MOTIVATION AND BEHAVIOR

BEHAVIOR

Motives

Goals

Motive Strength

Changes in Motive Strength

CATEGORIES OF ACTIVITIES

MOTIVATING SITUATION

EXPECTANCY AND AVAILABILITY

PERSONALITY DEVELOPMENT

Changing Personality

HIERARCHY OF NEEDS

MOTIVATIONAL RESEARCH

Physiological Needs

Safety (Security) Needs

Social (Affiliation) Needs

Esteem

Self-Actualization

Money Motive

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WHAT DO WORKERS WANT FROM THEIR JOBS?

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LEADER BEHAVIOR

 

LEADERSHIP DEFINED

TRAIT VERSUS SITUATIONAL APPROACH TO THE STUDY OF LEADERSHIP

LEADERSHIP PROCESS

Scientific Management Movement

Human Relations Movement

Authoritarian-Democratic Leader Behavior

Michigan Leadership Studies

Group Dynamics Studies

Ohio State Leadership Studies

Is There a Best Style of Leadership

ADAPTIVE LEADER BEHAVIOR

Leadership Contingency Model

THE TRI-DIMENSIONAL LEADER EFFECTIVENESS MODEL

Effectiveness Dimension

What About Consistency?

Attitude Verses Behavior

 

SITUATIONAL LEADERSHIP

 

SITUATIONAL LEADERSHIP

Maturity of the Followers or Group

Basic Concept of Situational Leadership

Style of Leader Versus Maturity of Followers

APPLICATION OF SITUATIONAL LEADERSHIP

Determining Appropriate Style

Components of Maturity

Instruments to Measure Maturity

Components of Leadership Style

SITUATIONAL LEADERSHIP AND VARIOUS ORGANIZATIONAL SETTINGS

Parent-Child Relationships

Ineffective Parent Styles

Management of Research and Development Personnel

Educational Setting

UNDERSTANDING EARLIER RESEARCH

Determining the Effectiveness of Participation

The Influence of Cultural Change

DOES SITUATIONAL LEADERSHIP WORK?

CHANGING LEADERSHIP STYLE APPROPRIATELY

 

SITUATIONAL LEADERSHIP, PERCEPTION, AND THE IMPACT OF POWER

POWER DEFINED

POWER : AN ERODING CONCEPT

BASES OF POWER

IS THERE A BEST TYPE OF POWER?

Power Bases and Maturity Level

INTEGRATING POWER BASES, MATURITY LEVEL, AND LEADERSHIP STYLE THROUGH SITUATIONAL LEADERSHIP

The Situational Use of Power

Developing Sources of Power

Sources of Power

Eroding Sources of Power

THE POWER PERCEPTION PROFILE

Development of the Power Perception Profile

Uses of the Power Perception Profile

 

DEVELOPING HUMAN RESOURCES

 

INCREASING EFFECTIVENESS

Breaking the Ineffective Cycle

DEVELOPMENT CYCLE

What Do We Want to Influence?

How is the Person Doing Now?

Determining Maturity

Successive Approximations

Time and the Developmental Cycle

CHANGING MATURITY THROUGH BEHAVIOR MODIFICATION

Positive Reinforcement

Individualizing Reinforcement

Schedule of Reinforcement

Consistency in Reinforcement

Isn’t All This Reinforcement a Form of Bribery?

 

CONSTRUCTIVE DISCIPLINE

 

THE REGRESSIVE CYCLE

The Importance of Timing Interventions

The Emotional Level of Intervention

Some Things to Remember When Disciplining an Individual

Punishment and Negative Reinforcement

Extinction

When to Use Punishment or Extinction

An Example of Using Behavior Modification

PROBLEMS AND THEIR OWNERSHIP – WHO”S GOT THE MONKEY?

Inappropriate Responses to People with a Monkey

Keep the Monkey Where it Belongs

 

BUILDING EFFECTIVE RELATIONSHIPS

 

LEAD INSTRUMENTATION

Leadership Style

Style Range or Flexibility

Style Adaptability

Flexibility: A Question of Willingness

Is There Only One Appropriate Style?

Use of LEAD Instrumentation

JOHARI WINDOW

Feedback

Disclosure

Self-Perception Versus Style

Is It Too Late?

LEAD PROFILES

Sample

What Is a Two-Style Profile?

Wide Flexibility

Reference to Situational Leadership

Style Profile

Style Profile 1 – 4

Style Profile 2 – 3

Style Profile 1 – 2

Style Profile 2 – 4

Style Profile 3 - 4

Implications for Growth and Development

Team Building

Who Determines the Leadership Style of a Manager?

CONTRACTING FOR LEADERSHIP STYLE

Adding the Contracting Process

MAKING THE PROCESS WORK

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