IO quiz 6 study guide
What are the popular leadership theories we discussed in class? What are the unique contributions of each one?
"Great man" theories: Proposed by historians who study the lives of great leaders and they are so great because they have galvanizing experience: overcoming a huge obstacle and admirable traits: Persistence, intelligence, optimism, etc. Not very valued in the field of I/O Trait theories: Started in 1920s and assume that leaders possess certain characteristics that non leaders do not. Ex: Physical height is positively related to leader emergence.
How are the dimensions different from each other? Identify examples.
Consideration examples: Is friendly and approachable; looks out for the personal welfare of group members Initiating structure examples: Assigns group members to particular tasks; schedules the work to be done
What are some concerns related to colorblindness?
Discourages people to detect or report explicit racial discrimination Suppressing is taxing--leads to more hostility and anxiety in intercultural interactions
What are the three types of justice? Explain differences and examples.
Distributive Justice: Perceives fairness of how outcomes are allocated (three ways to define fair). Procedural Justice: Perceptions of whether the process used to make the decision was fair (includes voice). Interactional Justice: Perceptions of whether the organization treats people respectfully and explains decisions adequately. (2 forms: interpersonal and informational justice) critical in layoff and or pay cut situations
How does the social capital theory describe diversity?
Diversity is a net benefit for work teams when it creates sufficiently valuable external social capital to offset the reduced internal social capital associated with diversity.
What are the three ways of distributing rewards?
Equity norm (merit): People who work the hardest or produce the most should get the greatest reward Ex: Promotions should be given to only the highest performers Equality norm: Every member gets the same share of rewards, regardless of effort Ex: Health benefits should be given to all Need norm: People receive rewards in proportion of their needs Ex: Time off for family emergency
What is LMX theory?
Focuses on the quality of relationship between leaders and followers; leaders don't treat all subordinates the same
What are the differences between leadership emergence and leadership effectiveness?
Leadership emergence: Study of the characteristics of individuals who become leaders and examine the basis on which they were elected, appointed, and most critically, accepted Leadership effectiveness: Study of the behaviors of a leader that lead to outcomes valued by the organization or work group , regardless of how that position was achieved
What is multiculturalism and colorblindness?
Multicultural ideologies: "Racial and ethnic differences should be acknowledged and celebrated among cultural groups" Colorblind ideologies: "Racial/cultural differences are unimportant. People are treated equally as individuals rather than as members of particular cultural groups"
How does LMX change overtime?
The life-cycle of a leader-follower relationship and leader success Initial stage: Tentative Evolves into a trusting, committed work relationship If not, becomes an out-group member
What is Fiedlers contingency theory?
2 types of leadership styles interact with three types of situations
Define authentic leadership
A style of leadership that emphasizes the genuineness and integrity of the leader, usually accompanied by a life story.
How is personality related to leadership emergence and leadership effectiveness?
All big five factors except agreeableness were associated with leader emergence Extraversion was consistently found to be related to leader emergence and effectiveness across settings Individuals with self-monitoring personality are more likely to emerge as leaders
What are the possible antecedents and consequences of justice? How are they related to different types of justice?
Antecedents Employee participation: The extent to which employees feel that they are involved in decision-making or other organizational procedures. Higher level of participation leads to higher procedural justice. Communication: Accurate, timely, and helpful communication can improve interpersonal and informational justice, Justice climate: Team-level perceptions of justice can influence individuals own views of justice. Consequences Attitudinal outcomes: Job satisfaction(distributive justice), organizational commitment (procedural justice), and burnout; perceptions of justice is negatively related to emotional exhaustion Behavioral outcomes: Performance: When people perceive injustice, they seek to restore justice by altering their level of job performance OCB: Higher perception of justice leads to more OCB CWB: Distributive justice perceptions are most strongly (and negatively) related to CWB
What are the three models of managing diversity? Which on is most recommended?
Assimilation model: Recruit, select, train, and motivate all employees so that all share same values and culture. Ex: Colorblindness Protection model: Identify disadvantaged and underrepresented groups and provide special protections. Ex: Affirmative action Value model: Each diverse element is valued for what it uniquely contributes to the organization. Ex: Multiculturalism
What dimensions of leadership behaviors did the OSU studies and the Michigan studies propose?
Began in 1945 and identified 1800 behaviors from college students, eventually collapsed into 10 categories and got ratings of frequency from air force crew members dimensions: Consideration: Behaviors indicating mutual trust, respect, warmth, and rapport between the leader and group members Initiating structure: Behaviors that organize and define group activities and the leaders relation to group members; emphasizes achievement of organizational goals
What is GLOBE?
Global Leadership and Organizational Behavior Effectiveness Large-scale cross-cultural study of leadership; 190 researchers, 60 countries, 18,000 participants, 20 years of data collection so far Results Universally accepted leader aspects: Integrity, charismatic, visionary, inspirational, team-orientated, excellence-oriented Universally rejected leader aspects: Loner, non-cooperative, ruthless, non explicit, irritable, dictatorial Culture-specific leader aspects: Cunning, sensitive, ambitious, status conscious
What are the horizontal and vertical dimensions of culture?
