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○ Channeling
Acting upon the arousal
Often think of cognitive brains as driving actions
□ Expectancy theory
□ Goal theory
Results in behavior or performance
□ What happens after you behave is relevant because it determines if you sustain effort
□ This results in consequences (or an outcome)
Consequences lead to satisfaction of needs (extrinsic satisfaction)
Intrinsic satisfaction that one feels themselves
◊ Moderated by Core Job Dimensions
□ When attempting to create a motivational environment, pay attention to sense of
Equity
Equity is a sense of what is fair
http://en.wikipedia.org/wiki/Equity_theory
◊ Primarily through comparison of situations and people
A higher sense of equity means people are bothered when they're given without
performing. Lower sense of equity means those who receive more than others
are fine with that (entitlests).
○ Sustaining
Total Control allows for absolute leadership, but if everyone had total power there would be chaos
Total control does no typically exist in the real world
Control is shared between all members of the organization and the environment
Core Job Dimensions help to create certain psychological states would lead to certain work outcomes
That’s only true for those are high in growth need strengths
The ERG model is similar to lazlows model of Existence Relatedness Growth
Low GNS are used to doing jobs that aren't enriching and are more prone to ERG type jobs
Emotional Intelligence
The reptilian brain seeks to eat, reproduce unlimited, survive
Emotionless
The Emotional or mammalian brain is an adaptation that is consistent with a solution to the very
different problem of life.
Lower offspring but all energy to their survival
Limbic system helps us understand emotional systems of ourselves and others
Baby crying, etc
Empathy
Open Loop
Primates 20 million years ago from squirrel like animals on the lower canopy
Primates by design are to have 1 offspring at a time
After Primates and mammals evolved hands and everything else, cognitive thinking formed on top
of the emotional brain
Self Others
Awareness Self Awareness Social Awareness
Actions Self Management Social Skills (positive impact on others)
Without self-awareness, a person has a 83% chance of failing to demonstrate self -management
Self Management
• Managing internal states, impulses, resources
• The ability to control disruptive impulses or moods
• The propensity to suspend judgment - to think before acting
• Like an inner conversation - frees us from being prisoners of our emotions
○ Marshmellow experiment
Social Awareness
• Reading people and groups accurately
• The ability to understand the emotional make up of other people
• Skill in treating people according to the emotional reactions
Relationship Management
• Inducing desirable responses in others
• Proficiency in managing relationhips and building networks
• An ability to find common ground and build rapport
Competencies
• A behavior
• A measureable charcteristic of a person that differentiates level of performance in a given job, role,
organization, or culture.
Mastering Competencies
• Comptetencies consist of behaviors that range from high to low
• For each competency, there is a level of behavior that when met or exceeded positively impacts
performance
• You do not need to master every competency to be successful
See leadership style slide for its affect on EI, climate, objective, etc
Learning EI
• Emotional intelligence has a genetic component, but it is also learned
• However it is not learned cognitively; it must be learned through motivation, extended practice, and
feedback
• An individualized approach is best to help people break old behavioral habits and learn new ones
Motivated Behavior
Directed toward a goal
Spawns resourceful and creative behavior
Punishment will deter motivated behavior
Group Behavior
Personality aka individual
Per sonare = latin = "to speak through"
Effective leaders relate well to individuals, teams, and to the organization and culture
Question on the exam will cover the comprehensive model of motivation
Group
Structure
Roles
Norms
Status
Group think
Illusion of unanimity (everyone for it)
Self censorship
Stereotyping
Illusion of morality
Gate keeping
Prevents "wrong" information from group
Ash experiement
A B C
Traditional Org:
Position power
The most powerful is the one who has the highest
Modern Org:
Personal Power
Reciprocal relationships
Networks
Builds social capital
Tosca
Worst fucking metaphor ever
TLDR; personal power > positional power due to networking and all that common sense bullshit
Agreement x Trust
Allies
Highly reciprocal
Help diagnose political landscape
Help manage agenda
Opponents
Support personally
Trust and can be honest
Strategy
State your position
Seek their support
State their position
Acknowledge the disagreement
Put into a position of not strongly opposing
Bedfellow
Agree but no investment in my success
Strategy
Communicate objectives
Re-affirm mutual goals
Fence sitters
Strategy
State position
Then listen
Get them to talk
Learn why they are on the fence
Have uncertainties
Once you have identified uncertainties
Apply gentle pressure
Express frustration at indecision without badgering
Ask them to continue to think about it
What would it take to get support
Adversaries
Strategy
Don’t expand limited resources
Minimize losses
Personal relationship is not going to work due to lack of trust
Large organization has the advantage of capital, brand name, identity, large resource pool
Stick to their core competencies and often not deviate from the past
The current stage of economic activity is an entrepreneurial revolution as a result of the capitalistic
boom
The initial study of entrepreneurs was the misfit unable to follow corporate and organizational norms.
