Test 4 Flashcards

Question

What is the dark side of leadership?

Answer 1

Underneath likability are major adjustment problems

Answer 2

Job itself Technology Work unit Leader

Answer 3

Cultures value leaders based on implicit leadership theory A leader must match a culture’s prototype Example: General Patton, Gandhi

Answer 4

Glass ceiling: qualified individuals (usually women) are stopped from receiving promotions due to discrimination Individuals are less likely to encode task-based (or masculine) traits when the leader was female rather than male (Scott and Brown, 2006)

Answer 5

Degree of positive or negative feeling a person has toward a particular person, place, or thing

Answer 6

Job performance Experience of work Work-life balance

Answer 7

1) Beliefs about aspects of the job. “My work has long stretches with nothing to do.” 2) The evaluative component, i.e., the attitude itself. “I am dissatisfied with my job.” 3) Work-related behavioral intentions that follow from the attitude. “I’m intending to quit my job.”

Answer 8

Rational choice model similar to expectancy theory and equity theory Assumes a strong relationship between intention and behavior “I intend to work hard on this project” Effort

Answer 9

pleasurable, positive emotional state resulting from the cognitive appraisal of one’s job or job experiences

Answer 10

Satisfaction  task performance relationship not as strong as commonly thought Only a moderate correlation Satisfaction  contextual performance (OCBs) relationship Moderate correlation, however satisfaction is clear antecedent to OCB 1) Research and Measurement Issues: Is “job performance” defined correctly? Can you predict specific behaviors from a general attitude toward the job. 2) “Moderator” Effects: Satisfaction-performance relationship is highly complex (Katzell, Thompson & Guzzo, 1992) For example, the sat-perf relationship may be limited by constraints on performance, e.g., group norms for performance, environmental variables such as the speed of an assembly line. 3) Dispositional Effects: Some research has found that a substantial amount of the variability in job satisfaction may relate to “trait affect.”

Answer 11

Absenteeism Costs organizations $789/employee Time off for caring for older relatives is $12 billion/year Attendance motivation (Steers and Rhodes Model) Based on Pressure to attend Pressures include economy, rewards, workgroup norms, personal ethics Ability to attend Actual illness Family commitments Transportation

Answer 12

Actual illness Family commitments Transportation

Answer 13

voluntary or involuntary removal of an individual from the organization i.e. quitting or firing Turnover rate of 18% in the United States Higher in service and retail industry Antecedents of turnover: Perceived ease of movement Perceived desirability of movement Modest relationship with job satisfaction

Answer 14

relative strength of an individual’s identification with and involvement in an organization

Answer 15

Affective commitment: emotional attachment to an organization, characterized by strong commitment to goals, and belief in the mission of the organization, and a desire to remain a part of the organization Continuance commitment: Attachment based on what employee has given to the organization Normative commitment: attachment from sense of obligation to remain at the organization

Answer 16

extent to which employees are cognitively engaged in their jobs

Answer 17

degree of importance that work holds in one’s life

Answer 18

work involvement and drive create work-life imbalance

Answer 19

global belief concerning the extent to which the organization values and cares about employees

Answer 20

methods by which an individual controls their emotions and the way those emotions are expressed to others

Answer 21

effort, planning and control required by employees to express organizationally desired emotions during interpersonal interactions

Answer 22

Leaders develop relationships with each member of work group

Answer 23

``` Leaders develop relationships with each member of work group High quality relationship member is part of “in-group” more responsibility, higher satisfaction Low quality relationship member is part of “out-group” less responsibility, lower satisfaction ```

Answer 24

``` Phase 1: Role-taking member enters organization leader assesses member’s abilities/talents Phase 2: Role-making informal, unstructured negotiation of role Phase 3: Role-routinization social exchange pattern emerges becomes routine ```

Answer 25

``` Member attributes influence relationship extroversion abilities ingratiation behaviors Leader provides social support Affective responses influence relationship perceived similarity attraction leads to increased interaction trust ```

Answer 26

``` Job satisfaction Organizational commitment Moderated/affected by other factors type of task matters level of challenge situational factors size of group workload financial resources ```

Answer 27

Technical skills: knowledge of work processes Interpersonal skills: understanding of group processes Conceptual skills: ability to analyze situations and identify problems