RCSC 384

describe similarities and differences between the University of Michigan and Ohio State University leadership models

The University of Michigan and Ohio State University leadership models are similar because they are both based on the same two distinct leadership behaviors, although the models use different names for the two behaviors. The models are different because the University of Michigan model identifies two leadership styles based on either job or employee centered behavior. The Ohio State University model states that a leader uses high or low structure and consideration resulting in four leadership style combinations of these two behaviors.

leadership style

combination of traits, skills, and behaviors leaders use as they interact with followers

behavioral theory paradigm

model how we do something. study traits in leaders, researchers focused their attention on studying what the leader says and does in effort on studying what the leader says and does in effort to identify difference from good and bad leaders.

discuss similarities and differences among the three content motivation theories

similarities among the content motivation theories include their focus on identifying and understanding employee needs. The theories identify similar needs, but are different in the way they are classify the needs. Hierarchy of needs theory includes physiological, safety, belongingness, esteem, and self-actualization needs. Two-factor theory includes motivators and maintenance factors. Acquired needs theory includes achievement, power, and affiliation needs and includes no lower-level needs, as the other two theories do.

discuss the major similarities and differences among the three process motivation theories

the similarity among the three process motivation theories includes their focus on understanding how employees choose behaviors to fulfill their needs however, they are very different in their perceptions of how employees are motivated. equity theory proposes that employees are motivated when their perceived inputs equal outputs. Expectancy theory proposes that employees are motivated when they believe they can accomplish the task and the rewards for doing so are worth the effort. Goal setting theory proposes that achievable, difficult goals motivate employees.