Ch 12-13: Power and Leadership

Question 1

The ability to influence the behavior of others and resist unwanted influence in return

Answer 1

Power

Question 2

A form of organizational power based on authority or position

Answer 2

Legitimate power

Question 3

A form of organizational power based on the control of resources or benefits

Answer 3

Reward power

Question 4

A form of organizational power based on the ability to hand out punishment

Answer 4

Coercive power

Question 5

A form of organizational power based on expertise or knowledge

Answer 5

Expert power

Question 6

A form of organizational power based on the attractiveness and charisma of the leader

Answer 6

Referent power

Question 7

The degree to which people have alternatives in accessing the resources that a leader controls

Answer 7

Substitutability

Question 8

The degree to which managers have the right to make decisions on their own

Answer 8

Discretion

Question 9

How aware others are of a leader and the resources that leader can provide

Answer 9

Visibility

Question 10

The use of behaviors to cause behavioral or attitudinal changes in others

Answer 10

Influence

Question 11

The use of logical arguments and hard facts to show someone that a request is worthwhile

Answer 11

Rational persuasion

Question 12

An influence tactic designed to appeal to one’s values and ideals, thereby creating an emotional or attitudinal reaction

Answer 12

Inspirational appeal

Question 13

An influence tactic whereby the target is allowed to participate in deciding how to carry out or implement a request

Answer 13

Consultation

Question 14

An influence tactic whereby the leader makes it easier for the target to complete a request by offering to work with and help the target

Answer 14

Collaboration (as influence method)

Question 15

The use of favors, compliments, or friendly behavior to make the target feel better about the influencer

Answer 15

Ingratiation

Question 16

An influence tactic in which the requestor asks for something based on personal friendship or loyalty

Answer 16

Personal appeals

Question 17

An influence tactic in which the requestor offers a reward in return for performing a request

Answer 17

exchange tactic

Question 18

an influence tactic in which the requestor clearly explains why performing the request will benefit the target personally

Answer 18

apprising

Question 19

an influence tactic in which the requestor attempts to use coercive power through threats and demands

Answer 19

pressure

Question 20

an influence tactic in which the influencer enlists other people to help influence the target

Answer 20

coalitions

Question 21

a response to influence tactics in which the target agrees with and becomes committed to the request

Answer 21

internalization

Question 22

a response to influence tactics in which the target is willing to do what the leader asks but does it with a degree of ambivalence

Answer 22

compliance

Question 23

a response to influence tactics in which the target refuses to perform a request and puts forth an effort to avoid having to do it

Answer 23

resistance

Question 24

individual actions directed toward the goal

Answer 24

organizational politics

Question 25

the ability to understand others and the use of that knowledge to influence them to further personal or organizational objectives

Answer 25

political skill

Question 26

a conflicting resolution style by which one party attempts to get his or her own goals met without concern for the other party's result

Answer 26

competing

Question 27

a conflict resolution style by which one party wants to remain neutral, stay away from conflict, or postpone the conflict to gather information or let things cool down

Answer 27

avoiding

Question 28

a conflict resolution style by which one party gives in to the other and acts in a completely unselfish way

Answer 28

accommodating

Question 29

a conflict resolution style whereby both parties work together to maximize outcomes

Answer 29

collaboration (as conflict resolution method)

Question 30

a conflict resolution style by which conflict is resolved through give and take concessions

Answer 30

compromise

Question 31

a process in which two or more interdependent individuals discuss and attempt to reach agreement about their difference

Answer 31

negotiation

Question 32

a negotiation strategy in which one person gains and the other person loses

Answer 32

distributive bargaining

Question 33

a negotiation strategy that achieves an outcome that is satisfying for both parties

Answer 33

integrative bargaining

Question 34

acronym for a negotiator's "best alternative to a negotiated agreement"

Answer 34

BATNA

Question 35

a process by which two parties resolve conflicts through the use of a specially trained, neutral third party

Answer 35

alternative dispute resolution

Question 36

a process by which a third party facilitates a dispute resolution process but with no formal authority to dictate a solution

Answer 36

mediation

Question 37

a process by which a third party determines a binding settlement to a dispute between two parties

Answer 37

arbitration

Question 38

how important a person's job is and how many people depend on that person to accomplish their tasks

Answer 38

centrality

Question 39

the use of power and influence to direct the activities of followers toward goal achievement

Answer 39

leadership

Question 40

a theory describing how leader-member relationships develop over time on a dyadic basis

