LEADERSHIP AND COMMUNICATION Flashcards
is a multifaceted concept that can be understood and analyzed from various dimensions
Leadership
T or F
dimensions of leadership is not mutually exclusive
True
→ some seem to be effortless at it while others have to work at it
Leadership Quality
Intrinsic aspect of internship; specific
attributes, traits, and characteristics that individuals possess
Leadership quality
What opportunities do you recognize or create to benefit the organization
Opportunity
➔ chance to demonstrate leadership
Opportunity
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
Context
the specific environment, circumstances
and conditions in which leadership occurs
Context
➔ the benefit of a favorable context is always a PLUS
Context
FOUNDATION ➔
Trust
● Without____, it is challenging for a leader to gain the confidence and support of their followers
trust
How do we earn the trust of the people?
○ 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
BOTTOMLINE ➔
Influence
PRICE TAG OF LEADERSHIP ➔
Self-discipline
● The process of stimulating people to actions to accomplish the goals
MOTIVATION
TWO TYPES OF MOTIVATION
Intrinsic
Extrinsic
MOTIVATION
: personal satisfaction of the work itself
: rewards linked to job performance (not sufficient in the long run)
Intrinsic
Extrinsic
THEORIES ON MOTIVATION
THEORY
Hierarchy of needs
ERG Theory
Needs Theory
Two-factor Theory Goal-setting Theory
Equity Theory
Expectancy Theory
PROPONENT
ACD FEJ V
Abraham Maslow
Clayton Alderfer
David McClelland
Frederick Herzberg
Edwin Locke
John Stacey Adams
Victor Vroom
by ABRAHAM MASLOW
HIERARCHY OF NEEDS
HIERARCHY OF NEEDS by ABRAHAM MASLOW
BASIC NEEDS
- for survival
- physical safety, financial security, health and wellbeing and stability
Physiological needs
Safety needs
HIERARCHY OF NEEDS by ABRAHAM MASLOW
Psychological needs
- social needs [interpersonal relationships]
- individuals need self esteem and
recognition from others
Belongingness and love needs
Estem needs
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
Self actualization
by CLAYTON ALDERFER
ERG THEORY
Existence
Relatedness
Growth
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
Existence
Relatedness/Relationships
Growth
by DAVID McCLELLAND
MCCLELLAND’S NEEDS (THREE NEEDS THEORY)
MCCLELLAND’S NEEDS (THREE NEEDS THEORY) by DAVID McCLELLAND
Achievement:
Affiliation:
Power:
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
Achievement
Affiliation
Power
by FREDERICK HERZBERG
TWO-FACTOR THEORY
Herzberg’s Two-Factor Principles
Job Satisfaction
Job Dissatisfaction
3 layers of job satisfaction
Satisfied
Neutral
Dissatisfied
Job satisfaction
Influenced by_____Factors
Motivator
• Achievement
• Recognition
• Responsibility
• The work itself
• Advancement
• Personal growth
Improving the_____ factors decreases job dissatisfaction
hygiene
• Working conditions
• Coworker relations
• Policies and rules
• Supervisor quality
• Base wage, salary
If hygiene factors are managed… workers will become____, not satisfied
neutral
by EDWIN LOCKE
GOAL-SETTING THEORY
GOAL-SETTING THEORY by EDWIN LOCKE
…contribute to higher and better task performance.
Specific and challenging goals along with appropriate feedback
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.
Goals
by JOHN STACEY ADAMS
EQUTY THEORY
• 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)
EQUITY THEORY by JOHN STACEY ADAMS
• 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
EQUITY THEORY by JOHN STACEY ADAMS
by VICTOR VROOM
EXPECTANCY THEORY
is influenced by an individual’s belief that their effort will lead to performance, which will lead to outcomes which are valuable to them.
Motivation
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.
EXPECTANCY THEORY by VICTOR VROOM
• Explains why some people do the minimum necessary while others give their all
EXPECTANCY THEORY by VICTOR VROOM
• 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
EXPECTANCY THEORY by VICTOR VROOM