Key Concepts in Workplace Dynamics and Leadership
Power Currencies (RICE Model)
The RICE model describes different ways people gain influence in conflicts or workplace situations.
- Resource Control: Power derived from possessing valuable resources like money, job positions, or materials. Example: A manager controls promotions or raises, influencing employee behavior.
- Interpersonal Linkages: Power gained through connections with influential people. Example: An employee befriended by the CEO might secure visibility for their team’s projects.
- Communication
Leadership Theories and Team Dynamics: A Comprehensive Analysis
Trait Theory and the Big 5
Trait Theory is a framework for understanding personality through stable patterns of behavior, thought, and emotion. The Big Five personality traits are Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism (emotional stability). These traits describe how a person typically thinks, feels, and behaves. For instance, Conscientiousness predicts high performance in both individual and team settings, and Extraversion correlates with leadership potential.
Main
Read MoreEnhancing Team Dynamics: LMX Theory, Cohesion, and Diversity
Developing Leader-Member Exchange (LMX) Theory
Minimum requirements for a leader-member exchange:
Liking (Affect)
- Customizing personal information in emails to different team members.
- Chatting with members about personal matters to enhance the socio-emotional bond.
- Relationship-building behaviors from leaders promote positive perceptions and increase the likelihood of followers seeing leaders as close.
Loyalty (Fostering Loyalty in a Virtual Setting)
- Public support for members: Defending members who are
Motivation Theories: Maslow, Herzberg, and More
Understanding Motivation in the Workplace
Individuals base their behavior not on the way their external environment actually is but rather on what they see or believe it to be.
Key Elements of Motivation
Intensity: Measures how hard a person tries. This is the element most of us focus on when we talk about motivation. However, high intensity is unlikely to lead to favorable job-performance outcomes unless the effort is channeled in a
Direction: Benefits the organization.
Persistence: Measures how long
Cultural Dimensions in Business Negotiations
Unit 7: Cultural Dimensions Impacting Negotiations
Power Distance
- Power Distance has been defined as the extent to which the less powerful members of organizations and institutions (like the family) accept and expect that power is distributed unequally.
- It suggests that a society’s level of inequality is endorsed by the followers as much as by the leaders.
- Refers to the acceptance of authority differences between people; thus, protocol, formality, and hierarchy are considered important.
- In high-power
Achievement and Attribution Theories in Sports Psychology
Chapter 41 focuses on two key theories: need for achievement theory and attribution theory.
Need for Achievement Theory
The need for achievement theory suggests that individuals are motivated by the need to accomplish tasks that are challenging yet attainable. These tasks must also be meaningful to the athlete. Individuals with a high need for achievement are more likely to approach achievement situations, persist with difficult tasks for longer periods, and prefer more challenging tasks.