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chapter 16 and 17
| Term | Definition |
|---|---|
| attitude theory | a theory stating that beliefs leaders hold about people greatly influences both the manager's behavior and the follower's responses |
| behavioral theories | greatest predictors of leadership effectiveness are the behaviors and abilities that people learn over time |
| big l leaders | label used to describe individuals in formal positions of authority |
| emotional intelligence | a group of soft skills critical for productive interactions with others |
| follower-oriented leaders | they express greater concern for the follower than the task at hand. these leaders demonstrate supportive behavior |
| laissez-faire leadership | a hands-off approach to leadership |
| leadership | process through which an individual attempts to intentionally influence another individual or group in order to accomplish a goal |
| leader | individuals who influence by setting direction for others, communicating a common vision, and motivating and inspiring followers |
| little l leaders | label that describes people with influence who do not possess a formal position of authority |
| manager | people who influence by providing order and consistency through the activities of planning, budgeting, organizing, staffing, controlling, and problem solving |
| power | ability to influence |
| situational theories | the greatest predictor of leadership effectiveness and success is the situation faced by leaders and how leaders react to those situations |
| structure | degree to which a leader frames responsibilities and goals for achieving tasks |
| supportive behavior | degree to which a leader indicates respect and concern for followers |
| task-oriented leaders | focus on accomplishing the assigned job with much less concern about the followers who accomplish the job |
| trait theories | the greatest predictors or leadership effectiveness and success are the traits and dispositions with which people are endowed at birth or develop early in life |
| behavioral interviews | ask applicants to provide examples about past events and what the applicant did during those events |
| equal opportunity employment commission (EEOC) | charged with enforcing laws associated with the Federal Civil Rights Act |
| federal civil rights act of 1964 | law and its amendments prohibit the discrimination in employment hiring, promotion, compensation, and treatment based upon gender, race, age, religion and other characteristics |
| performance standards | clearly written, objective expectations of how well employees must do their jobs |
| position (or job) descriptions | contain detailed information on training, experience, knowledge, and skills necessary for minimally acceptable employees |
| progressive discipline | series of managerial actions that escalate incrementally when unacceptable performance does not improve within a specified time period |
| situation (or role play) interviews | ask candidates to describe what they would do if faced with a difficult imaginary situation. assess applicant's imaginations and their ability to think up quick solutions to problems |
| stress interviews | deliberately attempt to unnerve candidates by asking blunt, even rude questions. |
| traditional interviews | gather general information about candidates by engaging them in a general conversation about themselves. |
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