M7 Flashcards
is the process of directing the behavior of others toward the accomplishment of an objective.
LEADERSHIP
The central theme of leadership is
GETTING THINGS ACCOMPLISHED THROUGH PEOPLE
Makes sure that a job gets done
MANAGERS
Cares about and focuses on the people who do the job
LEADERS
THE SIX APPROACHES TO LEADERSHIP
- TRAIT APPROACH
- BEHAVIORAL APPROACH
- SITUATIONAL APPROACH
- LIFE CYCLE THEORY
- FIEDLDER’S CONTINGENCY THEORY
- PATH-GOAL THEORY
is based on early leadership research that assumed a good leader is born,not made.
TRAIT APPROACH
BEHAVIORAL APPROACHES TO LEADERSHIP
- OSU STUDIES
- MICHIGAN STUDIES
OSU STUDIES
- STRUCTURE BEHAVIOR
- CONSIDERATION BEHAVIOR
MICHIGAN STUDIES
- JOB-CENTERED BEHAVIOR
- EMPLOYEE CENTERED BEHAVIOR
Leadership behavior that establishes well-defined procedures that the followers should adhere to in performing their jobs.
STRUCTURE BEHAVIOR
Leadership behavior that reflects friendship, mutual trust, respect, and warmth in the relationship between leader and followers
CONSIDERATION BEHAVIOR
Leadership behavior that focuses primarily on the work a subordinate is doing and in how well the subordinate is performing that job.
JOB-CENTERED BEHAVIOR
Leadership behavior that focuses primarily on subordinates as people. The employee-centered leader is attentive to the personal needs of subordinates.
EMPLOYEE-CENTERED BEHAVIOR
Suggests that leadership style must be appropriately matched to the situation the leader faces.
SITUATIONAL APPROACH
Leadership style should reflect the maturity level of the followers.
LIFE-CYCLE THEORY
defined as the ability of followers to perform their jobs independently, to assume additional responsibilities, and to desire to achieve success.
MATURITY
According to Fiedler’s, Contingency Theory, there are 3 primary factors that should be considered when moving leaders into situations appropriate for their leadership styles:
- LEADER-MEMBER RELATIONS
- TASK STRUCTURE
- POSITION POWER
the degree to which the leader feels accepted by the followers.
LEADER-MEMBER RELATIONS
the degree to which the goals—the work to be done—and other situational factors are outlined clearly.
TASK STRUCTURE
the extent to which the leader has control over the rewards and punishments followers receive.
POSITION POWER
suggests that the primary activities of a leader are to make desirable and achievable rewards available to organization members who attain organizational goals and to clarify the kinds of behavior that must be performed to earn those rew
PATH-GOAL THEORY
focuses on how much participation is allowed for subordinates in the decision-making process.
VROOM-YETTON-JAGO (VYJ) MODEL
suggests different decision styles or ways that leaders make decisions.
VYJ MODEL
VYJ MODEL STYLES
- AUTOCRATIC
- CONSULTATIVE
- GROUP-FOCUSED
The leader make the decision
AUTOCRATIC
The leader makes the decision after interacting with the followers
CONSULTATIVE
The manager meets with the group,and group makes the decision
GROUP-FOCUSED
is leadership that instructs followers on how to meet the specific organizational challenges they face.
COACHING
identifies inappropriate behavior in followers and suggests how they might correct that behavior.
COACHING LEADER
is a style of leadership that creates a sense of duty within an organization, encourages new ways of handling problems, and promotes learning for all organization members.
TRANSFORMATIONAL LEADERSHIP
is closely related to concepts such as charismatic leadership and inspirational leadership
TRANSFORMATIONAL LEADERSHIP
is an approach to leadership that blends Personal Humility and Professional Will.
LEVEL 5 LEADERSHIP
Level 5 Leaders set the standards for maintaining ___-
LONG-TERM COMPANY SUCCESS
being modest or unassuming when it comes to citing personal accomplishments.
PERSONAL HUMILITY
strong and unwavering commitment to do whatever is necessary to build a long-term success.
PROFESSIONAL WILL
Builds enduring greatness through a paradoxical blend of personal humility and professional will.
LEVEL 5: EXECUTIVE
Catalyzes commitment to and vigorous pursuit of a clear and compelling vision, stimulating higher performance standards.
LEVEL 4: EFFECTIVE LEADER
Organizes people and resources toward the effective and efficient pursuit of predetermined objectives.
LEVEL 3: COMPETENT MANAGER
Contributes individual capabilities to the achievement of group objectives and works effectively with others in a group setting.
LEVEL 2: CONTRIBUTING TEAM MEMBER
Makes productive contributions through talent, knowledge, skills. and good work habits.
LEVEL 1: HIGHLY CAPABLE INDIVIDUAL
5 LEVEL HIERARCHY
LEVEL 1: HIGHLY CAPABLE INDIVIDUAL
LEVEL 2: CONTRIBUTING TEAM MEMBER
LEVEL 3: COMPETENT MANAGER
LEVEL 4: EFFECTIVE LEADER
LEVEL 5: EXECUTIVE
