Chapter 14 Flashcards
leadership
process by which an individual exerts influence over other people and inspires motivates, and directs their activities to help achieve group and organizational goals
leader
an individual who is able to exert influence over other people to help achieve group or organization foals
servant leader
leader who has strong desire to serve and work for the benefit of others
legitimate power
authority that a manager has by virtue of his or her position in an organizations hierarchy
reward power
ability of a manager to give or withhold tangible and intangible rewards
coercive power
ability of a manager to punish others
expert power
power that is based on the special knowledge, skills, and expertise that a leader possesses
referent power
power that comes from subordinates and coworkers respect, admiration, and loyalty
empowerment
expansion of employees knowledge, tasks, and decision-making responsibilities
consideration
behavior indicating that a manager trusts, respects, and cares about subordinates
initiating structure
behavior that managers encourage in to ensure that work gets done, subordinates perform their jobs acceptably
relationship-oriented leaders
leasers whose primary concern is to develop good relationships with their subordinates and to be liked
task-oriented leaders
leaders whose primary concern is to ensure that subordinates perform at high level
leader-member relatioins
extent to which followers like, trust, and are loyal to their leader, a determinate of how favorable a situation is for leading
task structure
extent to which the work to be performed is clear-cut so that a leaders subordinates know what needs to be accomplished and how to go about doing it
position power
amount of legitimate, reward, and coercive power that a leader has by virtue of his or her power in an organization
path-goal theory
contingency model of leadership proposing that leaders can motivate subordinates by identifying their desired outcomes, rewarding them for high performance and the attainment of work goals
leadership substitue
characteristic of subordinate or of situation of context that acts in place of the influence of a leader
transformational leadership
leadership that makes subordinates aware of the importance of their jobs and performance to the organization and aware of their own needs for personal growth and that motivates subordinates to work for the good of the organization
charismatic leader
enthusiastic, self-confident leader who is able to clearly communicate his or her vision
intelectual stimulatioin
behavior a leader engages in to make followers aware of problems and view these problems in new ways
developmental consideration
behavior a leader engages in to support and encourage followers and help them develop and grow on the job
transactional leadership
leadership that motivates subordinates by rewarding them for high performance and reprimanding them for low performance
