesting subordinates to accomplish results

what are the six principles for asserting influence?

1. use rational persuasion: to apply fax, data, and logical arguments to persuade others to a proposed idea, request or decision. it can be highly affected because most people have faith in the facts in analysis. it is especially successful when a leader has technical knowledge and expertise related to the issue at hand which is expert power, although referent power is also used additionally, people must believe in the leaders credibility 2. help people to like you: effective leaders tried to create Goodwill and favorable impressions. when a leader shows consideration and respect, treats people fairly common demonstrates trust in others, people are more likely to want to help and support this person by doing what they ask. most people like a leader who makes them feel good about themselves so leaders should never underestimate the power of praise 3. rely on the rule of reciprocity: leaders can influence others through the exchange of benefits and favors. leaders who two favors for others can expect the others will do favors for them in return 4. develop allies: effective leaders develop networks of allies which are people who can help the leader accomplish goals. theaters talk with followers and others outside the formal meetings to understand their needs and concerns as well as to explain problems and describe leaders point of view. they strive to reach a Meeting of Minds with others about the best approach to a problem or decision 5. ask for what you want: make a direct and personal request. leaders must be explicit about what they want or they aren't likely to get it. and explicit proposals sometimes accepted simply because others have no better alternative. a clear proposal or alternative will often receive support if other options are less well-defined 6. appeal to higher authority: leaders must sometimes use their formal Authority as well as to gain the support of people at higher levels to back them up. research has found the key to successful use of formal Authority is to be knowledgeable, creditable, and trustworthy, which is to demonstrate expert and referent power as well as legitimate power.

What is Fiedler's Contingency Theory?

A leadership theory in which successful leadership is predicted as a function of the favorableness of the situation and the personality of the leader. the starting point is the extent to which the leaders style is task-oriented or relationship oriented. consideration of a person's leadership style is considered to be relatively fixed and difficult to change so that idea is to match the leaders Style with the situation most favorable for effectiveness. I diagnosing leadership style in the organizational situation, the correct fit can be arranged.

what does willingness refer to?

a combination of confidence, commitment, and motivation, and a follower may be high or low on any of the three variables

what is a vision?

an attractive, ideal future that is credible yet not readily attainable. it is an important component of both charismatic and transformational Leadership. Visionary leaders speak to the hearts of the employees, letting them be a part of the higher purpose that is bigger than themselves. or other people see obstacles or failures they see possibility and Hope

what are the top five qualities desired and a leader and a follower?

and a leader the qualities are honest, competent, forward-looking, inspiring comment and intelligent in a follower the top five qualities are honest, competent, dependable, cooperative, and loyal.

in a comparative analysis of differences between formal and informal leaders on six leadership competencies, what did they find?

and shared vision, communication, relationships, community, guidance, and character, they found that informal leaders scored higher in every area

what is uncritical thinking?

another dimension of the model of Fellowship in which the Thinker is dependent and does not consider possibilities beyond what he or she is told, does not contribute to the cultivation of the organization, and accepts the supervisors ideas without thinking.

what are formal leaders?

are assigned to be leaders as part of their role in a group or organization and have leadership Authority based on their position.

what are informal leaders?

are people who do not have formal authority to direct the group but whom people choose to follow because of their personal qualities. informal leaders get their Authority based on qualities such as having a mission, being able to inspire others, and demonstrating passion.

what are the key characteristics of authentic leaders?

authentic leaders: 1. pursue their purpose with passion: When leaders demonstrate a high level of passion and commitment to a purpose, they inspired commitment from followers. 2. practice solid values: they have values that are shaped by their personal beliefs, and they stay true to those values even under pressure because trust is inspired when people come to know what a leader stands for 3. lead with their hearts as well as their heads: authentic leaders maintain a compassion for others as well as the courage to make difficult decisions 4. establish connected relationships: if they build positive and enduring relationships, which makes followers want to do their best and leaders surround themselves with good people and work to help others grow and develop 5. demonstrate self-discipline: self-control and self-discipline keeps leaders from taking excessive or unethical risks that could harm others and the organization and When leaders make mistakes, they openly admit to them

what is idealized influence?

beans followers identify with, respect, trust, and want to emulate the leader

why are some of the most important personality differences for the organization success are those of its leaders?

because leader behaviors play a critical role in shaping employee performance.

what is being authentic?

being real, staying true to one's values and beliefs, and acting based on one's true self rather than emulating what others do

what are metacategories?

broadly defined Behavior categories, as a basis for study and comparison

what are some specific behaviors associated with the initiating structure?

