Leadership: Styles and Behaviors Flashcards

1
Q

When the leader provides specific instructions and closely supervises performance.

A

Telling

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2
Q

A theory describing how leader-member relationships develop over time on a dyadic basis.

A

Leader-member exchange theory

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3
Q

The process of becoming a leader in the first place.

A

Leader emergence

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4
Q

A pattern of behavior where the leader creates job relationships characterized by mutual trust, respect for employee ideas, and consideration of employee feelings.

A

Consideration

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5
Q

A theory stating that the optimal combination of initiating structure and consideration depends on the readiness of the employees in the work unit.

A

Life cycle theory of leadership

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6
Q

When the leader waits around for mistakes and errors, then takes corrective action as necessary.

A

Passive management-by-exception

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7
Q

When the leader behaves in ways that challenge followers to be innovative and creative by questioning assumptions and reframing old situations in new ways.

A

Intellectual simulation

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8
Q

A pattern of behavior where the leader inspires followers to commit to a shared vision that provides meaning to their work while also serving as a role model who helps followers develop their own potential and view problems from new perspectives.

A

Transformational leadership

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9
Q

The phase in a leader-follower relationship when a follower voices his or her own expectations for the relationship, resulting in a free-flowing exchange of opportunities and resources for activities and effort.

A

Role making

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10
Q

When the leader turns responsibility for key behaviors over to employees.

A

Delegating

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11
Q

When the leader behaves in ways that earn the admiration, trust, and respect of the followers, causing followers to want to identify with and emulate the leader.

A

Idealized influence

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12
Q

The degree to which the leader’s actions result in the achievement of the unit’s goals, the continued commitment of the unity’s employees, and the development of mutual trust, respect, and obligation in leader-member dyads.

A

Leader effectiveness

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13
Q

A pattern of behavior where the leader rewards or disciplines the follower based on performance.

A

Transactional leadership

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14
Q

When the leader attains follower agreement on what needs to be done using rewards in exchange for adequate performance.

A

Contingent reward

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15
Q

A pattern of behavior where the leader defines and structures the roles of employees in pursuit of goal attainment.

A

Initiating structure

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16
Q

A leadership style where the leader gives the employee the responsibility for making decisions within some set of specified boundary conditions.

A

Delegative style

17
Q

When the leader behaves in ways that foster an enthusiasm for and commitment to a shared vision of the future.

A

Inspirational motivation

18
Q

When the leader arranges to monitor mistakes and errors actively and takes corrective action when required.

A

Active management-by-exception

19
Q

When the leader avoids leadership duties altogether.

A

Laissez-faire leadership

20
Q

A model that suggests that characteristics of the situations can constrain the influence of the leader, which makes it more difficult for the leader to influence employee performance.

A

Substitutes for leadership model

21
Q

A model that suggests that seven factors, including the importance of the decision, the expertise of the leader, and the competence of the followers, combine to make some decision-making styles more effective than others in a given situation.

A

Time-driven model of leadership

22
Q

Situational characteristics that reduce the importance of the leader while simultaneously providing a direct benefit to employee performance.

A

Substitutes

23
Q

the use of power and influence to direct the activities of followers toward goal achievement.

A

Leadership

24
Q

When the leader explains key issues and provides opportunities for clarification.

A

Selling

25
Q

Situational characteristics that reduce the importance of the leader and do not improve employee performance in any way.

A

Neutralizers

26
Q

A leadership style where the leader makes the decision alone without asking for opinions or suggestions of the employees in the work unit.

A

Autocratic style

27
Q

A leadership style where the leader presents the problem to employees asking for their opinions and suggestions before ultimately making the decision himself or herself.

A

Consultative style

28
Q

The phase in a leader-follower relationship when a leader provides an employee with job expectations and the follower tries to meet those expectations.

A

Role taking

29
Q

The degree to which employees have the ability and willingness to accomplish their specific tasks.

A

Readiness

30
Q

A leadership style where the leader presents the problem to a group of employees and seeks consensus on a solution, making sure that his or her own opinion receives no more weight than anyone else’s.

A

Facilitative style

31
Q

When the leader shares ideas and tries to help the group conduct its affairs.

A

Participating

32
Q

When the leader behaves in ways that help followers achieve their potential through coaching, development, and mentoring.

A

Individualized consideration