Ch 8 Flashcards
what is one concern of the GLOBE research project?
Whether there are universal attributes of leadership
How many global leadership dimensions has GLOBE identified
6
What do the GLOBE dimensions summarise
The characteristics perceived culturally to either further or impede effective leadership
Name the 6 global leadership dimensions
- Charismatic/value-based leadership
- team-oriented leadership
- participative leadership
- humane-oriented leadership
- autonomous leadership
- self-protective leadership
Charismatic/value-based leadership
motivate/expect high performance from others based on values
- includes six sub-scales
1. visionary
2. inspirational
3. self-sacrificial
4. integrity
5. decisive
6. performance oriented
Team-oriented leadership
Effective team-building and implementation of common purpose
- five sub-scales:
1. team collaborative
2. team integrator
3. diplomatic
4. malevolent (reverse scored)
5. administratively competent
Participative leadership
Degree manager involves others in implementing decisions
- two sub-scales
1. autocratic (reverse scored)
2. participative
Humane-oriented
Supportive, considerate and generous leadership
- two sub-scales:
1. humane orientation
2. modesty
Autonomous leadership
Independent and individualistic leadership (not previously appeared in literature)
- single sub-scale:
1. autonomous
Self-protective leadership
Focus on safety of individual
- five sub-scales:
1. self-centred
2. status-conscious
3. conflict inducer
4. face-saving
5. procedural
Which two dimensions of leadership are effective in all societies (and what is their respective emphasis on?)
- charismatic/value-based leadership
- vision, values & confidence in „followers“ - team-oriented leadership
- effective teams & common goal
Which cultural dimension can predict charismatic/value-based leadership?
Performance orientation
Which cultural dimension can predict team-oriented leadership
In-group collectivism
Humane orientation
Uncertainty avoidance
Which leaderships dimensions are NOT universal (key differences based on differing cultural practices and values)
- participative leadership
- humane-oriented leadership
- autonomous leadership
- self-protective leadership
Why is participative leadership not universal
Found in all cultures but different types or „species“
Why is humane-oriented leadership not universal
Impact varies from positive to neutral
Why is autonomous leadership not universal
greatest variation of the six dimensions
Self-protective leadership
Much variation (not as extreme as autonomous leadership)
Apart from charismatic/value-based leadership and team-oriented leadership, which leaderships is universal
Transformational leadership
Transformational leadership may be universal, but the way transformational attributes are expressed may…
Differ between cultures
E.g. integrity is universally desirable but people in different cultures have different ways of exhibiting integrity
In which cultures does charismatic/value-based leadership work, and in which doesn‘t it work
Effective in: cultures that value visionary leadership (USA)
Less effective in: culture that prioritize collectivism (Japan)
In which cultures does team-oriented leadership work, and in which doesn‘t it work
Effective in: cultures that value collaboration (Nordic countries)
Less effective in: cultures with strong hierarchical structures (India)
In which cultures does participative leadership work, and in which doesn‘t it work
Effective in: cultures that value employment involvement (USA)
Less effective in: cultures with high power distance (China)
In which cultures does humane-oriented leadership work, and in which doesn‘t it work
Effective in: culture that value social justice (Canada)
Less effective in: cultures that prioritize competition (Germany)
In which cultures does autonomous leadership work, and in which doesn‘t it work
Effective in: cultures that value individual initiative (USA)
Less effective in: cultures that prioritize group harmony (Japan)
In which cultures does self-protective leaderhsip work, and in which doesn‘t it work
Generally ineffective: negative outcomes: low employee morale and decreased org. Performance
