motivational analysis of organizations

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206 ❘❚ larger network increases a manager’s chances of successfully implementing his or her agenda. 3. Executing the agenda through exercising direct and indirect influence on members of their networks. Direct influence includes asking, demanding, cajoling, and intimidating. Indirect influence includes meetings, stories, language, space, time, and events. Doing this allows managers to save time by getting their networks to accomplish their agendas for them. Successful network managers are personally involved in choosing which agenda items will be acted on, making certain that all agenda items receive attention, selecting appropriate networks to get action on chosen agenda items, and selecting influence approaches that accomplish multiple agenda items at once. Part One Action Plan 1. How strong a grasp of 21st Century management practices does your score suggest that you currently have? How do you feel about that result? 2. What management procedures are you currently using? Does your choice appear to be working well for you? What adjustments might increase the impact of your management practices? The Pfeiffer Library Volume 19, 2nd Edition. Copyright © 1998 Jossey-Bass/Pfeiffer
3. Which management practices does your organization seem to reward? In what specific ways are they rewarded? Does it appear to be in the long-term interests of the organization to continue to reward these practices? 4. Does your first-hand experience tend to support or refute Kotter’s findings? INVENTORY: PART TWO Instructions: Place an “X” on each of the following four scales to indicate the approximate percentage of your weekly time you believe should be devoted to each of the four indicated management activities. Your total should add up to 100 percent. 1. Routine communication ____________________________ (oral, written, electronic, symbolic) 0% 25% 50% 75% 100% 2. Traditional management tasks ____________________________ (plan, lead, organize, control, staff) 0% 25% 50% 75% 100% 3. Networking ____________________________ (socializing, influencing, ingratiating) 0% 25% 50% 75% 100% 4. Human resource management ____________________________ (training, coaching, supporting) 0% 25% 50% 75% 100% Your percent total for the above categories: % The Pfeiffer Library Volume 19, 2nd Edition. Copyright © 1998 Jossey-Bass/Pfeiffer ❚❘ 207
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❚❘ ASSESSING STYLES OF CAREER M
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other people from the organization
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Females Males Figure 2. Format for
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STYLES OF CAREER MANAGEMENT Tom Car
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_____ 9. Know who the people are wh
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VII. The current concern with impre
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STYLES OF CAREER MANAGEMENT SCORING
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❚❘ COPING WITH AMBIGUITY Rick R
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questionnaire can also be used to h
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1. You are a supervisor of a small
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7. A friend is having difficulty at
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MANAGERIAL ATTITUDE QUESTIONNAIRE S
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❚❘ THE ENTREPRENEURIAL ORIENTAT
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involve continual exposure. Episodi
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Those who score high on entrepreneu
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MacDonald, A.P., Jr. (1973). Intern
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6. (a) Entrepreneurs fail because o
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THE ENTREPRENEURIAL ORIENTATION INV
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❚❘ INTERVENTION-STYLE SURVEY B.
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the four groups attached to the 9,
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or Most a e b d c Least Similiar 9
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5. Resident hall assistants have no
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9. The Placement Service is a divis
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INTERVENTION STYLE SURVEY SCORING S
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Scoring To score the LEAD Questionn
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LEAD QUESTIONNAIRE Russell Doré In
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It is more important for a leader:
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LEAD QUESTIONNAIRE ANSWER SHEET E _
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On the Differentiation scale, a hig
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5. To develop an instrument that wi
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Validity and Reliability Establishi
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working with. If they work with mac
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THE LEARNING-MODEL INSTRUMENT Kenne
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15. My favorite way to learn to do
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THE LEARNING-MODEL INSTRUMENT INTER
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In an uncertain economy, making suc
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MANAGEMENT-STYLES SPECTRUM Kenneth
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8. When under pressure for a fast d
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17. Managers act as if the best rew
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27. Managers assume that the best w
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Area 3: Project-planning, organizin
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MANAGEMENT-STYLES SPECTRUM SURVEY I
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MANAGEMENT-STYLES SPECTRUM SPECTRUM
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Significant gender differences in t
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The work dimensions included are cr
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Suggested Uses This instrument has
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I prefer work in which: _____ 3a. I
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I prefer work in which: _____ 27a.
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MANAGERIAL WORK-VALUES SCALE INTERP
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MANAGERIAL WORK-VALUES SCALE ACTION
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❚❘ MOTIVATIONAL ANALYSIS OF ORG
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dysfunctional although related to t
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All of the coefficients are very hi
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Table 4. Mean Values for a Sample o
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McGregor, D. (1966). Leadership and
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Rarely/ Sometimes/ Often/ Usually/
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MOTIVATIONAL ANALYSIS OF ORGANIZATI
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❚❘ MOTIVATIONAL ANALYSIS OF ORG
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y control; on the other hand, if th
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ackup motive (the one with the next
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aspects of role stress and total ro
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8. Expert influence-Dependency. The
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climate or of individual units, div
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____ e. People here usually refer p
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____ e. Decisions here are made and
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❚❘ PATTERNS OF EFFECTIVE SUPERV
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DEBRIEFING AND DISCUSSION The facil
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SUPERVISORY BEHAVIOR QUESTIONNAIRE
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❚❘ STRATEGIC LEADERSHIP STYLES
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eaking this cyclical pattern, leade
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Steers, R.M. (1977). Organizational
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____ 14. I consider myself to be an
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STRATEGIC LEADERSHIP STYLES INSTRUM
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7. Bureaucrat Category: Statement 7
Page 155 and 156: STRATEGIC LEADERSHIP STYLES INSTRUM
Page 157 and 158: 3. Builders are most valuable when
Page 159 and 160: ■ Realize that Synergists may wan
Page 161 and 162: If Aristocrats work for you: ■ En
Page 163 and 164: ❚❘ THE SUPERVISORY AND LEADERSH
Page 165 and 166: teams, tries to be objective in pro
Page 167 and 168: 5. They have a low need for affilia
Page 169 and 170: same for fifteen of the eighteen pa
Page 171 and 172: THE SUPERVISORY AND LEADERSHIP BELI
Page 173 and 174: ❚❘ SUPERVISORY ATTITUDES: THE X
Page 175 and 176: SUPERVISORY ATTITUDES SCORING SHEET
Page 177 and 178: SUPERVISORY ATTITUDES LECTURETTE 1
Page 179 and 180: ❚❘ THE VISIBILITY/CREDIBILITY I
Page 181 and 182: necessary. Then the respondents are
Page 183 and 184: THE VISIBILITY/CREDIBILITY INVENTOR
Page 185 and 186: 1 = Strongly Disagree (Very Unlike
Page 187 and 188: THE VISIBILITY/CREDIBILITY INVENTOR
Page 189 and 190: item scale that has substantial int
Page 191 and 192: REFERENCES Peters, L.N., Terborg, J
Page 193 and 194: ____ 8. The business community shou
Page 195 and 196: ❚❘ THE MANAGERS FOR THE 21 st C
Page 197 and 198: A second study by Keys and Case (19
Page 199 and 200: more than the overall average), 30
Page 201 and 202: 6. Respondents now should be ready
Page 203 and 204: MANAGERS FOR THE 21ST CENTURY INVEN
Page 205: to see what your organization’s t
Page 209 and 210: 5. The most successful managers ide
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