clarifying, planning, monitoring operations, problem solving

what is consideration as one of the major behaviors?

consideration falls into the category of people-oriented behavior and is the extent to which the leader is mindful of subordinates, respects their ideas and feelings, and establishes mutual Trust

what is a neutralizer?

counteracts the leadership style and prevents the leader from displaying certain behaviors. for example, if a leader has absolutely no position power or is physically removed from subordinates, the leader's ability to give directions to subordinates is greatly reduced.

describe gender differences in leadership behaviors and who does it best?

developing others is the first leadership ability and women rate higher. driving for results is the next leadership ability and women rate higher inspiring and motivating others is another leadership ability, and which women rate higher solving problems as a leadership ability, and which women and men rated about equally building relationships is the last leadership ability in which women rate higher

what are the 10 most common traits among bad managers?

doesn't communicate clear expectations, please favorites, doesn't show concern for my career and personal development, bad mouths people behind their back, isn't open we're interested in feedback, wants to prove himself or herself, isn't self-aware, betrays trust, doesn't listen, puts his or her needs first.

what is the great man approach?

find out what made people who had achieved a level of greatness, great. then, select Future Leaders who already exhibited the same traits or could learn to develop them. research found little support for the idea that traits of Great Men could serve as a predictor of other people's leadership success

what should a leader know when using Fiedler's contingency theory?

first the leader should know whether they have a relationship or task-oriented style. second leader should diagnose the situation and determine whether leader member relations, task structure and position power are favorable or unfavorable.

what are the two levels and organizations of which servant leaders operate?

for the Fulfillment of their subordinate goals and needs and for the realization of a larger purpose or mission of their organizations.

what are the 10 most common traits among great managers?

has a strong work ethic, is honest, has this sense of humor, is confident, has a positive attitude, makes good decisions, recognizes me when I do good work, is passionate about his or her job, is highly knowledgeable in the area that he or she manages, and has a good grasp of the entire business

what is a pragmatic survivor?

has qualities of all four extremes depending on which style fits the prevalent situation. they use whatever style best benefits their own position and minimizes risk. they emerge when an organization is going through desperate times and individuals find themselves doing whatever is needed to get through the difficulty.

what is the contingency approaches?

how the organizational situation influences which leadership style is more effective

what play is an important part of distinguishing whether charismatic leaders will work to benefit primarily the larger organization or use their gifts for ego building and personal gain?

humility

what is soft power?

includes expert power and referent power, which are based on personal characteristics and interpersonal relationships more than on a position of authority

what is information as a source of power?

information is a primary business resource, and people have access information and control over how and to whom it is distributed are typically powerful. access to information is determined by a person's position in the organization. top managers typically have access to more information than middle managers, who in turn have access to more information than lower level supervisors or Frontline employees.

where does personal power come from?

internal sources such as an individual special knowledge or personal characteristics. it is the primary tool the leader, and it becomes increasingly important as more businesses are run by teams of workers who are less tolerant of authoritarian management

what is charismatic leadership?

is based on articulating a clear, appealing vision, exerting idealized influence combat and providing inspirational motivation to stimulate people to do more than they would normally do, despite obstacles and personal sacrifice followers are willing to put aside their own interests for the sake of the team, department, or organization. tend to be less predictable because they create an atmosphere of change, and they may be obsessed by Visionary ideas that excite, stimulate, and drive other people to work hard

what is an effective follower?

is both a critical, independent thinker and active in the organization. effective followers behave the same towards people, regardless of their position in the organization. they develop an equitable relationship with their leaders and do not try to avoid risk or conflict. they are capable of self-management, they discern strengths and weaknesses in themselves and their bosses, they are committed to something bigger than themselves and they work toward competency, solutions, and positive impact.

what is leadership?

is the ability to influence people toward the attainment of goals. leaders are involved with other people in the pursuit of specific outcomes. leaders Inspire and motivate people to accomplish desirable goals

what is influence?

is the effect that a person's actions have on the attitudes, values, beliefs, or behaviors of others.

what is power?

is the potential ability to influence the behavior of others

what type of leader is more likely to make decisions that may not always be popular but that he or she believes are right?

it authentic leader who places high value on personal relationships, supporting followers, and being courageous, and standing up for what One Believes

what is referent power?

it comes from an individual's personal characteristics that command others identification, respect, and admiration so that they wish to emulate that individual. it does not depend on the formal title or position. when employees admire a supervisor because of the way that she deals with them, the influence is based on referent power. it is most visible among charismatic leadership. and social and religious movements, we often see charismatic leaders who emerge in getting a tremendous following base to solely on their personal power.

