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Business Leadership, At work and school: hands-on, flexibility, variety,…
Business Leadership
Power
2.4
Coercive Power
The power to force compliance by psychological, emotional or physical threats
Expert Power
Derived from information or expertise
Reward Power
The power to give or withhold rewards
Political Power
Comes from the support of a group and networks of influence
Legitimate Power
Is granted through the organizational hierarchy
Referent Power
Based on identification with, imitation of, loyalty to, and charm of the leader
Emotional Intelligence
2.2
Areas Emotional Intelligence Can Affect
Performance at work
: You can navigate social complexities of the workplace which can further lead and motivate others
Physical health
: Uncontrolled stress can affect you in many ways such as; raised blood pressure, surpressed immune system, increased risk of heart attack, etc.
Mental health
Uncontrolled stress can impact your mental health as well. Anxiety and depression, irratibilty, and inability to form strong relationships are all effects.
Relationships
With emotional intelligence comes the ability to understand others emotions and feelings forming strong connections and relationships at school, home, and work.
How to Know if You Have Emotional Intelligence
A good judge of character
Difficult to offend
A strong emotional vocabulary
Why Emotional Intelligence is Important
Emotional Intelligence is important because it allows one to handle not only theirs, but others emotions and create positive social relationships between family, friends, and colleagues. Having emotional intelligence can allow you to reach your true potential and have academic success.
What Is Emotional Intelligence?
Emotional Intelligence is the ability to be aware of, control, and express emotions. To handle relationships with empathy and judaically.
Type of Leaderships
2.3
Autocratic
Autocratic leaders make decisions based on their own beliefs and involve very little to no input from others.
It is effective when time is limited, or the other group members lack knowledge in the area.
It is ineffective when group members are intelligent and have smart input, group members want it to be a team effort.
Laissez-Faire
Lassiez-Faire leaders are very laid back and generally allow their team to do all the work. They give very little input or direction and don't seem to be the leader.
This is effective when the group is highly intelligent and do not require supervision. routine is established, and everyone works well as a team.
This leader style is ineffective when there is low sense of teamwork, little knowledge or skill set, group needs direction.
Democratic
Democratic leaders give their input but allow others feedback and opinions within the group. They have the overall last say in decisions but everyone is able to share their ideas.
This is effective when time is available, group is motivated.
This leadership style is not effective when the group is unmotivated, lack competence, and or high conflict is present
Teams
2.6
Groups
Functional Groups
: Used to accomplish a number of purposes with an unspecified time horizon
Task Groups
: Used to accomplish a narrow range of purposes within a stated time horizon.
Informal Groups:
Created by the members of the groups themselves for purposes that may or may not be relevant to organizational goals.
Why do People Join Groups?
Group Activities
Group Goals
Interpersonal Attraction:
Need Satisfaction
Instrumental Benefits
Roles Within Groups
Maintenance Roles
Gatekeeper/expediter
Keeps communication channels open.
Compromiser
Moves group to another position that is favored by all group members.
Standard Setter
Suggests standards or criteria for the group to achieve.
Group observer
Keeps records of group activities and uses this information to offer feedback to the group.
Harmonizer
Mediates differences between group members.
Follower
Goes along with the group and accepts the group's ideas.
Encourager
Praises the ideas of others.
Blocking Roles
Self-confessor
Seeks to disclose non-group related feelings or opinions.
Dominator
Asserts control over the group by manipulating the other group members.
Recognition seeker
Calls attention to himself or herself.
Help seeker
Tries to gain the sympathy of the group.
Blocker
Resists movement by the group.
Special interest pleader
Uses stereotypes to assert his or her own prejudices.
Aggressor
Attacks other group members, deflates the status of others, and other aggressive behavior.
Task Roles
Coordinator
Shows the relationships between ideas.
Orienter
Shifts the direction of the group's discussion.
Elaborator
Explains ideas within the group, offers examples to clarify ideas.
Opinion-giver
States his or her beliefs about a group issue.
Evaluator-critic
Measures group's actions against some objective standard.
Information-giver
Offers facts or generalization to the group.
Energizer
Stimulates the group to a higher level of activity.
Opinion-seeker
Asks for the input from the group about its values.
Information-seeker
Asks for information about the task.
Initiator-contributor
Generates new ideas.
Procedural-technician
Performs logistical functions for the group.
