OB Chp 9

The ability of an individual to influence the goal achievement of others in an organizational setting.

Involves guiding people to complete daily tasks effectively, often through rules and processes.

Focuses on inspiring people to achieve extraordinary results, often by appealing to their values and aspirations.

Leaders are recognized as having 'positive power' and influence due to their knowledge and experience, even without formal titles.

Individuals who hold official positions within an organization, granting them authority to direct employees. They may not always be true leaders, depending on their ability to inspire.

Focusing on achieving goals through planning, delegating, organizing, and providing feedback.

Inspiring others to achieve shared aspirations by influencing their values and behavior.

A leadership style characterized by exchanging rewards for services, often based on reinforcement principles.

The belief that certain personality traits are linked to effective leadership. People with these traits are seen as more likely to be leaders.

A theory suggesting that the effectiveness of a leader depends on the situation. Different situations require different leadership styles.

A leadership style focusing on goal achievement and task completion. Involves planning, organizing, and dividing work.

A leadership style emphasizing interpersonal relationships, building morale, and fostering a positive work environment.

A leadership style characterized by innovation, creativity, and helping followers find their sense of purpose.

A leadership approach that aims to increase followers' self-efficacy and confidence in their abilities.

A leadership style that emphasizes relationship-building and promoting a sense of belonging within a group.

A leadership style that involves matching specific personality traits to appropriate situations.

A leadership style that focuses on tasks, rules, and regulations. Leaders with this orientation prefer a structured and controlled environment.

A leadership style that prioritizes relationships, collaboration, and employee well-being. These leaders are more flexible and adaptable.

A leadership model that suggests leaders should adapt their style to fit the specific situation. It focuses on matching leadership behaviors with the demands of the environment.

How much respect and trust the group has in the leader and their directions.

How clearly defined and structured a task is, ranging from well-defined to ambiguous.

The power a leader has based on their formal position or authority within the organization.

One of the leadership behaviors in the Path-Goal Model. Involves clarifying expectations, providing guidelines, scheduling work, and setting standards.

One of the leadership behaviors in the Path-Goal Model. Demonstrates concern for employees, being approachable, friendly, and helpful.

The ability to understand, manage, and use emotions effectively in personal and professional contexts. This includes self-awareness, self-regulation, motivation, empathy, and social skills.

The ability to understand and adapt to different cultures, including appreciating cultural differences and embracing diversity.

The idea that leadership behaviors and styles vary across cultures, and certain traits are more effective in some cultures than others.

The ability to lead effectively in a globalized world, by embracing diversity, cultural adaptation, and cross-cultural communication.

The impact of gender on leadership styles and opportunities. Research suggests that women are often more participative and collaborative leaders, while men might be more directive or laissez-faire.

A leadership style where employees are actively involved in making decisions related to their work.

This leadership style tends to be preferred by women, potentially due to a greater focus on collaboration and shared responsibility.

Increased intrinsic motivation and sense of autonomy when employees feel valued in decision-making.

Improved quality of work due to employee pride, expertise, and shared problem-solving.

Employees are more likely to accept and commit to decisions they've had a role in making.

Investing time and effort in involving employees can feel less efficient than making decisions independently.

Leaders who are accustomed to power might feel a loss of control when sharing decision-making authority.

Employees may not be receptive to increased participation if they lack the necessary skills, motivation, or confidence.

The difference in the quality of relationships between a leader and each individual member within a team.

Leaders who are skilled in understanding and managing their own emotions as well as those of others tend to have stronger relationships with their followers.

This style of leadership focuses on empowering team members to make decisions and take ownership of their work, promoting self-management.

Leaders who successfully implement strategic initiatives must have a strong vision, the ability to adapt to change, and effective collaboration skills.

This style of leadership involves a more distributed and collaborative approach, where leadership responsibilities are shared among team members.

Leadership that focuses on building positive relationships and motivating followers by emphasizing their strengths, well-being, and growth.

A leadership style that focuses on empowering followers to make decisions and take ownership of their work, leading to increased autonomy and self-management.