Chapter 19 - Performance Flashcards
The leadership grid is one of the most used tools to determine leadership style and presents five different personal leadership styles that depend on a person’s concern for people (plotted on the y-axis) versus their concern for production (plotted on the x-axis).
The first style is impoverished management (IM) where a leader has a low concern for people and a low concern for production (near the zero point on a graph).
The country club (CC) style shows that a leader has a high concern for people and yet still has a low concern for production.
The authoritarian (A) leadership style reflects a very low concern for people and a very high concern for production.
The team leader (TL) style has a very high concern for people and also a very high concern for production.
Finally, the middle of the road (MR) leadership style produces medium results with a medium concern for both people and production.
four major theories of leadership
There are four major theories on leadership. Each theory defines a different way in which a person is perceived as a leader.
- Trait theory. Originally called Great Man theory, the belief is that leadership is an inherited set of traits and not learned. A leader is born a leader and is not created by education or training.
- Behavior theory. Leadership can be learned.
- Contingency theory. Leadership is based on the situation and context.
- Power and influence theory. Leadership can be based on position and title.
leader emergence
the process of a person becoming a leader
Bertram Raven’s five forms of power
Legitimate power is afforded by a person’s position or status within the organization (e.g. department director).
Reward power is based on the leader’s ability to give rewards to team members for outstanding work such as letters of recommendation, additional training or responsibilities, and additional compensation for working on the team.
Coercive power, considered the opposite of reward power, occurs when the team leader uses threats and punishments to get their way. For example, the team member may be threatened with termination.
Referent power (also known as charismatic power) is the ability of the team members to identify with leaders who have desirable resources or personal traits. This may come from the leader’s energy, endurance, empathy, toughness, humor, or charm.
Expert power refers to leaders who are experts in their field or have knowledge or skills that are in short supply. Team members tend to listen to those who demonstrate expertise.
transactional leadership
A theory of leadership that assumes that the team members will accept and complete their responsibilities for no other reason than to receive rewards. Therefore, leaders need to design a task and reward system to ensure the team’s work progresses at a satisfactory pace.
laissez-faire
- a policy or attitude of letting things take their own course, without interfering
- abstention by governments from interfering in the workings of the free market
six patterns of leadership
Leadership can be defined as a continuum of six distinct styles.
On one side of the continuum is exploitive autocracy—the harshest form of leadership, as the leader wields absolute power and uses the team to serve their own personal interests.
This is followed by benevolent autocracy where the leader also wields absolute power but is generally kind and sincere in the use of the team for the good of the organization.
Subsequently, in a bureaucracy the leader relies primarily on rules and regulations but sometimes those rules and regulations become more important than the team’s purpose.
Next is consultative leadership where the leader remains open to input from members of the team but still retains full decision-making authority.
Situational leadership involves the leader who changes the approach based on the needs of the team and situation.
At the most lenient end of the continuum is participative leadership where plans and decisions are made by the team and the leader is there to provide advice and assistance.
four types of parenting
The four types of parenting styles are:
- Authoritarian parenting: These parents are strict and demand blind obedience from their children. The reason for rules is typically coupled with: “because I said so.” There is little, if anything, in the way of warmth, and they are not willing to discuss their rules and boundaries with their children.
- Authoritative parenting: These parents are strict and have clear standards of behavior. But they are also loving, warm, and nurturing. Authoritative parents actively encourage their children to share their thoughts and feelings. They are willing to listen to their kids, up to a point, and they acknowledge the validity of a child’s feelings.
- Permissive parenting: These parents offer a great deal of autonomy for their children and are warm, loving, and nurturing.
- Neglectful parenting: These parents take the hands-off approach and don’t get involved in their children’s lives.
Diana Baumrind two dimensions of parenting
Diana Baumrind, a German clinical and developmental psychologist, identified several distinctive parenting styles. Today, they’re known as the Baumrind parenting styles.
