Notes

dead wood: job performance = low
potential = low
problem children: job performance = low
potential = high
work horse (most people @ 1 time): job performance = high
potential = low
stars: job performance = high
potential = high
theory x:
work is inherently distasteful to most people.
most people are not ambitious, have little desire for responsibility and prefer to be directed
most people have little capacity for/or creativity in the solving organizational problems
motivation occurs only at the physiological and safety levels
most people must be closely controlled and often coerced to achieve organizational objectives

theory y:
work is as natural as play if the conditions are favorable
self control is often indispensable in achieving organizational goals
the capacity in solving organizational problems is widely distributed in the population
motivation occurs at the social esteem, and self actualization levels, as well as physiological and security levels
people can be self direct and creative at work if properly motivated

development levels
High (D4): High Competence, High Commitment
Moderate (D3): Moderate to high Competence, variable commitment
Moderate (D2): some competence, low commitment
Low (D1): Low competence, High Commitment

Power: the ability to force or coerce someone to do your will, even if they choose not to, because of your position or your might
Authority: the skill of getting people to willingly do your will because of your personal influence
Leadership: the skill of influencing people to work enthusiastically toward goals identified as being for the common good.

Leaders are:
- honest and trustworthy
- good role models
- caring
- committed
- positive and enthusiastic
leaders:
- hold people accountable
- treat people with respect
- give people encouragement
- appreciate people

leadership styles
directing (S1): high directive/low supportive behavior: Leader provides specific instructions (roles and goals) for follower(s) and closely supervises task accomplishment
coaching (S2): high directive/high supportive behavior: Leader explains decisions and solicits suggestions from follower(s) but continues to direct task accomplishment
supporting (S3): high supportive/low direction behavior: Leader makes decisions together with the follower(s) and supports efforts toward task accomplishment.
delegating (S4): low supportive/low direction behavior: Leader turns over decisions and responsibility for implementation to followers