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Org. Mgt


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coordinating work related decsion making, intiating new ideas, facilitating the exchange of info
Task oriented role
-team building focusing on the feelings of individuals
-facilitating social interaction
-encouraging team members
-make sure all team members participate
Relations Oriented Role
-self centered behaviors
-seeking recognition
-dominating the conversation
-being stubborn
Self oriented role
What is ineffective
Self oriented roles in a team
mechanism used to control behavior to promote team behavior
est. patterns of behavior that are accepted and expected by team members and est. for convience
reasons for norms
conform to norm b/c of real or imagined pressure and may not agree with the norm
compliance conformity
conform b/c you believe in the norm and is stronger than compliance
Personal Acceptance Conformity
Strength of the members to desire to remain in the team and their committment to it. This is generally associated with a group that is performing well.
Agreement at any cost mentality- all you want is to agree and this is not good for decision making
group think
Sometimes desirable and helps promote creativity, high quality work, and honesty
sometimes undesirable and can result in stress, violence, hurt feelings, and destruction of team chemisty
The ablity to influence people by rewards
reward power
ablity to influence people by punishment and problems with punishment results
coercive power
ability to influence subordinates' behavior b/c of managers formal position in the org. only works in the zone of influence
legitimate power
ablity to influence other's behavior because of recognized competencies, talents, or specialized knowledge
expert power
ability to influence others behavior b/c you are respected, liked, or admired, maybe caused by subordinates identifying with the managers
referent power
Staying away from conflict or remain neutral and tends to result in unfavorable evaluation by others.
Avoiding style
Appropriate when:
-The issue is minor
-low power relative to other party
-others can better solve the problem
avoiding style
-trying to achieve your own goal w/out the concern for others, a win-lose situation.
-relies on coercive pwr.
-unfavorable evalutaion by others
-can decrease motivation
Forcing style
Appropriate when:
-emergency requires quick action
-self-protection is needed
-unpopular action must be taken for long term survival
forcing style
-Unselfish complying with the wishes of others to encourage cooperation
-generally ineffective if used consistently
-concern over emotional aspects of conflict
accomodating style
Appropriate when:
-need to diffuse a potentially explosive situation
-conflict has become personal
-mantaining harmony is critical
accomodating style
-strive for a sitation that satisfies all concerns a win-win
-recognizes benefits of conflict
collaborating style
Appropriate when:
-high level of cooperation is needed
-parity in power b/w parties
-potential for mutual benefits exist
-org. support to take time necessary
collaborating style
-give and take solution
-tends to be viewed favorably by others
-may not max. mutual satisfaction or get the best alternative
compromising style
Appropriate When:
-a win-win solution is not possible
compromising style
-anticipating future trends
-inspiring others to understand and embrace a new vision
-develop others to be leaders
transformational leadership
-builds on and extends transactional and charismatic leadership
-most challending technique to implement
transformational leadership
Behaviors and communication that guide followers by providing them with a sense of meaning and challenge
-gets followers involved in vision committment to vision
-culture teachs everyone else what they should want out of ever interaction
inspirational motivation
-encourages followers to be innovative creative, and challenging of assumptions
-high tolerance of mistakes made by conscientious followers
-leaders and followers are willing to abandon old assumptions
-its okay for follwers to differ from
intellictual stimulation
-followers respect/admire leaders and want to emulate behavior
-followers identify w/ leader and internalize the leader's values
-leaders values become personally meaningful to the follower
idealized influence
IN order to preserve their influence leaders must consider the needs/interests of the followers over themselves
-leaders must have completely open communication
idealized influence
speacial attention paid to each followers need for achievement & growth
-followers are encouraged to develop their career to their potential
-followers are empwered to make decisions and is monitored to determine whether they need add'l sup
individualized consideration
-market conditions
-gov't regulations
other things that impact the effectiveness of leadership
-org. committment
-job satisfaction
-more effective communications
-team performance
What transformational leadership leads to
-By providing vision and expressing confidence in the followers
-increase follwer's social identification with the group
-get followers to internalize values so work can become more meaningful
How transformational leadership can motivate

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