Mgmt330 Organizational Behavior Ch 10

Autocratic leadership style is characterized by a leader who makes decisions without seeking input or suggestions from employees. In this style, the leader has complete control and authority over decision-making, often resulting in a top-down approach where instructions are given and followed without question. This style can be effective in certain situations where quick decisions and clear direction are needed, but it can also stifle creativity, innovation, and employee engagement.

Legitimate power is derived from a position of authority within an organization. This power is based on the formal authority given to individuals in certain roles or positions. It is the power that comes from the hierarchical structure of an organization, where individuals have the right to make decisions and give orders based on their position. Legitimate power is also known as "formal authority" because it is recognized and accepted by others within the organization. It allows individuals to influence and control others based on their position and the authority that comes with it.

Expert power is derived from a person's skill or knowledge on which others depend. This means that individuals who possess expertise in a specific area are able to influence and guide others based on their knowledge and competence. They are seen as credible and reliable sources of information, and others trust and respect their opinions and decisions. Therefore, expert power is the correct answer in this context.

Referent power is a type of personal power that exists when others have a desire to identify and be associated with a person. This power is based on the attractiveness and charisma of the individual, as well as their ability to inspire and influence others. People with referent power are often seen as role models or admired for their qualities and values. They have the ability to build strong relationships and followership, as others want to be connected to them and be like them.

Initiating structure behaviors refer to the actions taken by a leader to organize and direct the work of their team. These behaviors involve setting goals, assigning tasks, and establishing clear guidelines and expectations. They focus on the production and efficiency of the team's work. Consideration behaviors, on the other hand, involve showing concern for the needs and feelings of team members. While both behaviors are important for effective leadership, the given answer specifically mentions organization and production sorts of duties, which aligns with the concept of initiating structure.

Avoiding is a conflict management style where one party wants to remain neutral and stay away from conflict. They may choose to postpone the conflict to gather more information or let things cool down. This approach usually results in an unfavorable outcome for everyone involved as the conflict remains unresolved.

Coercive power is an organizational power that exists when a person has control over punishments in an organization. This means that individuals with coercive power can use threats, disciplinary actions, or other negative consequences to influence the behavior and actions of others. It is a form of power that relies on fear and intimidation to achieve compliance and obedience from subordinates.

The given leadership style is consultative. In this style, the leader involves employees in the decision-making process by presenting the problem and seeking their opinions and suggestions. However, the final decision is made by the leader himself. This approach allows employees to contribute their ideas and perspectives, promoting a sense of involvement and engagement within the team.

Reward power is an organizational power that exists when someone has control over the resources or rewards that another person desires. This means that the person with reward power can offer incentives or benefits to influence the behavior or actions of others. By having the ability to provide rewards, such as promotions, raises, or recognition, individuals with reward power can motivate others to achieve desired outcomes or goals. This power dynamic is based on the idea that people are motivated by the potential for positive reinforcement and will strive to attain the rewards offered by those in positions of power.

Collaboration refers to a situation where both parties involved work together to achieve the best possible outcomes. It is characterized by a win-win approach, where both sides benefit and reach a mutually satisfactory agreement. This involves open communication, active listening, and a willingness to understand and incorporate each other's perspectives and ideas. Collaboration fosters cooperation, teamwork, and synergy, leading to more effective problem-solving and decision-making.

Competing is the correct answer because it refers to a conflict resolution style where one party focuses solely on achieving their own goals, disregarding the other party's interests or outcomes. This approach is often viewed as win-lose, as it prioritizes personal success over cooperation or compromise.

Inspirational motivation refers to a transformational leadership behavior where the leader inspires and motivates their followers by creating a compelling vision of the future. The leader communicates this vision in a way that generates enthusiasm and commitment among the team members. By providing a clear and inspiring direction, the leader encourages their followers to strive towards achieving the shared vision. This behavior helps to create a positive and motivating work environment, where individuals are inspired to go above and beyond their own self-interests for the collective goals of the team or organization.

Pressure and the forming of coalitions are the least effective in influencing others. This means that using pressure or forming alliances with others is not very successful in getting others to change their opinions or behaviors. Other methods may be more effective in influencing others, such as persuasion, negotiation, or providing incentives.

Rational persuasion, consultation, inspirational appeals, and collaboration are considered the most effective influence tactics. These tactics involve presenting logical arguments, seeking input and opinions, appealing to emotions and values, and working together towards a common goal. By employing these tactics, individuals are more likely to gain the trust, support, and commitment of others, leading to successful influence and persuasion.

The correct answer is Delegative. Delegative leadership style is characterized by giving employees the authority and autonomy to make decisions within certain boundaries. The leader trusts the employees' abilities and allows them to take ownership of their work. This style promotes employee empowerment and encourages innovation and creativity. It is effective when employees are highly skilled and motivated, as it allows them to utilize their expertise and take ownership of their tasks.

Leadership involves the use of power and influence to guide and direct the actions of followers in order to achieve specific goals. Leaders are responsible for motivating and inspiring their followers, providing guidance and direction, and making decisions that will contribute to the success of the group or organization. Effective leadership requires the ability to communicate effectively, build relationships, and inspire trust and confidence in others.

