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Definition
| The process of influencing others to understand and agree about what needs to be done and how to do it, and the process of facilitating individual and collective efforts to accomplish shared objectives. |
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| Assume that traits play a central role in differentiating between leaders and nonleaders or in predicting leader or organizational outcomes. |
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| Assumes that leadership is central to performance and other outcomes |
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| Being sensitive to people's feelings and tries to make things pleasant for the followers |
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| Being concerned with spelling out the task requirements and clarifying other aspects of the work agenda |
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| An approach that uses a nine-position grid that places concern for production on the horizontal axis and concern for people on the vertical axis |
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| The extent to which leaders can determine what their groups are going to do and what the outcomes of their actions and decisions are going to be |
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| Least-Preferred Co-worker Scale (LPC Scale) |
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Definition
| A measure 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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| Leaders are trained to diagnose the situation to match their high and low LPC scores with situational control |
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| Path-Goal Theory of 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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| Spells out the what and how of subordinates' tasks |
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Definition
| Focuses on subordinate needs, well-being, and promotion of a friendly work climate |
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| Achievement-Oriented Leadership |
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| Emphasizes setting challenging goals, stressing excellence in performance, and showing confidence in people's ability to achieve high standards of performance |
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Definition
| Focuses on consulting with subordinates and seeking and taking their suggestions into account before making decisions |
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| Situational Leadership Model |
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Definition
| Focuses on the situational contingency of maturity or "readiness" of followers |
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| Leader-Member Exchange (LME) Theory |
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Definition
| Emphasizes the quality of the working relationship between leaders and followers |
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| 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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| People attribute romantic, almost magical, qualities to leadership |
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| Emphasizes leadership effectiveness as inferred by perceived group/organizational performance outcomes |
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| Leadership effectiveness based on how well a person fits characteristics of a good or effective leader |
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| Those leaders who, by force of their personal abilities, are capable of having a profound and extraordinary effect on followers |
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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 and stir followers to look beyond their own interests to the good of others |
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