Chapter II Transformational Leader Flashcards
(27 cards)
How do I inspire employees and increase their productivity ?
The second phase of the propre management cycle. What is the management model of the transformational leader ? Give me an example
Rational goal model
Ex : Greta thunberg. Martín Luther King, Steve jobs
What is burn-out and how do you define it and how do it affect work
Do more with less = short term 🙂long term ☹️
Structural symptome:
New form of striking
Like a car engine getting stuck after the battery has drained. The brake fluid has been used up the oil in the engine has not been replaced for years. The coolant has drained and the water reservoir has been dry for months. Nothing really works this recovery will take months.
Overload at work + personal vulnerability, shortage of energy to regulate cognitive and emotional process. Loss of control + exhaustion = self-protection reaction, mental distance necessary. Negative attitude (cynicism) + depressed mode no mental disorder + stress symptoms
More 60% gray absenteeism
Is stress bad for ppl in organization
OECD : (Europe) dramatic impact persistent stress.
1/6 anxiety or depression
600 billion per year
6% less productive
Second most common on in work place. Absenteeism and mental health issues.
Responsibility placed on the individual
What the employment relationship consist in ?
Offered inducements & expected contribution.
W/ emergence of demanding employment relationship in public sector = high job exception relative to job offer
Do you need to work harder to be more productive ?
Bar of performance requirements raised as well as tasks
Henry Ford : higher productivity requires less sweat rather than more.
30/ week = efficient. 4 working days as well.
Swedish IT = 6h/ day no use smartphones
Filimundus (game iphone) = 6h = less mistakes than 8h
What is the rational goal model ?
Management Model of the transformational leader
Gig economy : delivered goods at home within a day
Ford / Taylor : introduced production line.
Begenning 1900 : 4 principle of scientific management
1) science for each tasks
2) select & trained workers to suit their jobs
3) pay-off-performance wages for work
4) plan work eliminate job performance issues
Vertical task separation : thinking vs doing
Horizontal task separation : complex tasks broken into smaller basics. Ppl replaceable.
Function = building block of orga
Wage = quantity of work. Frustration wage.
Clear goal & instructions = + productivity.
Is wage important for intrinsic motivation ? Why is the rational goal model challenged ?
🚨 recent studies : bonuses 👎 intrinsic motivation.
Today work require heuristic thinking ( methodical & systematic)
What are the 4 dimensions of transformational leader ?
Idealized effect : make ppl idd w/ leader bcs admiration & idealisation. Charismatic role model.
Inspiring motivation : clear, attractive & inspiring vision = goals challenge and give meaning. Optimistic communication about achieving future goals
Intellectual stimulation : challenging assumptions = encouraged to be creative and take risks
Individualised consideration : attention & support to the individual needs of the employees.
Why is Steve jobs considered as a transformational leader ?
Ppl don’t know what they want until you give them. Motivate worker to innovate and find it.
Demanding dominant tough but “look at the results[..] amazing things done” : challenging goals
Push boundaries in performance benefits orga.
Ensure that ppl pay attention to values and objectives beyond their interests (paying attention to individual needs)
Try get ppl motivated thanks to their own motivation for the vision of the future.
Does the T Leader make ppl motivated happy and engaged individually or in team level ?
Individual & team way. Inspire ppl share vision and resulting shared team goals. Cohesion of team.
What is the fundamental error attribution
What is the link w/ appreciation ?
Blâme others for fail, fond excuses for ourselves. Find excuses for other success, congrats hours success.
We crave it “if we get praise we will blossom” when we receive criticism we shrink
What is the difference between flow, work engament & job satisfaction
Pick moments of blooming : powerful and positive
Vs
Stable state : counterpart to burnout. Energy / vitality / dedication / focus. Optimistic & highly motivated / passionate
Employing ppl sustainably at their work
Vs
Ppl satisfied do their jobs
Seek engagement
Happiness different : not only work
Can you explain the job demande ressource model ?
Ressources = buffet counterbalance demande : well being- engagement- positive outcomes (performance)
Motivation vs exhaustion
Demand = stress reactions, health issues, burnout
What is the difference between intrinsic and extrinsic motivation ?
Extrinsic = help achieving goals
Intrinsic = basics needs = autonomy, relatedness, competency
What are typical HRM & Leaders practices in the second phase of management cycle ?
What are buy-in ?
Goal sitting, feedback, appraisal = HRM (inspire productivity)
Charisma & communicative vision = leader
Participation & engagement
What is a vision ? Individual or common ?
Picture futur goals in coming years (long-term) direction, unity, energy
Bar high , challenge, inspiration = ppl involved
Must engage in a common vision
Grap interests, norms, values
How do you express the vision ?
Bottom-up process = starts from vision of the employees, in their language.
Top-down process = necessary if not CEO : make sure it’s constructive w/ the team, align w/ the organisation vision
What is the difference between effective & affective vision ? Which is most efficient ?
Where would we be in 5 years = Concrete
Emotional appeal + successful for energy & achieve higher goals
What is the golden cycle ?
Simon Sinek : not only what and how but WHY DO YOU DO THAT as a GUIDING principle
What is charisma? Is it innate or can it be learned?
Both :
Verbal : metaphors, stories, anecdotes, moral convictions, high expectations, rhetoric questions, listing…
Non verbal : show passion, body movement
What is one of the most effective way to boost performance ?
Individual (level measure) SMART goals :
Specific, measurable, attainable, realistic, time bound
Team member responsible for goals = important
‼️ as a leader you have to show that you are committed by felling the pulse, feedback..
What is Kanban dashboard ?
Measurement system : performance transparency progress metrics
Ex : list of sellers
‼️ Energy & growth must be fostered
Both = +21% effective, only vitality = 54% less healthy
Why does leader show appreciation ? How to deal with/ feedback ?
For junior on random basis = feel competent = 📈 productivity
Bonus lottery : 22 days bonus for present ppl at work.
‼️ Feedback seeking behaviours : ppl wanna know.
Also ask your own feedback.
‼️ Criticisms & conflict meeting = 📉 productivity.
OBSERVABLE feedback based on strengths linked w/ employees’ skills & talent
Is appraisal conversation obsolete ? Why is continuous evaluation system great ? What is the bullshit sandwich
Appraisal : fake conv both hate
- stress 🚫⚖️
- complex 🎯 🚫 evaluation long term
- counteract collaboration
- recent incidents influence leaders
- 1/3 📉 performance
‼️ Bullshit sandwich = 😃☹️😃
Must be link w/ strong evaluation system (continuous, informal, planning & coaching performance)