Recorder:
Keeps a record of group actions.
Group Success
Diversity
Social Loafer
Cohesiveness
Factors That Decrease Cohesiveness
large group size
disagreement on goals
intragroup competition
domination by one or two group members
unpleasant experiences that the group shared
Factors That Increase Cohesiveness
intergroup competition
personal attraction to the group
favourable evaluations of the group
members agreeing on group goals
frequent interaction between members
GroupThink
A tendency for highly cohesive teams to lose their evaluative capabilities
Teams
Stages of Team Development
Storming
Members develop group structure and patterns of interaction
Norming
Members determine their roles in the organization
Forming
Members get acquainted, test interpersonal behaviour
Performing
Members enact their roles
When to Use a Team
When no “expert” exists
When comprehension is critical
When quality counts
When commitment to action is essential
When culture is supportive
When time is available
What Effective Teams Do
Openly examine and resolve differences
Discuss objectives and task of team until understood and accepted
Share and build on other’s ideas
Reach decisions through examination of differences and alternatives
Advantages of Teams
Data processing power
Questioning of assumptions
Variety of perspectives
Development of commitment
Range of knowledge, skills, and experience
Disadvantages of Teams
Diffused responsibility, low accountability
Counter-cultural
Domination by individual or minority
Takes time
Conformity with the majority
Lessons to learn from Geese
When the lead goose gets tired it moves to the back of the formation and another goose takes over the lead. Good teams understand that it pays to take turns at the harder tasks and sharing the lead.
If a goose falls out of formation it is no longer feeling the benefit of the lift. It works hard to get back into the formation to get the full benefit once again and rejoin the group. If we do fall out of formation we should do all we can to get back.
Geese honk to encourage others to maintain the speed and work rate. A team needs to encourage each other to achieve and keep going.
They support the "weaker members" and stand by them through difficult times.
Each goose flaps it's wings which provides uplift for the geese that are behind making git easier for them to fly longer distances. They work together as a team and shows that when people work together you can get to the "destination" faster.
Leadership Theories 2.5
Vroom-Jago
Used by leaders to determine whether they should make a decision alone or involve a group and to what extent of involvement.
Three Options
Authority decision
This should be used when the leader has expertise to solve a problem, is confident/capable of acting alone, others are likely to accept and act on the decision, little or no time is available for discussion.
Consultative decision
Group decision
Group decision should be used when the leader lacks sufficient information to solve a problem by themselves, the problem is unclear and help is needed to clarify the situation, acceptance of the decision and commitment by others is necessary for implementation enough time is available for true participation.
Decision Quality
Decision acceptance
Decision time
Hersey-Blanchard
Leaders should vary their approach based on the people and circumstances they are leading.
Readiness. how able, willing and confident the followers are in performing tasks, given the certain situation.
Deal With
Task Concerns
People Concerns
Personality Assessments and Usage
2.1
Assessing Personality
Type of Colour
Green
At work and school
: loves to work alone & achieve understanding, many interests;
With friends
: seem reserved, uneasy with high emotional displays, strong integrity
With family
: prefers to be alone, enjoys private, loves sharing ideas and interests.
Blue
At work and school
: with people, inspire, share, care. Co-operation is important to you
With friends
: want perfect love, thoughtful, affectionate, good listener
With family
: happy, loving, sensitive to rejection and conflict.
Orange
Gold
At work and school
: like routines, structure, one topic at a time, clear expectations
With friends
: like to plan ahead, careful with money, need reassurance
With family
: stability, security, traditions, like to spend holidays with family.
Type of Animal
This test Identifies what type of animal you share similar personality traits or characteristics with.
Myer-Briggs Type Indicator
This type of test speculates that humans experience the world using sensation, intuition, feeling, thinking. This can helps people understand as to why people behave the way they do in one’s personal and/or work life.
Type A or B
Typa A
Type A is a very competitive personality who likes to achieve many great things. They are aggressive, fast workers who can tend to be impatient and restless do to their "go, go, go" personal.
Type B
Type B is more relaxed and easy going personality. They don't often get irritated and have low overall stress. Their time management skills might not be the best and they move/speak slower.
At work and school
: hands-on, flexibility, variety, difficulty with structure, arts, sports;
With friends
: bored by planning ahead, excited by new and different things
With family
: need space/freedom, desire fun, rules are hard