Power refers to the ability to influence the behavior of others and resist unwanted influence in return. It is the capacity to make things happen and achieve desired outcomes. Power can be derived from various sources such as knowledge, expertise, position, or personal qualities. Those who possess power can use it to shape decisions, control resources, and exert control over others. At the same time, they are also capable of protecting themselves from being influenced or manipulated by others. Power plays a significant role in interpersonal relationships, leadership, and organizational dynamics.

Compromise is the correct answer because it involves resolving conflict by making concessions and finding a middle ground. It is the most common form of conflict resolution where both parties give up something to reach a mutually acceptable solution. This approach promotes cooperation and maintains relationships by finding a balance between competing interests.

Consideration behaviors refer to the actions taken by a leader to create a supportive and respectful work environment. These behaviors involve showing concern for the needs and feelings of team members, promoting collaboration and teamwork, and providing support and guidance. Membership, integration, communication, recognition, and representation duties all fall under the category of consideration behaviors as they involve fostering a sense of belonging, facilitating effective communication, acknowledging and appreciating the contributions of team members, and representing their interests.

Accommodating refers to a situation where one party gives in to the other and acts in a completely unselfish way. It involves putting the needs and desires of the other party above one's own. This approach is often taken to maintain harmony and preserve relationships, even if it means sacrificing personal goals or desires. It is a cooperative and compromising behavior that aims to satisfy the other party's concerns.

Intellectual stimulation refers to a leadership behavior where the leader encourages followers to think critically and creatively by challenging their assumptions and reframing old situations in new ways. This type of leader fosters an environment that promotes innovation and creativity, pushing followers to expand their thinking and explore new ideas. By encouraging intellectual stimulation, the leader inspires followers to think outside the box and find new solutions to problems, ultimately leading to increased innovation and growth within the organization.

Ingratiation, exchange, personal appeals, and appraising are moderately effective in influencing others. This means that these tactics have a moderate level of effectiveness in influencing others. They may have some impact, but they are not the most effective strategies. Other methods may have a higher level of effectiveness in influencing others.

Idealized influence refers to a transformational leadership behavior where the leader sets a positive example for their followers, earning their admiration, trust, and respect. The leader's actions and behaviors inspire the followers to want to identify with and emulate the leader. This behavior is synonymous with charisma, as the leader's influence is based on their personal qualities and ability to inspire others.

Collaboration is the most effective form of conflict resolution because it involves working together to find a mutually beneficial solution. It requires open communication, active listening, and a willingness to understand and consider different perspectives. Collaboration is difficult to come by because it requires individuals to put aside their personal interests and egos, and instead focus on finding a solution that benefits everyone involved. It involves compromise, flexibility, and a commitment to finding a win-win outcome.

Transformational leadership involves inspiring followers to commit to a shared vision that provides meaning to their work while also serving as a role model. This type of leadership focuses on motivating and empowering employees to go beyond their self-interests and work towards the collective goals of the organization. It aims to create positive change and transform the way employees view their work by fostering a sense of purpose and personal growth. Transactional leadership, on the other hand, is more focused on exchanging rewards and punishments for performance, while inspirational leadership may inspire employees but may not necessarily involve a shared vision or changing the way employees view their work.

Facilitative leadership style involves the leader presenting a problem to a group and encouraging them to reach a consensus on the solution. The leader ensures that their own opinion does not carry more weight than anyone else's. This style focuses on collaboration and empowering employees to contribute their ideas and perspectives. It promotes a sense of ownership and involvement among the team members, leading to increased engagement and productivity.

Individualized consideration refers to a leadership behavior where the leader pays attention to the individual needs of their followers and provides support, guidance, and resources to help them reach their full potential. This involves coaching, development, and mentoring, and focuses on understanding each follower's strengths, weaknesses, and aspirations. By providing personalized support and guidance, the leader fosters a sense of trust, empowerment, and growth among their followers, ultimately helping them achieve their goals and enhance their performance.

Transformational Leadership has a strong positive effect on Organizational Commitment. This means that when leaders exhibit transformational leadership behaviors, such as inspiring and motivating their followers, it leads to a higher level of commitment among employees towards the organization. Transformational leaders are able to create a sense of purpose and vision, and they empower and develop their followers, which ultimately enhances their commitment to the organization.

Transformational leadership has a moderate positive effect on job performance. This means that when leaders exhibit transformational qualities such as inspiring and motivating their employees, it can lead to improved job performance. However, the effect is not extremely strong or overwhelming, but rather falls in the middle range of positive impact.

The time-driven model of leadership suggests that the focus should shift away from specific types of leaders (autocratic, consultative, facilitative, and delegative) and instead focus on the situations in which these leadership styles are most effective. This model emphasizes that different leadership styles may be appropriate depending on the specific circumstances and time constraints. By considering the time-driven aspect of leadership, organizations can better adapt their leadership approach to fit the needs of the situation.