Seen as a last resort of a person
Job Creation
1980, us created 34 million jobs, fortune 500 lost 5 million
Gazelle (20% growth per 4 years) accounts for 3% of all firms but created 5 million new jobs between
1994 and 98
Takes 4 years to replace 35% of a fortune 500 company, In the 60's it took 20 years
Entre's are pretty good at disgarding bad ideas or low potential ones, focus on high ones
Requires judgement, not data
Most startups are designed to solve problems identified by the starter
Coin flips, keep fliping until heads, don’t try to solve why it went tails
Part 1
3 questions
1 based on entrepreneurial leadership
2 based on tonight's dicussion
Part 2
3 questions, answer 2 out of 3
1 is about the comprehensive model of motivation
Demonstrate effective leadership by being able to apply the comprehensive model of motivation
□ Arousal (need theories)
□ Channeling (cognitive theories)
□ Motivation (behavioral theories)
Grading scale
0 is what I know coming into the class
Team Leadership
Goals of the group
Task and relationship behaviors
Style develops a team
Structure (getting the job done) <--------> Interpersonal effectiveness (member satisfaction)
Effective leaders motivate, ineffective leaders frustrate during reasonablly predictable stages
from immature to mature organizational growth
Fishtank
Shrimp
Timid, spends most time hiding in rocks, waits for fish to swim by and tries to put claws out
Goes out when lights go out, looks for food
One day, lights are on, shrimp is out on the sand, exposed vulnerable
reached in touched shrimp, was just the exoskeleton, was actually hiding in rocks
Now hiding while its shell is soft
Shell protects the shrimp but only allows growth as big as the shell
Shrimp is an analogy for corporate change
If a company stays within its shell or current area….the company will stagnant and eventually die
Organization are not shrimp, they have "brains" which will work to resolve tension via leadership
Shell is a culture of organization, the function of culture is to protect the organization.
If culture becomes too stale or strong, it stagments the organization
799 = 1
Examines the last 50,000 years of human endeavor
800 lifetimes in 50,000 years
Same amount of change in the last lifetime as there has been in all 799 lifetimes before it
Rate of change has increased exponentially
Examples
The speed of communication
Running to phone to radio to internet
90% of all scientists who ever lived are alive
World of future shock
Used to have time to adapt to changes, however future arrives faster and faster
Entrepreneurialism is a response to the fast based nature of today's world
Disruptive events create new markets and ideas
Like a tree falling in the rainforest
Canopy taking up all the sunlight
Tree falls and sunlight floods in
What is it that creates active inertia and guides it along the path that becomes hard to get off of?
Organizational culture
Culture is a good thing and needed, gives us a comfort zone within which we can effectively operate
just like a personality or a set of group dynamic where we control what is going on
Control Culture
Rests on the assumptions and values that everyone should be aligned and prepared to do what they need to
do. (military)
Relationship culture
Nurturing and a sense of teamwork and fairness
School systems, summer camps, NFP's
1) Unfreeze it
a) Get it ready for change
i) They aren't adaptive like an individual personality
ii) Force examination of the culture
2) Change
a) Vision
i) Assumptions
ii) Values
iii) Alignment
One. Have to put this vision in front of people and then wait for them to align behind it.
3) Refreeze