Io Theories Flashcards
Vertical dyad linkage (VDL) theory
A leadership theory that concentrates on the interaction
Theory Y leaders
Leaders who believe that employees are intrinsically motivated and thus lead with a “handsoff” or a participative approach.
Theory X leaders
Leaders who believe that employees are extrinsically motivated and thus lead by giving directives and setting goals.
Social impact theory
States that the addition of a group member has the greatest effect on group
Social information processing theory
States that employees model their levels of satisfaction and motivation from other employees.
Situational leadership theory
A theory of leadership stating that effective leaders must adapt their style of leadership to fit both the situation and the followers.
Self-regulation theory
Postulates that employees can be motivated by monitoring their own progress toward the goals they set and adjusting their behavior to reach those goals
Path–goal theory
A theory of leadership stating that leaders will be effective if their behavior helps subordinates achieve relevant goals.
Needs theory
A theory based on the idea that employees will be satisfied with jobs that satisfy their needs.
Organizational justice
A theory that postulates that if employees perceive they are being treated fairly, they will be more likely to be satisfied with their jobs and motivated to do well.
Mere presence
Theory stating that the very fact that others happen to be present naturally produces arousal and thus may affect performance.
Leader–member exchange (LMX) theory
A leadership theory that focuses on the interaction between leaders and subordinates.
Job characteristics theory
The theory proposed by Hackman and Oldham that suggests that certain characteristics of a job will make the job more or less satisfying, depending on the particular needs of the worker.
IMPACT theory
A theory of leadership that states that there are six styles of leadership (informational, magnetic, position, affiliation, coercive, and tactical) and that each style will be effective only in one of six organizational climates.
Two-factor theory
Herzberg’s needs theory, postulating that there are two factors involved in job satisfaction: hygiene factors and motivators.
Fiedler’s contingency model
A theory of leadership that states that leadership effectiveness is dependent on the interaction between the leader and the situation
Expectancy theory
Vroom’s theory that motivation is a function of expectancy, instrumentality, and valence.
ERG theory
Aldefer’s needs theory, which describes three levels of satisfaction: existence, relatedness, and growth.
Equity theory
A theory of job satisfaction stating that employees will be satisfied if their ratio of effort to reward is similar to that of other employees.
Consistency theory
Korman’s theory that employees will be motivated to perform at levels consistent with their levels of self-esteem.
Authentic leadership
A leadership theory stating that leaders should be honest and open and lead out of a desire to serve others rather than a desire for self-gain
Achievement-oriented style
In path–goal theory, a leadership style in which the leader sets challenging goals and rewards achievement
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