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Lead 9310 > Vocabulary Words > Flashcards

Vocabulary Words Flashcards

0
Q

Consist of anxiety, hostility, depression, self-consciousness, impulsiveness and vulnerability

A

Neuroticism

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1
Q

Consist of the facets of warmth, assertiveness, activity, excitement, seeking and positive emotions

A

Extroversion

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2
Q

Consist of trust, straightforwardness, altruism, compliance, modesty and tender mindedness

A

Agreeableness

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3
Q

Demonstrating an understanding of how one derives and makes meaning of the world showing an understanding of one’s strengths and weaknesses and the multifaceted nature of the self

A

Self-awareness

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4
Q

Objectively analyzing all relevant data before coming to a decision

A

Balanced process

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5
Q

Is the degree to which members of an organization or society expects and agree that power should be stratified and concentrated at higher levels of an organization or government

A

Power distance

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6
Q

Is the extent to which a collective encourages future orientated behaviors such as delaying gratification, planning on investing in the future

A

Future orientation

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7
Q

Consist of confidence, order, achievements driving, self-discipline, deliberation

A

Conscientiousness

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8
Q

Is the extent to which a society, organization or group relies on social norms, rules and procedures to alleviate the unpredictability of future events

A

Uncertainty avoidance

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9
Q

An internalized and integrated form of self-regulation guided by internal moral standards and values

A

Internalized moral perspective

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10
Q

Is the degree to which a collective encourages and rewards individuals for being fair, Altruistic, generous, caring and kind to others

A

Humane orientation

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11
Q

Is the degree to which organizational and societal institutional practices encourage and reward collective distribution of resources and collective action

A

Institutional collectivism

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12
Q

Focuses on ensuring the safety and security of the individual and group

A

Self protective leadership

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13
Q

Is the degree to which individuals are assertive, dominant and demanding in the relationships with others

A

Assertiveness

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14
Q

Is the degree to which individuals expressed pride, loyalty and cohesiveness and their organizations or family

A

In group collectivism

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15
Q

Is the degree to which a collective minimizes gender inequality

A

Gender egalitarianism

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15
Q

Is the degree to which a collective encourages and rewards group members for performance improvement and excellence

A

Performance orientation

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16
Q

The ability to inspire, to motivate and to expect high performance outcomes from others on the bases on firmly held core beliefs. The leaders are visionary, inspirational, engage in self sacrifice, demonstrate integrity and are decisive and performance oriented

A

Charismatic value-based leadership

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18
Q

Consists of fantasy, aesthetics, feelings, actions. Ideas and values

A

Open to new experiences

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19
Q

Encompasses the recruitment, selection and training of personnel

A

Staffing

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20
Q

Emphasizes effective team building and implementation of a common purpose or goal among team members team oriented leaders are collaborative integrators who are diplomatic, benevolent, administratively to be competent and procedural

A

Team oriented leadership

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21
Q

Involves a leader follower exchange relationship in which the follower receive some reward related to low order needs in return for compliance with the leaders expectation, bass 1985

A

Transactional leadership

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22
Q

Defining goals and objectives for the organization, developing strategies, using budgets to allocate resources and setting policies and procedures

A

Planning

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23
Q

Reflect supportive and considerate leadership but also includes compassion, modesty, generosity and an emphasis on being humane

A

Humane oriented leadership

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24
Q

Involves work arrangements, establishing organizational structures, creating authority and responsibility relationships for task accomplishment

A

Organizing

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27
Q

The degree to which leaders involve others and making and implementing decisions. These leaders emphasize democratic and participative decision-making

A

Participative leadership

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28
Q

the amount of resources used to produce a unit of output, “ are we doing things right?”

A

Efficiency

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29
Q

Includes the use of influencing rewards to motivate employees, as well as delegation and coordination efforts

A

Directing

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30
Q

the degree to which an organization realizes it’s goals, “are we doing the right things?’

A

Effectiveness

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31
Q

Involve a leader follower exchange relationship in which the followers feel trust, loyalty, and respect toward the leader (bass 1985)

A

Transformational leadership

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32
Q

Is a facet of transformational leadership, describes leaders were exemplary role models for associates. Leaders are admired and respected, followers want to emulate them ( bass, 1999)

A

Idealized influence attributes

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33
Q

Is a facet of transformational leadership describes leaders who can be counted on to do the right thing through high ethical and moral standards

A

Idealized influence behaviors

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34
Q

Describes leaders who act as coaches facilitators teachers and mentors to their followers. Leaders encourage followers, provide continuous feedback, and then to follow his current needs to be organizations mission, Avolio 1989

A

Individual consideration

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35
Q

Presenting ones authentic self to others expressing one’s true thoughts and feelings

A

Relational transparency

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36
Q

Behavior facet of transactional leadership describes leader who engage in a constructive path goal transaction of reward for performance (bass 1985)

