Term
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Definition
| Generating ideas through "freewheeling" and without criticism |
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Term
| Centralized communication networks |
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Definition
| link group members through a central control point |
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Term
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Definition
| is the degree to which members are attracted to a group and motivated to remain a part of it |
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Term
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Definition
| is the ability of a team to perform well across a range of tasks |
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Term
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Definition
| is a group decision that has the expressed support of most members |
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Term
| Decentralized communication network |
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Definition
| members communicate directly with one another |
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Term
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Definition
| the process of choosing among alternative courses of action |
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Term
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Definition
| involves generating decision-making alternatives through a series of survey questionnaires |
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Term
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Definition
| in teams harm the group process and limit team effectiveness |
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Term
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Definition
| shares responsibility among team members for meeting team task and maintenance |
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Term
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Definition
| the tendency of cohesive group members to lose their critical evaluative capabilities |
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Term
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Definition
| occur as groups cooperate and compete with one another |
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Term
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Definition
| support the emotional life of the team as an ongoing social system |
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Term
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Definition
| involves structured rules for generating and prioritizing ideas |
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Term
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Definition
| rules or standards for the behavior of group members |
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Term
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Definition
| sets expectations for how hard members work and what the team should accomplish |
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Term
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Definition
| involves the use of space as people interact |
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Term
| Restricted communication network |
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Definition
| link subgroups that disagree with one another's positions |
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Term
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Definition
| directly contribute to the performance of important tasks |
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Term
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Definition
| a collaborative way to gather and analyze data to improve teamwork |
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Term
| Virtual communication networks |
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Definition
| link team members through electronic communication |
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Term
| Accommodation (smoothing) |
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Definition
| involves playing down differences and finding areas of agreement |
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Term
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Definition
| when the neutral third party acts as a "judge" and has the power to issue a decision that is binding for all parties |
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Term
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Definition
| uses formal authority to end conflict |
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Term
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Definition
| involves pretending a conflict does not really exist |
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Term
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Definition
| the range between one party's minimum reservation point and the other party's maximum |
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Term
| Collaboration and problem solving |
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Definition
| involves recognition that something is wrong and needs attention through problem solving |
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Term
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Definition
| seeks victory by force, superior skill or domination |
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Term
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Definition
| occurs when each party gives up something of value to the other |
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Term
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Definition
| occurs when parties disagree over substantive issues or when emotional antagonisms create friction between them |
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Term
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Definition
| occurs when the reasons for conflict are eliminated |
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Term
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Definition
| focuses on positions staked out or declared by the parties involved, each of whom is trying to claim certain portions of the available pie. |
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Term
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Definition
| works to the group's or organization's disadvantage |
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Term
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Definition
| occurs when substance issues are resolved and working relationships are maintained or improved |
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Term
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Definition
| involves interpersonal difficulties that arise over feelings of anger, mistrust, dislike, fear, resentment, and the like. |
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Term
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Definition
| focuses on the merits of the issues and the parties involved try to enlarge the available pie raather than stake claims to certain portions of it. |
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Term
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Definition
| occurs among groups in an organization |
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Term
| Inter-organizational conflict |
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Definition
| occurs between organizations |
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Term
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Definition
| occurs between two or more individuals in opposition to each other |
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Term
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Definition
| occurs within the individual because of actual or perceived pressures from incompatible goals or expectations |
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Term
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Definition
| when a neutral third party tried to engage the parties in a negotiated solution through persuasion and rational argument |
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Term
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Definition
| the process of making joint decisions when the parties involved have different preferences |
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Term
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Definition
| involves fundamental disagreement over ends or goals to be pursued and the means for their accomplishment |
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Term
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Definition
| suggests that public corporations can function effectively even though their managers are self-interested and do not always automatically bear the full consequences of their managerial actions |
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Term
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Definition
| the ability to control another's behavior indirectly because the individual owes an obligation to you or another as a part of a larger collective interest |
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Term
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Definition
| the extent to which a manager can deny desired rewards or administer punishment to control other people |
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Term
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Definition
| the process by which managers help others to acquire and use the power needed to make decisions affecting themselves and their work |
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Term
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Definition
| the ability to control another's behavior because of the possession of knowledge, experience, or judgement that the other person does not have but needs |
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Term
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Definition
| a behavioral response to the exercise of power |
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Term
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Definition
| access to and/or the control of information |
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Term
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Definition
| formal authority is the extent to which a manager can use the "right of command" to control other people |
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Term
| Organizational governance |
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Definition
| the pattern of authority, influence, and acceptable managerial behavior established at the top of the organization |
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Term
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Definition
| the management of influence to obtain ends not sanctioned by the organization or to obtain sanctioned ends through nonsanctioned means and the art of creative compromise among competing interests |
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Term
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Definition
| knowing how to negotiate, persuade, and deal with people regarding goals they will accept |
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Term
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Definition
| the ability to get someone else to do something you want done or the ability to make things happen or get things done the way you want |
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Term
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Definition
| action directed primarily at developing or using relationships in which other people are willing to defer to one's wishes |
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Term