Horizontal individualistic: People are unique; most people have the same status Horizontal collectivist: People emphasize their connectedness and work toward common goals; most people have the same status Vertical individualistic: People are unique; some distinguish themselves and enjoy higher status. Vertical collectivist: People emphasize their connectedness and must do their duty; some enjoy higher status,
What are the facets of transformational leadership styles?
Idealized influence: Leaders display conviction, emphasize trust, take stand on difficult issues, emphasize the importance of commitment and purpose, and are aware of the ethical consequences of their decisions Inspirational motivation: Leaders articulate an appealing vision of the future, challenge followers with high standards, talk optimistically with enthusiasm, and provide encouragement and meaning for what needs to be done Intellectual stimulation: Leaders question old assumptions, values, and beliefs; stimulate new ways of doing things; and encourage expression of ideas and reasons Individualized consideration: Leaders deal with others as individuals; consider individual needs, abilities, and aspirations; listen attentively; and advise, coach, and teach
What are in group/out group biases?
In group members: Their accomplishments are likely to be regarded positively Out group members: Their accomplishments are likely to be regarded negatively Individuals are more likely to be cooperative with members of their in group and more competitive with members of the out group, even if they share a common problem
Is stereotypical view of women leaders supported by research findings?
In lab studies yes, in field studies no
Based on the LMX theory, why do leaders have different influences on different followers?
In-group members: High-quality relationships and less reliance on formal power/authority Out-group members: Low-quality relationships and rely more on formal power and have little latitude to negotiate work roles
What are Hofstedes 6 cultural dimensions?
Individualism/collectivism Power distance Uncertainty avoidance Masculinity/femininity Short term/long termism Indulgence/restraint
What is the difference between individualistic and collective views?
Individualistic: Societies stress independence, individual initiative, and privacy Collective: Cultures favor interdependence and loyalty to family or clan
What are the problems of the trait approach?
It was a dead end, no consistent relationship between traits and leader effectiveness. Traits definitions inconsistent. Obsession with subordinate productivity as the criterion (Ignored commitment, satisfaction, motivation etc.)
Which type of justice does voice affect?
Procedural Justice
What is the taxonomy for describing the content diversity?
Readily detected attributes that are more likely to be task-related: Department/unit membership, organizational tenure, formal credentials and titles, education level, membership in professional associations Readily detected attributes that are more likely to be relationship-oriented: Sex, socioeconomic status, age, race, ethnicity Underlying attributes that are more likely to be task-related: Knowledge/expertise, cognitive skills/abilities, physical skills/abilities Underlying attributes that are more likely to be relationship oriented: Religion, political memberships, nationality, sexual orientation, gender, class identity, attitudes, values, personality, sexual identity, racial identity, ethnic identity, other social identities
What does the social exchange theory assume?
Relationships evolve over time into trusting, loyal, and mutual commitments. We engage in relationships at work based on reciprocity Economic exchange: Based on monetary costs and rewards Social exchange: Based on social costs and rewards Justice promotes good social exchange relationships through building trust and psychological contracts
What are the types of power proposed in the power approach? What are the differences among them and give examples.
Reward power: Having the power to give rewards Ex: Performance evaluation and opportunities and recognition Coercive power: Having the power to give punishments Ex: Layoff Legitimate power: Having a formal position of power Ex: CEO, manager Referent power: Having power because you are liked by others Expert power: Having power because you have expertise in an area of study
What is psychological contract?
Set of beliefs about what benefits an employee and an organization provide to each other
What is abusive supervision?
Supervisors engage in the sustained display of hostile verbal and nonverbal behaviors
What are the two different types of diversity?
Surface-level diversity: diversity in demographic characteristics Deep-level diversity: Diversity in attitudes, beliefs, personality, and values
What is culture?
System in which individuals share meanings and common ways of viewing events and objects
What are the leadership styles Fiedlers contingency theory propose? When are each most effective?
Task-oriented: Leaders will perform best in very high or very low situational favorability Relation-oriented: Leaders will perform best in moderate situational favorability
What are the self-serving biases?
Tendency to make personal attributes for good or successful behaviors and situational attributions for poor or unsuccessful behaviors.
What is voice?
The ability to challenge and influence a process -Having a voice increases perceptions of procedural justice.
What is the fundamental attribution error?
The tendency to attribute a behavior or outcome to personal characteristics instead of the situation Ex: Driving and someone cuts you off-->make fundamental attribution error towards outgroup
What is the difference between transformational and transactional leadership?
Transformational: Leaders transform their followers by appealing to nobler motives Transactional: Show followers how to meet goals by adopting a particular behavior pattern (reward and punishment)
What are the types of destructive leadership?
Tyrannical: Achieves organizational goals by manipulating and humiliating subordinates Derailed: Engages in an anti-organizational behaviors such as laziness, fraud, and theft Supportive-disloyal: Supports subordinates to violate the goals of the organization
What is the demographic fault line?
When attributes are aligned in such a way as to produce natural coalitions in a group. Fault line exists when at least 2 clusters/subgroups can be formed based on demographic attributes
