Competencies Flashcards
Leadership approach in which the leader creates strong relationships with and inside the team; team members are motivated by loyalty.
affiliative leadership approach
motivation theory that states that the way a person interprets the causes for past success or failure is related to the present level of motivation; includes Heider and Weiner
attribution theory
leadership approach in which the leader proposes a bold vision or solution and invites the team to join this challenge
authoritative leadership approach
leadership approach in which the leader focuses on developing team members’ skills, believing that success comes from aligning the organization’s goals with employees’ personal and professional goals
coaching leadership approach
leadership approach in which the leader imposes a vision or solution on the team and demands that the team follow this directive
coercive leadership approach
leadership approach in which the leader invites followers to collaborate and commits to acting by consensus
democratic leadership approach
leadership theory that states that leaders are not appointed but emerge from the group, which chooses the leader based on interactions
emergent theory
theory that states that motivation is based on an employee’s sense of fairness
equity theory
theory that states effort increases in relation to one’s confidence that the behavior will result in a positive outcome and reward
expectancy theory
Power that is created by the force of the leader’s personality.
referent power
Power that is created when the leader can offer followers something they value in exchange for their commitment.
reward power
Motivation theories dealing with the amount of control in the workplace; motivation is seen as either absolutely irrelevant or absolutely critical.
theory x/theory y
leadership theory that emphasizes a leader’s preference for order and structure, focus on control and short-term planning
transactional leadership
leadership theory that emphasizes a leader’s ability to inspire employees to embrace change
transformational leadership
Process in which negotiators aim for mutual gain, emphasizing the need to focus on the problem instead of personal differences and on mutually beneficial outcomes.
principled negotiation
concept that proposes that any organization operates within a complex environment in which it affects and is affected by a variety of forces or stakeholders who all share in the value of the organization and its activities
stakeholder concept
Legal system based on written codes (laws, rules, or regulations).
civil law
legal system in which each case is considered in terms of how it relates to legal decisions that have already been made, evolves through judicial decisions over time
common law
Societies or groups characterized by complex, usually long-standing networks of relationships; members share a rich history of common experience, so the way they interact and interpret events is often not apparent to outsiders.
high-context cultures
Societies in which relationships have less history; individuals know each other less well and don’t share a common database of experience, so communication must be very explicit.
low-context cultures
concept that stipulates that no individual is beyond the reach of the law and that authority is exercised only in accordance with written and publicly disclosed laws
rule of law
Performance management tool that depicts an organization’s overall performance, as measured against goals, lagging indicators, and leading indicators.
balanced scorecard
ratio of gross profit to net sales
gross profit margin
ratio of net income (gross sales minus expenses and taxes) to net sales
net profit margin
process by which an organization creates the product or service it offers to the customer
value chain
Tool designed to analyze the forces favoring and opposing a particular change; a group identifies and weights factors that could influence an outcome in either a negative or positive manner according to their possible impact and then uses these factors to score different opportunities.
force-field analysis
Visualization of the impact of change on productivity. When change is introduced, there is typically a decrease in productivity and then a gradual return to or, ideally, a surpassing of previous levels of productivity.
j curve
Visualization of the impact of change on productivity. When change is introduced, there is typically a decrease in productivity and then a gradual return to or, ideally, a surpassing of previous levels of productivity.
SOAR analysis
data-sorting technique in which a group categorizes and subcategorizes data until relationships are clearly drawn
affinity diagramming
technique that progressively collects information from a group of anonymous respondents
Delphi technique
average score or value
mean
middle value in a range of value
median
data sorting technique in which group members add related ideas and indicate logical connections, eventually grouping similar ideas
mind mapping
value that occurs most frequently
mode
Technique in which participants each suggest ideas through a series of rounds and then discuss the items, eliminate redundancies and irrelevancies, and agree on the importance of the remaining items.
nominal group technique (NGT)
subjective evaluation of actions, feelings, or behaviors
qualitative data
objective measurements that can be verified and used in statistical analysis
quantitative data
comparing sizes of two variables to produce an index or percentage, commonly used to analyze financial statements
ratio analysis
statistical method used to determine whether a relationship exists between variables and the strength of the relationship
regression analysis
Type of analysis that starts with a result and then works backward to identify fundamental cause.
root-cause analysis
Statistical method used to test the possible effects of altering the details of a strategy to see if the likely outcome can be improved.
scenario/what-if analysis
Statistical method for identifying the degree of difference between planned and actual performance or outcomes.
variance analysis
average of data that adds factors to reflect the importance of different values
weighted mean
