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Leadership Ch10
MGMT 4305 Lussier Leadership 6e Ch10
| Term | Definition |
|---|---|
| adaptive culture, 367 | represents a leadership leave in active monitoring of the external environment for emerging opportunities and threats and adapting to them |
| bureaucratic culture, 368 | represents a leadership mindset that values order stability status and efficiency |
| collectivism, 369 | the state of mind wherein the values and goals of the group-whether extended family, ethnic group, company, or community - are primary. |
| culture , 359 | The aggregate of beliefs Norms attitudes values assumptions and ways of doing things that is shared by members of an organization and taught to new members |
| competitive culture, 367 | represents of leadership mindset that encourages and values a highly-competitive work environment |
| cooperative culture, 367 | represents a leadership belief and strong mutually reinforcing exchanges and linkages between employees and departments |
| diversity, 375 | is the inclusion of all groups at all levels in an organization |
| ethics, 371 | the standards of right and wrong that influence behavior |
| ethics ombudsperson, 373 | is a single person entrusted with the responsibility of acting as the organizations conscience |
| ethnocentrism, 379 | is the belief that ones own group or subculture is naturally superior to other groups and cultures. |
| femininity, 370 | describes a culture that emphasizes developing and nurturing personal relationships and a high quality of life |
| glass ceiling, 379 | is defined as an invisible barrier that separate women and minorities from top leadership. |
| high-power-distance culture, 370 | leaders and followers rarely interact as equals |
| high-uncertainty-avoidance culture, 370 | a majority of people who do not tolerate risk of with the unknown and are comfortable when the future is relatively predictable and certain |
| individualism, 369 | is a psychological state in which people see themselves first as individuals and believe their own interest and values are primary |
| long-term orientation, 370 | have a future oriented view of life in the are Thrifty saving to the Future and persistent in achieving goals |
| low-power-distance culture, 370 | leaders and their followers interact on several levels as equals |
| low-uncertainty-avoidance culture, 370 | a majority of people who are comfortable with and accepting of the unknown and tolerate risk and unpredictability |
| masculinity, 370 | a culture that emphasizes assertiveness and a competitive drive for money and material objects |
| short-term orientation, 370 | derives from values that Express a concern for maintaining personal happiness and living in the present |
| strong culture, 362 | symbolizes a complete agreement or shared mindset on key values and Norms with leaders playing a key role |
| weak culture, 362 | The aggregate of beliefs Norms attitudes values assumptions and ways of doing things that is shared by members of an organization and taught to new members |
| whistle-blowing, 373 | is employee disclosure of illegal or unethical practices within an organization |
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