what is the situational model of leadership?

it focuses a great deal of attention on the characteristics of followers and determining appropriate leadership behavior. the point of this model is that followers vary in readiness, which is determined by the degree of willingness and ability that is subordinate demonstrates while performing a specific task

how does the concept of leadership evolve?

it involves as the needs of the organization change. environmental context in which leadership is practiced influences which approach might be most effective, as well as what kinds of leaders are most admired by society.

what is servant leadership?

it is a "other-oriented" approach, based on the assumption that work exists for the development of the worker as much as the worker exists to do the work. a servant leader transcends self-interest to serve others, the organization, and society. this later recognizes a moral responsibility to the well-being and success of followers as well as to the organization and all stakeholders. servant leaders give things away like power, ideas, information, recognition, credit for accomplishments, and even money. they often work in nonprofit worlds because it offers a natural way to apply their leadership drive and skills to serve others. but servant leaders can also succeed in for profit businesses

what is authentic leadership?

it is an approach that draws on the leader's self-awareness, self-regulation, and alignment of words and actions towards followers. authentically leaders Inspire trust because they say what they think and do what they say. they know and understand themselves, a spouse and act consistently with positive values, and Empower and Inspire others with their openness and authenticity.

what is inspirational motivation?

it is drive from the leader appealing emotionally and symbolically to the followers desire to achieve a clear, attractive vision of higher purpose.

what is hard power?

it largely stems from a person's position of authority and it includes legitimate, reward, and coercive power

what is coercive power?

it refers to the authority to punish or recommend punishment. managers have course and power when they have the right to fire or demote employees, criticize them, or withhold pay increases. if an employee does not perform as expected, the manager has the course of power to reprimand him, put a negative letter in his file, deny him a raise, and hurt his chances for promotion.

what is level 5 leadership?

it refers to the highest level and a hierarchy of manager capabilities. key characteristic of level 5 leaders is an almost complete lack of ego, which is humility, coupled with a fierce resolved to do what is best for the organization, their will. these leaders build Excellence through dedication and humility they are extremely ambitious for their companies rather than for themselves. this attitude becomes highly evident in the area of the succession planning. level 5 L develop a solid corps of leaders throughout the organization so that when they leave, the company can continue to thrive and grow even stronger.

describe the relationship of good management and leadership?

leadership cannot replace management, but rather should complement good management. good management is needed to help the organization meet its current commitments, while good leadership is needed to move the organization into the future. leadership's power rises from the foundation of a well-managed organization

what are the four approaches that are in tune with leadership for today's turbulent times?

level five leadership, servant leadership, authentic leadership, and Interactive leadership.

what is substitute for leadership?

makes the leadership style unnecessary or redundant. for example, highly professional subordinates who know how to do their tasks do not need a leader who initiates structure for them and tells them what to do.

describe the differences between management and leadership?

management organizes the production and supply of fish to people, whereas leadership teaches and motivates people to fish themselves. leaders focus on and is a commitment to unlock the employee, while managers focus on systems and production

what is humility?

means being unpretentious and modest rather than arrogant and prideful. level 5 L is option seems shy and self-effacing. they accept full responsibility for mistakes, poor results, or failures. they give credit for success to other people. such leaders build organizations based on solid values that go far beyond just making money, with an unwavering resolve to do whatever is needed to make the company successful over the long term.

what is Interactive leadership?

means that the leader favors a consensual and collaborative process comment and his or her influence derives from relationships rather than from position power and formal authority. these general characteristics have been found to be associated with female leaders

what does influence mean?

memes that the relationship among people is not passive, and influences designed to achieve some end or goal

what is critical thinking?

one of the models of followership in which the Thinker is independent and they are mindful of the effects of Their Own and others behavior on achieving organizational goals. they can weigh the impact of their bosses and their own decisions and offer constructive criticism, creativity, and innovation,

how do managers adopt their style according to the Readiness level the people there managing?

people low and readiness, because of little ability or training or security, need a different leadership style than those who are high in Readiness and have a good ability, skills, confidence, and willingness to work

what is network of relationships as a source of power?

people who are enmeshed in a network of relationships have greater power. a leader or an employee with many relationships knows what's going on in an organization and industry, whereas one has few interpersonal connections is often in the dark about important activities or changes. that works of relationships are crucial in the political arena for instance.

what is personal effort as a source of power?

people who show initiative, work beyond what is expected of them, take on undesirable but important projects, and show interest in learning about the organization and Industry often gain power as a result

what does it mean to be a leader what three aspects stand out?

