Group Leadership Theories and Styles in Occupational Therapy

Flashcards covering general leadership theories (Lewin, Situational, Path-Goal), specific Occupational Therapy leadership styles (Directive, Facilitative, Advisory), and group management concepts like co-leadership and focus groups.

Autocratic Leadership (Lewin)

A style involving complete control of the group with little or no input from members, resulting in high productivity but creating hostility and dependency.

Democratic Leadership (Lewin)

A style that allows members to make choices and have a say in group activities, resulting in the highest morale and group cohesiveness.

Laissez-faire

A French expression meaning "to let do," implying a minimum of control and deliberate noninterference in the natural forces of a group or the freedom of individuals within it.

Situational Leadership

A management theory where the supervisor changes leadership style according to the situation and the traits/performance of individuals; in OT, it changes according to member needs.

Telling (Situational Leadership)

A leader style where the focus is on workers getting the job done with very little interaction or input from them.

Selling (Situational Leadership)

A leader style focusing on the task while also encouraging relationship building and worker development.

Participating (Situational Leadership)

A leader style focusing on building relationships and supporting worker initiatives.

Delegating (Situational Leadership)

A leader style that gives workers independence in how they do their jobs with minimal direction.

Transformational Leadership

Leaders who create a vision and inspire followers to perform exceptionally through role-modeling, creativity, and helping workers fulfill their potential.

Idealized Influence

One of the four behaviors of transformational leadership used to inspire followers through role-modeling and shared values.

Path-Goal Theory of Leadership

A theory where the leader adapts their style to individual needs as well as the task and environment so workers can more easily achieve goals.

Directive Leadership (Path-Goal)

Involves telling workers exactly what they need to do in detail, sometimes including built-in incentives like a course syllabus.

Supportive Leadership (Path-Goal)

Emphasizes creating a friendly climate, showing concern for the well-being of members, and treating members as equals.

Participative Leadership (Path-Goal)

The leader consults with group members regarding topics and schedules, shares leadership roles, and encourages equal responsibility for goals.

Achievement-oriented Leadership (Path-Goal)

Leaders motivate members by setting high expectations and providing high-level challenges.

Directive Leadership (OT Style)

An OT style where the therapist defines the group, selects activities, and provides structure; most appropriate for low-functioning clients needing cognitive behavioral or sensorimotor frames of reference.

Facilitative Leadership (OT Style)

A democratic OT style where the therapist acts as a resource person/guide and members make choices; requires a certain level of member knowledge and insight.

Advisory Leadership (OT Style)

The most passive OT leadership style, used with highly functional groups or professionals where the leader offers expertise only as requested.

Splitting (Co-leadership Disadvantage)

The tendency of group members to favor one co-leader over the other or pressure one to take sides against the other.

Focus Group

A data-gathering method where 6 to 10 participants meet with a moderator for a few hours to answer open questions related to a specific topic.

Moderator

The skilled interviewer who leads a focus group, asking specific questions to explore issues or evaluate programs.

Group Motivation

The process of inspiring enthusiasm and interaction within a group, often through leader confidence, empathy, and adapted activity choices.

Setting Limits

The process where a leader exerts authority to balance control and leniency, ensuring equal time for members and limiting inappropriate behavior.

Respectful Limit Setting

Intervening on behalf of the group's benefit without anger and with empathy toward the offending client to avoid defensiveness.