MGMT 340 FINAL flashcards part 2

Leadership

Leadership

the ability to influence a group toward the achievement of a vision or set of goals.

An influence process

The process of influencing others to understand and agree what needs to be done and how to do it; and the process of facilitating individual and collective effort to accomplish shared objectives

Not all leaders are managers nor

are all managers leaders

Nonsanctioned leadership is often as important or

more important than formal influence

Strong leadership and strong management

are needed for optimal effectiveness

leaders

challenge the status quo, create visions of the future, and inspire organizational members to want to achieve the visions.

Managers

formulate detailed plans, create efficient organizational structures, and oversee day-to-day operations

inspiring a vision

leadership

leaders who adapt to situational demands

managerial leader

controlling the operations

management

great person theory

Leaders possess special traits that set them aside from others, and these special traits are the basis for their power and authority

Assume that personality traits play a central role in differentiating between

leaders and non-leaders, in that leaders must have the “right stuff.”

trait theories of leadership focus on

personal qualities and characteristics

The search for personality, social, physical,
or intellectual attributes that differentiate

leaders from nonleaders goes back to the
earliest stages of leadership research.

Leaders who have an advantage are

extraverted, conscientious, open to experience

self-awareness

the ability to recognize and understand your moods, emotions, and drives, as well as their effect on others

self-regulation

the ability to control or redirect disruptive impulses and moods, the propensity to suspend judgement-to think before acting

motivation

a passion to work for reasons that go beyond money or status, a propensity to pursue goals with energy and persistence

empathy

the ability to understand the emotional makeup of other people, skill in treating people according to their emotional reactions

social skill

proficiency in managing relationships and building networks, an ability to find common ground and build rapport

Traits do a better job predicting the
emergence of leaders and

the appearance of leadership than actually distinguishing between effective and ineffective leaders

Initiating structure

the extent to which a leader
is likely to define and structure his or her role
and those of employees in the search for goal
attainment

Consideration

is the extent to which a person’s
job relationships are characterized by mutual
trust, respect for employees’ ideas, and regard
for their feelings

The employee-oriented leader

emphasized
interpersonal relationships by taking a personal
interest in the needs of employees and accepting
individual differences among them

production-oriented leader

emphasized the
technical or task aspects of the job, focusing on
accomplishing the group’s tasks

Based on the values of Brazilian employees,

a U.S.
manager leading a team in Brazil would need to be
team oriented, participative, and humane.

Leaders high in consideration

would succeed best in this culture.

Transactional Leaders

Leaders who guide or motivate their followers in the direction of established goals by clarifying role and task requirements

Transformational Leadership

Leaders who inspire followers to transcend their own self-interests and who are capable of having a profound and extraordinary effect on followers

Transactional Leader characteristics

Contingent Reward: Contracts exchange of rewards for effort, promises rewards for good performance,

recognizes accomplishments.

Management by Exception (active): Watches and searches for deviations from rules and standards, takes

corrective action.

Management by Exception (passive): Intervenes only if standards are not met.

Laissez-Faire: Abdicates responsibilities, avoids making decisions

Transformational Leader characteristics

Idealized Influence: Provides vision and sense of mission, instills pride, gains respect and trust.

Inspirational Motivation: Communicates high expectations, uses symbols to focus efforts, expresses

important purposes in simple ways.

Intellectual Stimulation: Promotes intelligence, rationality, and careful problem solving.

Individualized Consideration: Gives personal attention, treats each employee individually, coaches, advises.

Vision and articulation