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Definition
| is the control over methods of production and analysis |
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Term
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Definition
| is an unwritten set of expectations about a person's exchange of inducements and contributions with an organization |
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Term
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Definition
| the ability to control another's behavior because, through the individual's efforts, the person accepts the desirability of an offered goal and a reasonable way of achieving it |
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Term
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Definition
| the ability to control another's behavior because of the individual's desire to identify with the power source |
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Term
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Definition
| is the formal right conferred by the firm to speak for and to potentially important group |
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Term
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Definition
| the extent to which a manager can use extrinsic and intrinsic rewards to control other people |
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Term
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Definition
| the range of authoritative requests to which a subordinate is willing to respond without subjecting the directives to critical evaluation or judgemet |
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Term
| Achievement-oriented leadership |
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Definition
| emphasizes setting goals, stressing excellence, and showing confidence in people's ability to achieve high standards of performance |
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Term
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Definition
| assumes that leadership is central to performance and other outcomes |
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Term
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Definition
| provides vision and a sense of mission and it instills pride along with follwer respect and trust |
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Term
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Definition
| leaders who are capable of having a profound and extraordinary effect on followers |
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Term
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Definition
| sensitive to people's feelings |
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Term
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Definition
| spells out the what and how of subordinates' tasks |
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Term
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Definition
| the behaviors of individuals acting in relation to leaders |
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Term
| Implicit followership theories (IFTs) |
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Definition
| preconceived notions about prototypical followership behaviors and characteristics |
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Term
| Implicit leadership theories (ILTs) |
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Definition
| preconceived notions about the attributes associated with leaders that reflect the structure and content of "cognitive categories" used to distinguish leaders from non leaders |
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Term
| Individualized consideration |
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Definition
| provides personal attention, treats each employee individually, and coaches and advises |
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Term
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Definition
| concerned with spelling out the task requirements and clarifying aspects of the work agenda |
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Term
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Definition
| communicates high expectations, uses symbols to focus efforts, and expresses important purposes in simple ways |
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Term
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Definition
| promotes intelligence, rationality and careful problem solving by, for example, encouraging |
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Term
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Definition
| when leaders are trained to diagnose the situation to match their high and low LPC score with situational control |
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Term
| Leader-member exchange (LMX) theory |
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Definition
| emphasizes the quality of the working relationship between leaders and followers |
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Term
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Definition
| the process of influencing others and the process of facilitating individual and collective efforts to accomplish shared objectives |
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Term
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Definition
| is an approach that uses a grid that places concern for production on the horizontal axis and concern for people on the vertical axis |
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Term
| Least-preferred co-worker (LPC) scale |
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Definition
| a mesaure of a person's leadership style based on a description of the person with whom respondents have been able to work least well |
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Term
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Definition
| focuses on cosulting with subordinates and seeking and taking their suggestions into account before making decisions |
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Term
| Passive followership beliefs |
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Definition
| beliefs that followers should be passive, deferent, and obedient |
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Term
| Path-goal view of managerial leadership |
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Definition
| assumes that a leader's key function is to adjust his or her behaviors to complement situational contingencies |
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Term
| Proactive followership beliefs |
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Definition
| beliefs that followers should express opinions, take initiative, and constructively question and challenge leaders |
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Term
| Prosocial power motivation |
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Definition
| power oriented toward benefiting others |
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Term
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Definition
| mental image of the characteristics that compromise implicit theory |
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Term
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Definition
| involves people attributing romantic, almost magical, qualities to leadership |
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Term
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Definition
| the extent to which leaders can determine what their groups are going to do and what the outcomes of their actions are going to be |
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Term
| Situational leadership model |
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Definition
| focuses on the situational contingency of maturity or "readiness" of followers |
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Term
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Definition
| approaches describe individual behaviors as "constructed" in context, as people act and interact in situations |
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Term
| Substitutes for leadership |
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Definition
| make a leader's influence either unnecessary or redundant in that they replace a leader's influence |
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Term
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Definition
| focuses on subordinate needs, well-being, and promotion of a friendly work climate |
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Term
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Definition
| assume that traits play a central role in differentiating between leaders and nonleaders or in predicting leader or organizational outcomes |
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Term
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Definition
| involves leader-follower exchanges necessary for achieving routine performance agreed upon between leaders and followers |
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Term
| Transformational leadership |
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Definition
| occurs when leaders broaden and elevate followers interests to the good of others |
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Term
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Definition
| the process of specifying job tasks and work arrangements |
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Term
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Definition
| standardizes work to create clearly defined and higly specialized tasks |
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Term
| Scientific management (by Taylor) |
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Definition
| uses systematic study of job components to develop practices to increase people's efficiency at work |
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Term
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Definition
| increases task variety by combining into one job two or more tasks that were previously assigned to separate workers |
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Term
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Definition
| increases task variety by periodically shifting workers among jobs involving different tasks |
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Term
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Definition
| build high-content jobs that involve planning and evaluating duties normally done by supervisors |
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Term
| Psychological empowerment |
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Definition
| sense of personal fulfillment and purpose that arouses one's feelings of competency and commitment to work |
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Term
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Definition
| allows a full-time job to be completed in fewer than the standard five days |
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Term
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Definition
| give individuals some amount of choice in scheduling their daily work hours |
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Term
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Definition
| where one full-time job is split between two or more persons who divide the work according to agreed-upon hours |
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Term
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Definition
| is when employees agree to work fewer hours to avoid layoffs |
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Term
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Definition
| Work done at home or from a remote location using computers and advanced telecommunications |
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