She categorized each style based on 2 dimensions: responsiveness and demandingness.
Responsiveness is the degree of parent’s acceptance and sensitivity to the children’s needs. Demandingness is the degree of control over their children’s behavior.
The 4 Baumrind’s parenting styles are:
- Authoritative parenting. Authoritative parents have high responsiveness and high demandingness. They have strict guidelines yet are warm and loving.
- Authoritarian parenting. Authoritarian parents have low responsiveness but high demandingness. They demand obedience and don’t allow children to make decisions.
- Permissive parenting. Permissive parents have high responsiveness but low demandingness. They set low standards of behavior but are super supportive of their children’s needs.
- Neglectful parenting. Neglectful parents (uninvolved parents) have low responsiveness and low demandingness. They believe in the hands-off approach and are less involved in their children’s development.
leader-member relations
a measure of the acceptance of and confidence in the leader by the team members, as well as the loyalty and commitment they show toward the leader
What are the three stages of transition according to William Bridges?
William Bridges (1933–2013) was an American author, speaker, and organizational consultant.
He says transition is the psychological process of adapting to change. Transition consists of three phases:
- letting go of the past
- the “neutral zone” where the past is gone but the new isn’t fully present
- making the new beginning
Lewy body dementias
Two similar and common subtypes of dementia—dementia with Lewy bodies (DLB), and Parkinson’s disease dementia (PDD). Both are characterized by changes in thinking, movement, behavior, and mood.
The exact cause is unknown, but involves widespread deposits of abnormal clumps of protein that form in neurons of the diseased brain. These abnormal clumps are called Lewy bodies.
self-awareness
conscious knowledge of one’s own character, feelings, motives, and desires
self-regulation
Self-regulation is the ability to monitor and manage your energy states, emotions, thoughts, and behaviors in ways that are acceptable and produce positive results such as well-being, loving relationships, and learning.
critical thinking
The analysis of facts to form a judgment.
Critical thinking is self-directed, self-disciplined, self-monitored, and self-corrective thinking.
team charter
A document that explains the issues the team was initiated to address, describes the team’s goal or vision, and lists the initial members of the team and their respective departments.
charter
(noun) a document issued by a government that gives rights to a person or group
(noun) a document which declares that a city, town, school, or corporation has been established
(noun) a document that describes the basic laws, principles, etc., of a group
(verb) to establish, enable, or convey by charter (e.g. The city was chartered in 1837.)
(verb) to hire, rent, or lease for usually exclusive and temporary use (e.g. charter a boat)
(adjective) of, relating to, or being a travel arrangement in which transportation (such as a bus or plane) is hired by and for one specific group of people (e.g. charter flight)
charter school
a tax-supported school established by a charter between a granting body (such as a school board) and an outside group (as of teachers and parents) which operates the school without most local and state educational regulations so as to achieve set goals
conflict management
Conflict management is the practice of being able to identify and handle conflicts sensibly, fairly, and efficiently. Since conflicts in a business are a natural part of the workplace, it is important that there are people who understand conflicts and know how to resolve them.
team norms
The rules, both explicit and implied, that determine acceptable and unacceptable behavior for a group.
timekeeper
A performance improvement team role responsible for notifying the team during meetings of time remaining on each agenda item in an effort to keep the team moving forward on its performance improvement project.
consensus building
A decision-making method that seeks consent of all participants to resolve differences so an acceptable result can be found.
consensus-oriented decision-making model (CODM)
A six-step progression that allows groups the flexibility to come to a consensus by approaching important topics with open discussion rather than presenting a preformulated proposal:
- Discussion
- Identify the emerging proposal
- Identify unsatisfied concerns
- Collaboratively modify the proposal
- Assess the degree of support
- Finalize the decision or circle back to the first steps
selective perception
the tendency not to notice and more quickly forget stimuli that cause emotional discomfort and contradict our prior beliefs
