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______ is the use of power and influence to direct the activities of followers toward goal achievement.
____ is the ability to influence the behavior of others and resist unwanted influence in return
Power is necessary, in that it gives leaders the ability to _____others.
There are three organizational forms of power which are
legitimate power, reward power, coercive power
What are the five major types of power?
legitimate power, reward power, coercive power, expert power and referent power
There are two personal forms of power which are
expert power and referent power
Leaders can use at least _____different influence tactics to achieve their objectives.
The most effective influence tactics are ________. (4)
rational persuasion, consultation, inspirational appeals, and collaboration.
The least effective influence tactics are_____.(2)
pressure and forming of coalitions
Tactics with moderate levels of effectiveness are _____.(4)
ingratiation, exchange, personal appeals, and apprising
What are individual actions that are directed toward the goal of further- ing a person's own self-interests?
What is most likely to occur in organizational situations in which individual outcomes are uncertain?
Leaders use power and influence to resolve conflicts through what five conflict resolution styles?
avoidance, competing, accommodating, collaborating, and compromising.
The most effective conflict resolution styles and most difficult, tactic is what?
Leaders use both of what to negotiate outcomes?
distributive and integrative bargaining strategies
The process of negotiating effectively includes four steps which are
preparation, exchanging information, bargaining, and closing and commitment.
what and what have moderate positive relationships with job performance and organizational commitment for these beneficial effects to be realized, leaders must wield their power effectively and rely on effective influence tactics in what outcomes?
Power and influence; negotiating
The use of power and influ- ence to direct the activities of followers toward goal achievement.
The ability to influence the behav-
ior of others and resist unwanted influence in return.
A form of organiza- tional power based on authority or posi- tion
A form of organizational power based on the control of resources or benefits,
A form of organiza- tional power based on the ability to hand out punishment,
A form of organizational power based on expertise or knowledge
A form of organiza- tional power based on the attractiveness and charisma of the leader,
The degree to which people have alternatives in accessing the resources a leader controls,
The degree to which managers have the right to make decisions on their own
How important a person's job is and how many people depend on that person to accomplish their tasks
How aware others are of a leader and the resources that leader can provide
The use of behaviors to cause behavioral or attitudinal changes in others,
The use of logical arguments and hard facts to show someone that a request is worthwhile
An influence tactic designed to appeal to one's values and ide- als, thereby creating an emotional or attitu- dinal reaction
An influence tactic whereby the target is allowed to participate in deciding how to carry out or implement a request,
The use of favors, compli- ments, or friendly behavior to make the tar- get feel better about the influencer,
An influence tactic
in which the requestor asks for something based on personal friendship or loyalty,
An influence tactic in which the requestor offers a reward in return for performing a request,
An influence tactic in which the requestor clearly explains why perform- ing the request will benefit the target per- sonally,
An influence tactic in which the requestor attempts to use coercive power through threats and demands,
An influence tactic in which the influencer enlists other people to help influence the target,
A response to influence tactics where the target agrees with and becomes committed to the request,
When targets of influence are willing to do what the leader asks but do it with a degree of ambivalence,
When a target refuses to per- form a request and puts forth an effort to avoid having to do it,
individual actions directed toward the goal of further- ing a person's own self-interests
The ability to understand others and the use of that knowledge to influence them to further personal or orga- nizational objectives,
A conflict resolution style by which one party attempts to get his or her own goals met without concern for the other party's results
A conflict resolution style by which one party wants to remain neutral, stay away from conflict, or postpone the conflict to gather information or let things cool down
A conflict resolution style by which one party gives in to the other and acts in a completely unselfish way,
Seen as both a conflict resolution style and an influence tactic whereby both parties work together to maximize outcomes,
A conflict resolution style by which conflict is resolved through give- and-take concessions
A process in which two or more interdependent individuals discuss and attempt to reach agreement about their differences.
A negotiation strategy in which one person gains and the other person loses,
A negotiation strategy that achieves an outcome that is satisfying for both parties,
the first stage of the nego-
tiation process, during which each party determines its goals for the negotiation,
A negotiator's best alternative to a negotiated agreement,
The third stage of the negotia- tion process, during which each party gives and takes to arrive at an agreement,
Closing and Commitment
The fourth and final stage of the negotiation process, during which the agreement arrived at dur- ing bargaining gets formalized,
Alternative dispute resolution
A pro- cess by which two parties resolve conflicts through the use of a specially trained, neu- tral third party,
A process by which a third party facilitates a dispute resolution pro- cess but with no formal authority to dictate a solution
A process by which a third party determines a binding settlement to a dispute between two parties,
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