Answer 40

leader-member exchange theory

Question 41

the phase in a leader-follower relationship when a leader provides an employee with job expectations and the follower tries to meet those expectations

Answer 41

role taking

Question 42

the phase in a leader-follower relationship when a follower voices hs or her own expectations for the relationship, resulting in a free-flowing exchange of opportunities and resources for activities and effort

Answer 42

role making

Question 43

the degree to which the leader's actions result in the achievement of the unit's goals, the continued commitment of the unit's employees, and the development of mutual trust, respect, and obligation in leader-member dyads

Answer 43

leader effectiveness

Question 44

the process of becoming a leader in the first place

Answer 44

leader emergence

Question 45

a leadership style in which the leader makes the decision alone without asking for opinions or suggestions of the employees in the work unit

Answer 45

autocratic style

Question 46

a leadership style in which the leader presents the problem to employees asking for their opinions and suggestions before ultimately making the decision him/herself

Answer 46

consultative style

Question 47

a leadership style in which leader presents the problem to a group of employees and seeks consensus on a solution, making sure his/her opinion receives no more weight than anyone else's

Answer 47

facilitative style

Question 48

a leadership style in which the leader gives the employee the responsibility for making decisions within some set of specfified boundary conditions

Answer 48

delegative style

Question 49

a leadership model in which the focus shifts away from autocratic, consultative, facilitative, and delegative leaders to autocratic, consultative, facilitative, and delegative situations, and in which several factors combine to make some decision-making styles more effective in a given situation and others less effective

Answer 49

time-driven model of leadership

Question 50

a pattern of behavior in which the leader defines and structures the roles of employees in pursuit of goal attainment

Answer 50

initiating structure

Question 51

a pattern of behavior in which the leader creates job relationships characterized by mutual trust, respect for employee ideas, and consideration of employee feelings

Answer 51

consideration

Question 52

a theory stating that the optimal combination of initiating structure and consideration depends on the readiness of the employees in the work unit

Answer 52

life cycle theory of leadership

Question 53

the degree to which employees have the ability and the willingness to accomplish their specific tasks

Answer 53

readiness

Question 54

when the leader provides specific instructions and closely supervises performance

Answer 54

telling

Question 55

when the leader explains key issues and provides opportunities for clarification

Answer 55

selling

Question 56

leader behavior in which the leader shares ideas and tries to help the group conduct its affairs

Answer 56

participating

Question 57

leader behavior in which the leader turns responsibility for key behaviors over to employees

Answer 57

delegating

Question 58

a pattern of behavior in which the leader inspires followers to commit to a shared vision that provides meanings to their work while also serving as a role model who helps followers develop their own potential and view problems from new perspectives

Answer 58

transformational leadership

Question 59

when the leader avoids leadership duties altogether

Answer 59

laissez-faire leadership

Question 60

a pattern of behavior in which the leader rewards or disciplines the follower on the basis of performance

Answer 60

transactional leadership

Question 61

a type of transactional leadership in which the leader waits around for mistakes and errors, then takes corrective action as necessary

Answer 61

passive management-by-exception

Question 62

a type of transactional leadership in which the leader arranges to monitor mistakes and errors actively, and takes corrective action when required

Answer 62

active management-by-excpetion

Question 63

a more active and effective type of transactional leadership, in which the leader attains follower agreement on what needs to be done using rewards in exchange for adequate performance

Answer 63

contingent reward

Question 64

the power held by a leader who behaves in ways that earn the admiration, trust, and respect of followers, causing followers to want to identify with and emulate the leader

Answer 64

idealized influence

Question 65

a type of influence in which the leader behaves in ways that foster an enthusiasm for and commitment to a shared vision of the future

Answer 65

inspirational motivation

Question 66

a type of influence in which the leader behaves in ways that challenge followers to be innovative and creative by questioning assumptions and reframing old situations in new ways

Answer 66

intellectual stimulation

Question 67

a type in which the leader behaves in ways that help followers achieve their potential through coaching

Answer 67

individualized consideration

Question 68

a model that suggests that characterisitcs of the situations can constrain the influence of the leader, which makes it more difficult for the leader to influence employee performance

Answer 68

substitutes for leadership model

Question 69

situational characteristics that reduce the importance of the leader while simultaneously providing a direct benefit to employee performance

Answer 69

substitutes

Question 70

situational characteristics that reduce the importance of the leader and do not improve employee performance in any way

Answer 70

neutralizers