people, influence, and goals are the three aspects that stand out. leadership occurs among people, involves the use of influence, and is used to attain desired goals and outcomes

what is legitimate power?

power drive from a formal management position in an organization and the authority granted to it.

what is expert power?

power resulting from a person special knowledge or skill regarding the tasks being performed. when someone is a true expert, others go along with recommendations because of that person's Superior knowledge.

what is a focus on the organization as known as manager qualities?

rational, maintain stability, assigns tasks, organizes, analyzes, position power.

what does the final contingency approach which is contingency, situational substitutes for leadership suggests?

situational variables can be so powerful that they actually substitute for or neutralize the need for leadership. the approach outlines those organizational settings in which a leadership style is unimportant or unnecessary.

what is reward power?

stems from the authority to bestow rewards on other people. managers may have access to formal rewards such as pay increases or promotions and praise, attention, and recognition.

what are some specific behaviors associated with the consideration behavior?

supporting, developing, recognizing, and empowering

what are the two types of behavior that have been identified as applicable to effective leadership in a variety of situations and time periods?

task oriented behavior and people-oriented behavior

using the Fiedler's s contingency Theory, what was found about matching leader style to the situation?

task oriented leaders are more effective when the situation is either highly favorable or highly unfavorable. relationship oriented leaders are more effective in situations of moderate favorability. the task-oriented leader excels in the favorable situation because everybody gets along, the task is clear, and the leader has power so all that is needed for someone to lead the charge and provide Direction. if the situation is highly unfavorable to the leader, a great deal of structure and task direction is needed. a strong leader will Define task structure and establish strong authority. because leader, member relations are poor anyway, a strong task orientation will make no difference in the leaders popularity.

what does ability refer to?

the amount of knowledge, experience, and demonstrated skill that a subordinate brings to the task.

why do leaders plan a tremendous role in the organization's success?

the attitudes and behaviors of leaders shape the conditions that determine how well employees can do their jobs

what is initiating structure?

the degree of task behavior, that is, the extent to which the leader is task-oriented and direct subordinate work activities toward goal attainment

what are traits?

the distinguishing personal characteristics of a leader, such as intelligence, honesty, self-confidence, and even appearance. looking at traits was one of the early efforts to understand leadership success

what are transactional leaders?

they clarify the role and task requirements of subordinates, initiating structure, provide appropriate rewards, and try to be considerate and meet the social needs of subordinates. their ability to satisfy subordinates May improve productivity and they excel at management functions and take pride and keeping things running smoothly and efficiently and stress the impersonal effects of performance such as plans, schedules, and budgets.

what are conformists?

they participate actively in a relationship with the leader but doesn't use critical thinking skills. they participate willingly but without considering the consequences of what they are being asked to do, even at the risk of contributing to a harmful endeavor. a conformist is concerned only with avoiding conflict in this follower might reflect an individuals over dependent attitude towards authority, it can also result from rigid rules and authoritarian environments that create a culture of conformity

describe leader and management qualities?

they reflect two different sets of qualities and skills that frequently overlap within a single individual. a person might have more of one set of qualities than the other, but I really a manager will develop a balance of both manager and leader qualities. a primary distinction between management and Leadership qualities is that management promotes stability in order within the existing organizational structure and systems, thereby ensuring that suppliers are paid, customers invoice, products and services produced on time, and so forth. leadership promotes vision and change. leadership means questioning the status quo and being willing to take reasonable risks so that outdated, unproductive, or socially irresponsible Norms can be replaced to meet new challenges

what are employee-centered leaders?

they're the most effective supervisors who established high performance goals and displayed supportive Behavior towards subordinates

what kind of pressure do you organizational leaders face?

to deliver strong performance, motivate and Inspire employees, keep their organizations ethical and socially responsible, and satisfy multiple stakeholders.

what is a focus on people as known as leader qualities?

visionary, promotes change, defines purpose, and powers, innovates, personal power

according to Fiedler's contingency Theory, when will the situation be considered highly favorable to the leader?

when the leader has relationships that are positive, tasks are highly structured, and the leader has formal authority over followers. follow the worst trust, respect, and have confidence in the leader. the group's tasks are clearly defined, involved specific procedures, and have clear and explicit goals. the leader has formal authority to direct an evaluate followers, and the power to reward her punish.

what is the difference between power and influence?

whereas power is the capability to cause a change the person, influence may be thought of as a degree of actual change

in analysis found that countries led by men experienced an average of $214 covid related deaths per million inhabitants, where is countries led by women suffered only 36 covid related deaths per million inhabitants. what is one reason for this difference?

women leaders are more willing to admit uncertainty and seek advice from experts