Leadership 200 USAFA

Transactional Leadership

Exchange relationship between leaders and followers. Party's needs are met via workplace transactions (Followers help achieve leader's goals; leaders reward followers)

Transformational Leadership

Leader appeals to followers' values and aspirations, elevating morality and motivation to achieve followers' fullest potential.

Active Management by Exception (AMBE)

Leaders actively monitor and correct follower performance, focusing only on mistakes/failures. Demotivating and punitive. Used in life or death situations.

Passive Management by Exception (PMBE)

Leaders intervene only after problems arise. Inactive and inefficient leadership.

Laissez-Faire Leadership

Leaders are uninvolved and avoid decision-making. "Let it be." Inactive and inefficient leadership.

Ineffective Leadership

Leadership styles leading to poor follower performance.

Effective Leadership

Leadership styles enhancing follower performance and satisfaction.

Inactive Leadership

Low involvement leading to poor follower performance.

Active Leadership

Moderate to high involvement in follower activities.

Neutral Point of FRLD Model

Point where leader behaviors shift from passive to active.

4 I's of Transformational Leadership

Idealized influence, inspirational motivation, intellectual stimulation, individualized consideration.

Idealized Influence (Part of Transformational Leadership)

Leaders as role models with high ethical standards. "Being the image."

Inspirational Motivation (Part of Transformational Leadership)

Leaders articulate a compelling vision and energy to motivate followers to exceed performance expectations.

Intellectual Stimulation (Part of Transformational Leadership)

Leveraging rational thought and creativity, encouraging creativity and new solutions among followers to overcome obstacles. Encourages non-traditional thinking, critical thinking.

Individualized Consideration (Part of Transformational Leadership)

Leaders provide personalized support to followers. Leader treats everyone as an individual rather than a member of the group. Listens to followers personal needs, abilities, concerns, aspirations, etc. Coaching on strengths and weaknesses.

National Security Objectives

Goals set to ensure a nation's safety and stability.

What leaderships styles consist of Transactional Leadership?

AMBE and Contingent Reward Style.

What is Contingent Reward Style Leadership?

Active and Effective Leadership, Constructive transaction or contract in which leader sets expectations for followers to achieve. As follower works towards goal, leader provides support, feedback, and rewards when goals are achieved.

Why is developing influence before gaining a position of power essential for leaders?

It helps them avoid becoming overly reliant on power to change people's behavior.

Instead of managing people, effective leaders...

manage power, using it to structure the organization and empower others.

When a leader is too reliant on power...

they can see it as their only tool to compel behavior, and result in toxic leadership.

Which two inactive leadership styles result in the failure to manage power effectively?

Laissez Faire & Passive Management By Exception.

Other than the two inactive leadership styles, what other two leadership styles where power is mismanaged?

Active Management By Exception and Contingent Reward System.

What is the definition of Status, described by Willer, Lovaglia, and Markovsky 1997)?

Person's position in a work group's prestige hierarchy, reflecting the prestige, respect, and honor she receives from other group members.

An individual's status determines their...

influence.

Group members are more likely to follow the suggestion of high-status members because of...

high expectations for their competence and ability to contribute to group goals.

High-status members have influence to the extent that they are perceived as competent and...

oriented toward group goals rather than selfish goals.

Leaders who hold sufficiently high regard of prestige and honor...

workers will follow their lead without spur of power use

All groups form hierarchies, but work groups...

tend to be focused on task success.

Hierarchy emerges from members'...

relative expectations for each other's future contributions to group success.

Work group work together through a sociological law, which is...

Work group stratify.

Unspoken and often non-conscious expectations for members' contributions create...

informal hierarchies

Co-workers held in high regard, esteemed and honored by the people they work with have...

high status.

When individuals come together to form a work group, they automatically...

establish a status hierarchy and read subtle cues on where each person fits in

Define Status Generalization (Webster and Foschi)

Individuals' social status in society at large is imported into work groups meeting for the first time.

Status hierarchies based on group members' initial impressions of group members potential contributions...

are stable over years, even if the demonstrated other abilities.

According to Greenberg, those in higher status/lower status positions...

worked harder and felt overpaid/worked less and felt underpaid

From Berger, Fisek, Norman, and Zelditch, what is an individual's status composed of?

Expectations of coworkers for that individual's contributions to the group.

The connection between status and group productivity is that...

group members compete to contribute the most to the group's success, w/o directive or supervision.

Group members evaluate high-status members as...

more competent and harder working than low-status members.

Assigning high performing workers to high-status leadership positions...

lead to them working harder than high performers not given high-status leadership assignments/Made them more likely to carry out tasks for the group

What four ways are high-status members advantaged when working with others in a group?

More oppts. to perform, Should perform more, They receive higher evals, and greater influence.

When someone receives higher performance evals because of her status...

it implies that she is eval'd higher than another coworker, even for the same level of performance.

