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Definition
| Focused on fixed personal characteristics and innate qualities one possed known as traits. |
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Term
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Definition
| Assumes that the world can be a hostile, unpredictable, and unforgiving environment and that followers look for leader who can make sense of such a trubulent conitions and crisis situations. |
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Definition
| Focues on leaders who are emotionally intelligent and can successfully solve problems. |
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Term
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Definition
Concentrates on two types of leadership:
1. Production-Oriented leadership - Focuses on initiation structures and paths for followers to perform effectively.
2. Relationship-Oriented Leadership - Considers fostering good relationships between the leader and followers. |
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Term
| Situational Leadership Theory |
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Definition
| The leader assumes a directive, coaching, supporting or delegating style based on the situation and follower's development level. |
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Term
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Definition
Theory matches specific leaders to particular situatins in order to achieve the most success. Leaders are moved or "swapped" into and out of various situation based on three critical situational factors:
Leader-Member Relations
Leader's Position Power
The Task Structure |
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Term
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Definition
Once the leader assesses their followers and the situation, leaders choose one of four behaviors:
Supportive, Directive, Particpative or Acheivement-Oriented to lead their followers to success. |
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Term
| Leadership-Member Exchange(LMX) Theory |
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Definition
It emphasized that leaders must develop specialized relationships with each of their followers instead of treating all their followers the same way. The LMX Theory identified two categories of followers:
In-Group
Out-Group |
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Term
| Authentic Leadership Theory |
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Definition
| This theory argues that effective leaders are true to themselves and others, have positive psychological states, and adhere to strong morals and values. |
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Term
| Skinner's Operant Conditioning Theory |
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Definition
| Considers a method of learning that occurs through rewards and punishments for behavior. |
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Term
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Definition
Involves favorable actions, results, or outcomes that a leader presents to a follower after the follower demonstrates a desired behavior.
Example: Public Recognition, Praise, or Award |
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Term
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Definition
Includes the removal of unpleasant, unfavorable actions or events the follower is currently experiencing that occurs after they have displayed a desirable behavior.
Example: Removing member's UIF and removing restrictions placed on a member. |
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Term
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Definition
Refers to the typical form of punishment were the leader aplies or presents of an unffavorable action or result to a follower who has demonstrated an undesirable behavior.
Example: Applying Restrictions to a member, issuing a UIF, and implementing additional duties. |
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Term
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Definition
Occurs when a leader removes something valued by the follower after they have demonstrated an undesirable or unacceptable behavior.
Example: Taking or withholding a member's freedoms and liberties, revoking a promotion, and taking away one's position and/or responsibilities. |
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Term
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Definition
Argues that for a reward to be appropriate, accepted, and effective; it must fulfill a member's needs. Based on this theory, there are three primary needs a person must satisfy to be motivated:
Need for Achievement
Need for Affiliation
Need for Power |
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Term
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Definition
| Were one is driven by positive feelings (Internal) associated with doing well on a task or job. |
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Term
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Definition
| Drives people to do things in order to attain a specific outcome (external). |
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Term
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Definition
Categorizes a member's commitment to the organization into three levels:
Membership Level - Only give the time required to the organization.
Performance Level - Understand and appreciate the rewards and benefits of doing more than those at the membership level.
Involvement Level- Performing are personally satisfied with their work and feel their personal needs and desires are being met. |
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