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In the Google Case Study, Researchers defined psychological study as____
A shared belief held by members of a team that is safe for interpersonal risk-taking.
This theory/action happens where individuals will expend less effort when working together, vs they expend more effort when working individually.
A. Goal-Setting Theory
B. Social-Loafing
C. Groupthink
B. Social Loafing!
The definition of fault lines in groups
Divisions that lead to the formation of subgroups
T/F
Charismatic Leadership refers to a style of leadership in which the leader uses their charm, persuasiveness, and data to influence and inspire followers.
F!
Charismatic Leadership refers to a style of leadership in which the leader uses their charm, persuasiveness, and "PERSONAL APPEAL" to influence and inspire followers
T/F
Power is defined as the capacity, discretion, and means to enforce one's will over others.
T!
Project "Aristotle" Researchers began focusing more on this after the group failed to find data patterns that explained why groups are successful and not successful.
Group Norms
At AG Jeans, Ryan feels exhausted and tired from doing his job because management showed no care or value in results generated from his performance, making him think of leaving the company. These following methods can make Ryan enthusiastic about his job again.
Provide Solid Feedback
Recognize your Employees
Provide Great work-life balance
Distribute Work and Roles Evenly
(Any other methods not listed)
The impact of fault lines happening within groups will trigger these events.
Prioritizing Subgroups Interest
Increase Conflicts
Affects Performance Negatively
2 styles of leadership will complement each other, and are important in clarifying roles and assignment.
A. Authentic and Transformational
B. Charismatic and Servant
C. Transactional and Authentic
D. Ryan, did you study this part at all? It's not even here smh...
D. Yea, I didn't study this part, but the professor says Transactional and Transformational Leadership are needed together!
Form power has 3 different versions of power.
Coercive
Reward
Legitimate
Tammy has hit a point in her career that has set her back from progressing into becoming a CFO at Boeing. To overcome this, Tammy needs to do 7 steps to overcome her managerial derailment.
Self-Assessment
Seek Feedback
Develop New Skills
Set Clear Goals
Adaptability
Rebuild Relationships
Maintain a Positive Attitude
The difference between process gain and losses is how the team collaborates with each other. Gains are dependent on skills, synergy, and shared goals. Losses produces these negative effects that ultimately leads to drawbacks and negative outcomes.
Inefficiencies
Misunderstandings
Produce Conflicts
To ensure Team Wavemakers never have fault lines within the group, Jorge can take these actions for a successful performance to happen.
Promote Opportunities for the team to interact cross-functionally
Set Common Goals
Leverage the benefits of Diversity while minimizing it's pitfalls
Tammy uses her charm, persuasiveness, and personal appeal to influence and inspire her team to complete a quarterly financial report for her CFO. This is because of these strong leadership key traits and behaviors.
Vision and Articulation
Personal Risk
Sensitivity to Follower's Needs
Unconventional Behavior
Holly with Expert power can influence individuals based on her expertise, special skills, and her own knowledge. Jorge, on the other hand, has this power who has desirable resources or personal traits.
Referent
It is said that managers must have 9 special characteristics to predict success in their organizations.
Self-Awareness
Emotional Intelligence
Communication Skills
Relationship Building
Adaptability
Problem-Solving Skills
Decision-Making Skills
Teamwork
Ethical Judgement
Ryan, Jorge, Kaylin, Holly, and Tammy are stuck on finishing the team presentation due to lack of time management between school and work. Showing a lot of process loss within the last 2 weeks, these action items can help get the team back on track.
Set Clear Goals
Make sure each member's contributions are recognized and assessed
Encourage Engagement
Build Strong Interpersonal Relationships
Smaller Groups
Healthy Competition
Daniel Goleman identified 6 Emotional Intelligence Leadership Styles that are influenced by a leader's emotional intelligence.
Coercive Style
Authoritative Syle
Affiliative Style
Democratic Style
Pacesetting Style
Coaching Style
As a Product Manager at Konami, Kaylin has the ability to predict outcomes for her team, and demonstrates the ability to "practice what she preaches", improving follower outcomes. This leadership style shows that Kaylin acts on her own values and beliefs.
Authentic Leadership
There are 9 types Influence tactics and effectiveness leaders can use.
Legitimacy
Rational Persuasion
Inspirational Appeals
Consultation
Exchange
Personal Appeals
Ingratiation
Pressure
Coalitions
As the researchers of Team Project "Aristotle" continue their research on group norms, they made these interesting initial discoveries that ultimately lead them to believe that psychological safety was the most important group norm for teams to be successful.
How team members treated each other
How Members spoke in equal proportion
How others felt based on voice tone and other expressions
Holly recently signed up for a business case competition at Kaylin's Company, Konami. Holly is allowed to have 5 members in her group for this competition. To ensure Holly finishes the case on time, she must follow these 5 stages of group development!
Forming
Storming
Norming
Performing
Adjourning
1. This Emotional Leadership Style focuses on achieving results quickly and results in crisis situations.
2. This Emotional Leadership Style creates harmony and emotional bonds within the team
3. This Emotional Leadership Style uses high standards for performance and exemplify them.
1. Coercive Style
2. Affiliative Style
3. Pacesetting Style.
Charismatic Leadership is great to inspire and influence followers. When done properly, it is highly effective in motivating and transforming organizations. However, when it is taken for granted too much, these potential downsides can happen.
Increases Risk of Dependency
Potential Misuse of Power (If intentions are not aligned with the organizations best interests).
Leaders preferred to use the following tactics when influencing from a downward direction perspective.
Rational Persuasion
Inspirational Appeals
Ingratiation
Legitimacy