Exam 3 Textbook Questions

What is a charismatic leader? 

people who are dominant, self-confident, convinced of the moral righteousness of their beliefs, and able to arouse a sense of excitement and adventure in followers

When is charismatic leadership particularly effective?

They are particularly effective under conditions of uncertainty-that is, in risky circumstances or when environments are changing and people have difficulty understanding what they should do. Uncertainty is stressful, making people more receptive to the ideas and actions of charismatic leaders.

What is a transactional leader?

Leaders who manage through transactions, using their legitimate, reward, and coercive powers to give commands and exchange rewards for services rendered.

How do transformational leaders create excitement?

They do it by inspiring and motivating a workforce and harnessing the resources to enact major real change. It takes time, sometimes years.

What are the four skills/strategies of transformational leaders?

They are charismatic, they give their followers individualized attention, and they are intellectually stimulating.

What is level 5 leadership?

a combination of strong professional will (determination) and humility that builds enduring greatness.

What is authentic leadership?

A style in which the leader is true to himself or herself while leading

What is a pseudotransformational leader?

Leaders who talk about positive change but allow their self interest to take precedence over followers’ needs.

What is a servant-leader?

A leader who serves others’ needs while strengthening the organization

What is the expectancy theory of motivation?

a theory proposing that people will behave based on the perceived likelihood that their effort will lead to a certain outcome and on how highly they value that outcome

What does the term, expectancy, refer to in expectancy theory?  How does it affect motivation? 

employees’ perception of the likelihood that their efforts will enable them to attain their performance goals. All else equal, high expectancies create higher motivation than low expectations.

What does the term, instrumentality, refer to in expectancy theory?  How does it affect motivation?

the perceived likelihood that performance will be followed by a particular outcome. High instrumentalities = higher motivation.

What does the term, valence, refer to in expectancy theory?  How does it affect motivation?

The value the person places on the outcome. Positive valence = higher motivation

What must occur for motivation to be high in expectancy theory?

1. increase expectancies: provide a work environment that facilitates good performance and set realistically attainable performance goals.

2. identify positively valent outcomes: Understand what people want to get out of work.

3. make performance instrumental towards positive outcomes: Ensure that good performance leads to positive recognition and praise, favorable performance reviews, pay increases, and other positive results.

What are McClelland’s need for achievement, need for affiliation and need for power and how do they affect motivation?

Need for achievement: a strong orientation toward accomplishment, success, and goal attainment.

Need for affiliation: a strong desire to be liked by other people.

Need for power: a desire to influence or control other people.

*Not all needs are universally important. No single approach is best, and managers can customize their approaches by considering how individuals differ.

What are the two types of need for power?

Personalized power: negative force of power. expressed through aggressively manipulating and exploiting others.

Socialized power: channeled toward helping people, organizations, and societies.

What combination of McClelland’s 3 needs is associated with managerial success?  What’s the problem with need for affiliation in a leadership role?

Low need for affiliation and moderate to high need for power are associated with managerial success. The need for affiliation is not necessary for leadership success because managers high on this need have difficulty making tough but necessary decisions that will upset some people.

What are the roles of task specialist and team maintenance specialist in a team?

Task specialist roles are filled by individuals who have particular job-related skills and abilities. These employees keep the team moving toward accomplishment of the objectives.

Team maintenance specialists: develop and maintain harmony. They boost morale, give support, provide humor, soothe hurt feelings, and generally exhibit a concern for members’ well-being.