Org. Mgt
Terms
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- coordinating work related decsion making, intiating new ideas, facilitating the exchange of info
- Task oriented role
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-team building focusing on the feelings of individuals
-facilitating social interaction
-encouraging team members
-make sure all team members participate - Relations Oriented Role
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-self centered behaviors
-seeking recognition
-dominating the conversation
-being stubborn - Self oriented role
- What is ineffective
- Self oriented roles in a team
- mechanism used to control behavior to promote team behavior
- norms
- est. patterns of behavior that are accepted and expected by team members and est. for convience
- reasons for norms
- conform to norm b/c of real or imagined pressure and may not agree with the norm
- compliance conformity
- conform b/c you believe in the norm and is stronger than compliance
- Personal Acceptance Conformity
- Strength of the members to desire to remain in the team and their committment to it. This is generally associated with a group that is performing well.
- cohesiveness
- Agreement at any cost mentality- all you want is to agree and this is not good for decision making
- group think
- Sometimes desirable and helps promote creativity, high quality work, and honesty
- conflict
- sometimes undesirable and can result in stress, violence, hurt feelings, and destruction of team chemisty
- conflict
- The ablity to influence people by rewards
- reward power
- ablity to influence people by punishment and problems with punishment results
- coercive power
- ability to influence subordinates' behavior b/c of managers formal position in the org. only works in the zone of influence
- legitimate power
- ablity to influence other's behavior because of recognized competencies, talents, or specialized knowledge
- expert power
- ability to influence others behavior b/c you are respected, liked, or admired, maybe caused by subordinates identifying with the managers
- referent power
- Staying away from conflict or remain neutral and tends to result in unfavorable evaluation by others.
- Avoiding style
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Appropriate when:
-The issue is minor
-low power relative to other party
-others can better solve the problem - avoiding style
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-trying to achieve your own goal w/out the concern for others, a win-lose situation.
-relies on coercive pwr.
-unfavorable evalutaion by others
-can decrease motivation - Forcing style
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Appropriate when:
-emergency requires quick action
-self-protection is needed
-unpopular action must be taken for long term survival - forcing style
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-Unselfish complying with the wishes of others to encourage cooperation
-generally ineffective if used consistently
-concern over emotional aspects of conflict - accomodating style
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Appropriate when:
-need to diffuse a potentially explosive situation
-conflict has become personal
-mantaining harmony is critical - accomodating style
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-strive for a sitation that satisfies all concerns a win-win
-recognizes benefits of conflict - collaborating style
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Appropriate when:
-high level of cooperation is needed
-parity in power b/w parties
-potential for mutual benefits exist
-org. support to take time necessary - collaborating style
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-give and take solution
-tends to be viewed favorably by others
-may not max. mutual satisfaction or get the best alternative - compromising style
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Appropriate When:
-a win-win solution is not possible - compromising style
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-anticipating future trends
-inspiring others to understand and embrace a new vision
-develop others to be leaders - transformational leadership
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-builds on and extends transactional and charismatic leadership
-most challending technique to implement - transformational leadership
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Behaviors and communication that guide followers by providing them with a sense of meaning and challenge
-gets followers involved in vision committment to vision
-culture teachs everyone else what they should want out of ever interaction - inspirational motivation
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-encourages followers to be innovative creative, and challenging of assumptions
-high tolerance of mistakes made by conscientious followers
-leaders and followers are willing to abandon old assumptions
-its okay for follwers to differ from - intellictual stimulation
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-followers respect/admire leaders and want to emulate behavior
-followers identify w/ leader and internalize the leader's values
-leaders values become personally meaningful to the follower - idealized influence
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IN order to preserve their influence leaders must consider the needs/interests of the followers over themselves
-leaders must have completely open communication - idealized influence
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speacial attention paid to each followers need for achievement & growth
-followers are encouraged to develop their career to their potential
-followers are empwered to make decisions and is monitored to determine whether they need add'l sup - individualized consideration
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-market conditions
-competitors
-finacing
-gov't regulations - other things that impact the effectiveness of leadership
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-org. committment
-job satisfaction
-more effective communications
-team performance - What transformational leadership leads to
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-By providing vision and expressing confidence in the followers
-increase follwer's social identification with the group
-get followers to internalize values so work can become more meaningful - How transformational leadership can motivate