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| formal positions and rewards lead to... |
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| expertise and charisma lead to... |
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| a set of abilities that enable individuals to recognize and understand their own and others' feelings and emotions and to use these insights to guide their own thinking and actions |
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| ability to recognize and understand your moods, emotions, and drives, as well as their impact on others (component of EI) |
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ability to regulate and redirect one's own impulses, moods, and desires (component of EI) |
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ability to understand the emotional make up of other people, and the skill to treat people according to their emotional reactions (component of EI) |
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ability to build interpersonal networks, manage relationships, find common ground, and build rapport (component of EI) |
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| view of management baed on a negative view of human nature |
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| view of management based on a positive view of human nature |
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goal is to stay out of trouble and make sure they cant be held accountable for mistakes - low concern for people and low concern for production (managerial grid) |
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goal is to create a secure, comfortable atmosphere and trust subordinates will respond with high performance - high concern for people and low concern for production (managerial grid) |
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goal is to pressure subordinates, often through legitimate influence tactics, to meet production goals - low concern for people, high concern for production (managerial grid) |
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goal is to find an acceptable balance between workers' needs and productivity goals (managerial grid) |
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goal is to establish teamwork and foster feelings of commitment, trust, and respect to develop a "common state" in the organization's purpose - high concern for people and high concern for production (managerial grid) |
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| situational leadership model |
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| the style of leadership used should be matched to the level of readiness of the followers |
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leader provides clear instructions, give specific directions, and supervises the work closely - use when followers are in low readiness (leadership style) |
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leader provides direction, encourages two-way commincation, and helps build confidence and motivation on the part of the follower - use when followers are somewhat moderate in readiness (leadership style) |
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leader encourages followers to share ideas and facilitates the work by being encouraging and helpful to subordinates - use when followers are moderate in readiness (leadership style) |
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leader turns over responsibility for making and implementing decisions to followers - use when followers are high in readiness (leadership style) |
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