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Lab Management > LEADERSHIP AND COMMUNICATION > Flashcards

LEADERSHIP AND COMMUNICATION Flashcards

1
Q

is a multifaceted concept that can be understood and analyzed from various dimensions

A

Leadership

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2
Q

T or F

dimensions of leadership is not mutually exclusive

A

True

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3
Q

→ some seem to be effortless at it while others have to work at it

A

Leadership Quality

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4
Q

Intrinsic aspect of internship; specific
attributes, traits, and characteristics that individuals possess

A

Leadership quality

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5
Q

What opportunities do you recognize or create to benefit the organization

A

Opportunity

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6
Q

➔ chance to demonstrate leadership

A

Opportunity

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7
Q

If you are the effective leader, you will
recognize that leadership is not a
‘one-size-fits-all’ approach; there’s no
absolute formula to solve things or solve
problems in which as a leader, you have be context-aware; you have to be flexible, responsive and strategic in addressing the unique challenges and opportunities of the organization

A

Context

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8
Q

the specific environment, circumstances
and conditions in which leadership occurs

A

Context

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9
Q

➔ the benefit of a favorable context is always a PLUS

A

Context

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10
Q

FOUNDATION ➔

A

Trust

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11
Q

● Without____, it is challenging for a leader to gain the confidence and support of their followers

A

trust

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12
Q

How do we earn the trust of the people?

A

○ Building honesty, integrity, consistency and the ability to keep promises

○ As soon as you earned the trust of the
people–you can use it as an influence to
inspire, guide

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13
Q

BOTTOMLINE ➔

A

Influence

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14
Q

PRICE TAG OF LEADERSHIP ➔

A

Self-discipline

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15
Q

● The process of stimulating people to actions to accomplish the goals

A

MOTIVATION

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16
Q

TWO TYPES OF MOTIVATION

A

Intrinsic
Extrinsic

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17
Q

MOTIVATION

: personal satisfaction of the work itself

: rewards linked to job performance (not sufficient in the long run)

A

Intrinsic

Extrinsic

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18
Q

THEORIES ON MOTIVATION

THEORY

A

Hierarchy of needs
ERG Theory
Needs Theory
Two-factor Theory Goal-setting Theory
Equity Theory
Expectancy Theory

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19
Q

PROPONENT

ACD FEJ V

A

Abraham Maslow
Clayton Alderfer
David McClelland
Frederick Herzberg
Edwin Locke
John Stacey Adams
Victor Vroom

20
Q

by ABRAHAM MASLOW

A

HIERARCHY OF NEEDS

21
Q

HIERARCHY OF NEEDS by ABRAHAM MASLOW

BASIC NEEDS

  • for survival
  • physical safety, financial security, health and wellbeing and stability
A

Physiological needs

Safety needs

22
Q

HIERARCHY OF NEEDS by ABRAHAM MASLOW

Psychological needs

  • social needs [interpersonal relationships]
  • individuals need self esteem and
    recognition from others
A

Belongingness and love needs

Estem needs

23
Q

HIERARCHY OF NEEDS by ABRAHAM MASLOW

Self-fulfillment needs

  • our desire to become the best version of ourselves and our full potential

• Personal growth, creativity, autonomy and purpose

A

Self actualization

24
Q

by CLAYTON ALDERFER

A

ERG THEORY

Existence
Relatedness
Growth

25
Q

ERG THEORY by CLAYTON ALDERFER

: material requirements for survival

: people’s desire for social support, interpersonal relationships, and favorable recognition

: intrinsic desire to use and develop one’s talents

A

Existence

Relatedness/Relationships

Growth

26
Q

by DAVID McCLELLAND

A

MCCLELLAND’S NEEDS (THREE NEEDS THEORY)

27
Q

MCCLELLAND’S NEEDS (THREE NEEDS THEORY) by DAVID McCLELLAND

A

Achievement:

Affiliation:

Power:

28
Q

THREE NEEDS THEORY

: drive to accomplish things

: desire to be liked by others and receive social approval and close interpersonal relationships

: desire to influence or control other people

A

Achievement

Affiliation

Power

29
Q

by FREDERICK HERZBERG

A

TWO-FACTOR THEORY

30
Q

Herzberg’s Two-Factor Principles

A

Job Satisfaction

Job Dissatisfaction

31
Q

3 layers of job satisfaction

A

Satisfied
Neutral
Dissatisfied

32
Q

Job satisfaction

Influenced by_____Factors

A

Motivator

• Achievement
• Recognition
• Responsibility
• The work itself
• Advancement
• Personal growth

33
Q

Improving the_____ factors decreases job dissatisfaction

A

hygiene

• Working conditions
• Coworker relations
• Policies and rules
• Supervisor quality
• Base wage, salary

34
Q

If hygiene factors are managed… workers will become____, not satisfied

A

neutral

35
Q

by EDWIN LOCKE

A

GOAL-SETTING THEORY

36
Q

GOAL-SETTING THEORY by EDWIN LOCKE

…contribute to higher and better task performance.

A

Specific and challenging goals along with appropriate feedback

37
Q

GOAL-SETTING THEORY by EDWIN LOCKE

indicate and give direction to an employee about what needs to be done and how much efforts are required to be put in.

A

Goals

38
Q

by JOHN STACEY ADAMS

A

EQUTY THEORY

39
Q

• calls for a fair balance to be struck between an employee’s inputs (hard work, skill level, acceptance, enthusiasm, and so on) and an employee’s outputs (salary, benefits, intangibles such as recognition, and so on)

A

EQUITY THEORY by JOHN STACEY ADAMS

40
Q

• employees are not motivated, both in relation to their job and their employer, if they feel as though their inputs are greater than the outputs

A

EQUITY THEORY by JOHN STACEY ADAMS

41
Q

by VICTOR VROOM

A

EXPECTANCY THEORY

42
Q

is influenced by an individual’s belief that their effort will lead to performance, which will lead to outcomes which are valuable to them.

A

Motivation

43
Q

Motivation is influenced by an individual’s belief that their effort will lead to performance, which will lead to outcomes which are valuable to them.

A

EXPECTANCY THEORY by VICTOR VROOM

44
Q

• Explains why some people do the minimum necessary while others give their all

A

EXPECTANCY THEORY by VICTOR VROOM

45
Q

• The effort put forth on a task will be determined by the value the person places on the task and on the belief that he or she can perform the task

A

EXPECTANCY THEORY by VICTOR VROOM

Lab Management (18 decks)

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