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| − | [[Full Range Leadership Model]] (alternatively known as [[Full range of leadership model]])
| + | [[File:Leadership-styles.png|400px|thumb|right|[[Full Range Leadership Model]]]][[Full Range Leadership Model]] (alternatively known as [[Full range of leadership model]]) is a model that depicts seven managerial [[leadership style]]s on a continuum: (1) [[laissez-faire style|laissez-faire]], (2) [[management by exception]], (3) [[contingent reward leadership]], (4) [[individualized consideration]], (5) [[intellectual stimulation]], (6) [[inspirational motivation]], and (7) [[idealized influence]]. |
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| − | [[Managerial grid]] (hereinafter, the ''Grid'') is
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| − | #[[File:Leadership-styles.png|400px|thumb|right|[[Full Range Leadership Model]]]]'''[[Full Range Leadership Model]]'''. A model that depicts seven managerial [[leadership style]]s on a continuum: (1) [[laissez-faire style|laissez-faire]], (2) [[management by exception]], (3) [[contingent reward leadership]], (4) [[individualized consideration]], (5) [[intellectual stimulation]], (6) [[inspirational motivation]], and (7) [[idealized influence]].
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| − | #*[[Laissez-faire style]]. Leadership style of someone who lets the group make decisions and complete the work in whatever way it sees fit.
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| − | #[[File:Managerial-grid.png|400px|thumb|right|[[Managerial grid]]]]'''[[Managerial grid]]'''. A two-dimensional grid for appraising [[leadership style]]s.
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| − | #[[File:Fiedler-contingency.png|400px|thumb|right|[[Fiedler contingency model]]]]'''[[Fiedler contingency model]]'''. A model that suggests that effective group performance depends on the proper match between a leader's orientation, whether he or she is [[task orientation|task-oriented]] or [[Human relations orientation|people-oriented]], and the degree to which the situation allows the leader to control and influence. The ''model'' (1) uses a [[least preferred coworker questionnaire]] to classify leaders, (2) assumes that leaders cannot be both [[task orientation|task-oriented]] or [[Human relations orientation|people-oriented]], and (3) suggests that [[Human relations orientation|people orientation]] is the best match to the situations with moderate control, while those leaders who are [[task orientation|task-oriented]] best perform in situations with high or low control.
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| − | #*[[Least preferred coworker questionnaire]]. An instrument that purports to measure whether a person is task or relationship oriented. The ''questionnaire'' has initially been developed for the [[Fiedler contingency model]].
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| − | #[[File:Path-goal.png|400px|thumb|right|[[Path-goal model]]]]'''[[Path-goal model]]'''. A model that suggests that the leader's job is to assist followers in attaining their goals and to provide direction or support needed to ensure that their goals are compatible with the goals of the group or organization.
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| | + | *[[Laissez-faire style]]. Leadership style of someone who lets the group make decisions and complete the work in whatever way it sees fit. |
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| | ==Related coursework== | | ==Related coursework== |