A

Contingent reward

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37
Q

Describes leaders who monitor followers performance and take corrective action in deviations from standards occur the enforce rules to avoid mistakes, bass 1985

A

Management by exception active

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38
Q

Behavior facet of transformational leadership describes leaders who encourage innovation and creativity through challenging the normal believes or views of their followers; these leaders promote critical thinking and problem-solving to make the organization better, Avolio, 1999

A

Intellectual stimulation

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39
Q

Describes leaders who failed to intervene until problems become serious they wait for mistake to be brought to their attention before they take corrective action, bass 1985

A

Management by exception passive

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40
Q

Describe the absence of leadership a person in a leadership that avoids making decisions and carry out their supervisor responsibilities, bass and Avolio 1994

A

Laissez-faire

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41
Q

Leaders established principles concerning the way people should be treated in the way goal should be pursued. It creates standards of excellence and then set an example for others to follow

A

Model the way

Exemplary

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42
Q

Leader search for opportunities to change the status quo. They look for innovative ways to improve the organization. In doing so the experiment and take risk. Because leaders know that risk taking both mistakes and failures except the invite about disappointment as learning opportunities

A

Challenge the process

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43
Q

Refers to independent and individualistic leadership attributes; emphasize individualism, independent and autonomy and have unique attributes

A

Autonomous leadership

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43
Q

Includes developing performance standards, establishing reporting systems, monitoring activities and making corrections

A

Controlling

44
Q

Leaders foster collaboration and build spirited teams. They actively involve others. Leaders understand that mutual respect is what sustains extraordinary efforts they strive to create an atmosphere of trust and human dignity

A

Enable others to act

45
Q

Accomplishing extraordinary things in organization is hard work to keep hope and determination alive, leaders recognize contributions that individuals make. In every winning team, the members need to share in the rewards of their efforts, the leader celebrate accomplishments

A

Encourage the heart

46
Q

Any quantity that may take on several points on a dimension

A

Variable

47
Q

Evolve under changing conditions in which the nature of work changes frequently. More emphasis on effectiveness

A

Organic

48
Q

Any variable who’s changes are the consequence of changes and other variables

A

Dependant variable

49
Q

Is a behavior facet of transformational leadership describes leaders that motivate and inspire followers to commit to the vision of the organization. Leaders encourage and provide team spirit. They provide meaning and challenge to their followers work

A

Inspirational motivation

49
Q

A variable that is a number like age, height, and exam score

A

Continuous variable

49
Q

The acceptance of satisfactory rather than a maximum level of performance, enabling an organization to achieve several goals simultaneously

A

Satisficing

50
Q

A variable that has mutually exclusive groups that lacks intrinsic order, gender, or political affiliation or examples

A

Categorical variable

51
Q

The variable that is manipulated in an experiment are considered to be the cause of changes in the other variables

A

Independent variable

53
Q

The relationship between two variables obtain from the same set of cases it can range from 1 to -1.

A

Correlation coefficient

54
Q

A statistical test of the different means of two groups. The dependent variable is continuing the end of categorical and they’re only two groups

A

T-test

54
Q

Evolve under stable conditions in which work can be relatively easily codified and measure. More emphasis on efficiency

A

Mechanistic

55
Q

Management practices that aims to increase organizational performance by aligning goals and subordinate objectives throughout the organization

specific measurable agreed-upon realistic time related= SMART

A

Management by objective

57
Q

Power that stems from internalized values that a leader has a legitimate right to influence follower and the follower has an obligation to accept

A

Legitimate power

58
Q

Factors that do not inherently motivate followers such as company policies, relationship with supervisor and peers, working conditions or salary

A

To dissatisfiers or hygiene factors

59
Q

Leaders passionately believe they can make a difference. They envision the future creating an ideal unique image of what the organization can become

A

Inspired a shared vision

60
Q

If one complete an instrument at two different time periods, will the results be similar

A

Test retest reliability

61
Q

Follower want responsibility. Followers are capable of self-control and self Direction

A

Theory Y assumption

61
Q

Clearly defines own role and let’s followers know what is expected

A

Initiation of structure

Came from Ohio State

63
Q

Fact is that you inherently motivate followers such as achievement recognition, the work itself, responsibility, advancement and growth

A

Satisfiers

65
Q

Predict what he proposes to measure at a later time

A

Predictive validity

66
Q

The extent of the knowledge or perception of knowledge that follower attributes to leader

A

Expert power

67
Q

The identification of the follower with the leaders such as the feeling of oneness with the leader or a desire for such an identity

A

Referent power

67
Q

Stems from the expectation on the part of a follower that he or she will be punished by leader for failing to conform

A

Coercive power

69
Q

Are the multiple items on an instrument that proposes to measure the same construct in a correlated or consistent with each other