The legitimacy of a status hierarchy is based on the assumption that...

high-status group members are both competent and committed to group goals.

Self-presentation as group motivated has been shown...

to enhance status attainment by low-status group members.

Power use by high-status members...

may increase perceptions of selfish motivation and vice versa.

Individuals competing for status may focus on activities...

most impressive, but probably not essential to the mission.

Status competition can lead to a...

self-interested focus and behaviors that undermine group performance and trust.

What are Status characteristics?

Attributes that distinguish people from one another and form the basis of expectations for their performance in work groups.

What are ascribed attributes?

Age, race, ethnicity

What are achieved attributes?

Education, skills, training

Ascribed attributes can...

irrationally interfere with expectations and a group's general ability to succeed.

What are rational attributes?

Specific competences and known skills; can help groups succeed.

Power and status are related, but...

are distinct social processes.

Status processes inevitably affect the distribution of...

rewards and oppty. for both rational and irrational reasons and can reintroduce power differences.

Stratification can...

improve work group effectiveness when it is related to abilities and commitment to goals.

To prevent the status hierarchy from killing ideas proposed by low-status members, effective leaders...

work to maintain the flow of ideas up the status hierarchy.

Intense collaboration by a team of knowledge workers produces...

more and better performance and innovations.

A more diverse background of individuals leads to...

more non-redundant ideas.

Burt found that higher performance groups were...

networked, meaning they had contact with other groups while working intensely and cohesively with their own group.

Self-evals can be used to increase...

performance; maintaining creativity in a supportive environment where team members believe they will improve after failure.

What did Heraclitus understand about organizational change?

Everything is continuously changing, and we can help ease change by staying positive about it, learn more, and prioritize/embrace adaptability.

What is Motivational Interviewing?

Collaborative conversation style for strengthening a person's own motivation and commitment.

Why is it important to understand employee attitudes towards change?

Their attitude depends on how the change agent communicates with them.

What is the significance of employee ambivalence in organizational change?

Ambivalence is the mixed opinions/two motivations that oppose each other when organizational change occurs.

How does trust play a role in the relationship between supervisors and employees?

Trust is the basis for cooperation. Change recipient wants fair change process and in order for them to participate in decision-making.

What are the four key components of the MI Spirit?

PACE; Partnership, Acceptance, Compassion, Evocation

What is Partnership in MI Spirit?

Mutual Trust, Equality between agent/recipient

What is Acceptance in MI Spirit?

Empathizing, acknowledge differences with recipient's response to change

What is Compassion in MI Spirit?

Actively promoting the other's welfare, having the person's best interest in mind

What is Evocation in MI Spirit?

Strengthen motives of recipient to be on side of change

What are the four steps in the MI Process?

EFEP; Engage, Focus, Evoke, Plan

What does "Engage" mean in the steps of the MI Process?

Establish good relationship with recipient, being approachable

What does "Focus" mean in the steps of the MI Process?

Specifying the changing goal in the organization to provide orientation

What does "Evoke" mean in the steps of the MI Process?

Find recipient's own reasons for changing goal and strengthen motivation towards that goal

What does "Plan" mean in the steps of the MI Process?

Once the change recipient is self-determined, start helping make plans toward the changing goal

What are the four MI Methods?

OARS; Open Questions, Affirmations, Reflective Listening, Summaries

What is the "Open Questions" method for MI?

Give recipient a question to talk about prospective change. Open-ended questions, Not "Yes or No"

What is the "Affirmations" method for MI?

Acknowledge recipients strengths and steps toward change

What is the "Reflective Listening" method for MI?

Interest and understanding of recipient's feelings toward change and taking in feedback

What is the "Summaries" method for MI?

Extensive Reflections on how to proceed further after acquiring change.

What are the two types of MI Language?

Change and Sustain Talk

What is Change Talk, associated with MI Language?

Every change-related utterance that speaks in favor of change (commitments, reasons, ability to change)

What is Sustain Talk, associated with MI Language?

Every utterance related against change (commitments, reasons, inability to change)

What are the three practical applications of MI?

Appraisal interviews, team meetings, and job crafting

What are Appraisal interviews in MI?

1-on-1; Cover behavior change, consisting of reviewing achieved goals and personal development of employee.

What are Team Meetings in MI?

Meeting with team members to discuss progress, address issues, and plan future tasks with the goal of change.

What is Job Crafting in MI?

Changing specific aspects of the job; i.e. craft types of task their job entails, change interpersonal relationships, or change cognitive attitudes toward their work.

What is the result/conclusion of the reality of Organizational Leadership and Change?

The pace of organizational change will increase, but MI will help with collaborative communication to help employees lean toward the positives of change within the organization.

What is the definition of Power?

Transforming how people act and live their lives; Ability to change/push someone around