A

Internal consistency reliability

70
Q

Appear on its face to measure what he proposes

A

Face validity

71
Q

Measure something different, discriminate, between what he proposes to measure and related but different construct, not too little and not too much

A

Discriminant validity

72
Q

Regards the comfort, well-being status, and contributions of followers

A

Consideration

Ohio State

73
Q

A simple average correlation, U.S. Senate model, the correlation and ignored how many participants each correlation represented

A

Weighted average correlation in a meta-analysis

74
Q

Does an instrument appear to measure the facets of a construct

A

Content validity

75
Q

How well instrument questions are related to the common measure do the questions seem to be measuring something similar

A

Factor loading

76
Q

A graph of plotted points that show the relationship between two sets of data

A

Scatter plot

77
Q

The estimated truth score correlation is doing what the average weighted correlation does and take into consideration, the various range restrictions of the samples as well as unreliability that could appear in multiple ways

A

Estimated true score correlation in the meta analysis

78
Q

The average follower is lazy, dislikes work, and will try to do as little as possible

A

Theory X assumption

78
Q

Did the instrument measures something similar to existing instruments and also measure that construct, not too little but not too much

A

Convergent validity

79
Q

The weighted average correlation, US House of Representatives model, improved on the simple average correlation by taking into account the sample size of each correlation

A

Weighted average correlation meta-analysis

80
Q

Define Extroversion

A

Consist of the facets of warmth, assertiveness, activity, excitement, seeking and positive emotions

81
Q

Define Weighted average correlation meta-analysis

A

The weighted average correlation, US House of Representatives model, improved on the simple average correlation by taking into account the sample size of each correlation

82
Q

Define independent variable

A

The variable that is manipulated in an experiment are considered to be the cause of changes in the other variables

83
Q

Define enable others to act

A

Leaders foster collaboration and build spirited teams. They actively involve others. Leaders understand that mutual respect is what sustains extraordinary efforts they strive to create an atmosphere of trust and human dignity

84
Q

Define T-test

A

A statistical test of the different means of two groups. The dependent variable is continuing the end of categorical and they’re only two groups

85
Q

Define initiation of structure, where did it originate from?

A

Clearly defines own role and let’s followers know what is expected, came from Ohio State University, 2 students developed initial questions, Hemphill & Coons

86
Q

Define Satisficing

A

The acceptance of satisfactory rather than a maximum level of performance, enabling an organization to achieve several goals simultaneously

87
Q

Referent Power

A

The identification of the follower with the leaders such as the feeling of oneness with the leader or a desire for such an identity

88
Q

Theory X-assumption

A

The average follower is lazy, dislikes work, and will try to do as little as possible

89
Q

Management by Objective

A

Management practices that aims to increase organizational performance by aligning goals and subordinate objectives throughout the organization

specific measurable agreed-upon realistic time related= SMART

90
Q

Variable

A

Any quantity that may take on several points on a dimension

91
Q

Challenge the Process

A

Leader search for opportunities to change the status quo. They look for innovative ways to improve the organization. In doing so the experiment and take risk. Because leaders know that risk taking both mistakes and failures except the invite about disappointment as learning opportunities

92
Q

Correlation Coefficient

A

The relationship between two variables obtain from the same set of cases it can range from 1 to -1.

93
Q

Inspire a Shared Vision

A

Leaders passionately believe they can make a difference. They envision the future creating an ideal unique image of what the organization can become

94
Q

Consideration

Ohio State

A

Regards the comfort, well-being status, and contributions of followers

95
Q

Convergent validity

A

Did the instrument measures something similar to existing instruments and also measure that construct, not too little but not too much

96
Q

Predictive validity

A

Predict what he proposes to measure at a later time

97
Q

Laissez-faire

A

Describe the absence of leadership a person in a leadership that avoids making decisions and carry out their supervisor responsibilities, bass and Avolio 1994

98
Q

Staffing

A

Encompasses the recruitment, selection and training of personnel

99
Q

Efficiency

A

the amount of resources used to produce a unit of output, “ are we doing things right?”

100
Q

Institutional collectivism

A

Is the degree to which organizational and societal institutional practices encourage and reward collective distribution of resources and collective action

101
Q

Neuroticism

A

Consist of anxiety, hostility, depression, self-consciousness, impulsiveness and vulnerability

102
Q

Organizing

A

Involves work arrangements, establishing organizational structures, creating authority and responsibility relationships for task accomplishment

103
Q

Self protective leadership

A

Focuses on ensuring the safety and security of the individual and group

104
Q

Relational transparency

A

Presenting ones authentic self to others expressing one’s true thoughts and feelings

105
Q

Mechanistic

A

Evolve under stable conditions in which work can be relatively easily codified and measure. More emphasis on efficiency

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