Answer to Question 1
Formal leaders are given authority by an organization to influence other organizational members to accomplish organizational goals. With this authority comes the responsibility to make the best use of an organization's resources and the abilities and skills of its employees. Informal leaders have no formal job authority to influence others but can sometimes exert as much authority as formal leadersand sometimes even more. The ability of informal leaders to influence others often stems from special skills or talents they possess.
Answer to Question 2
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Answer to Question 3
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Answer to Question 4
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Answer to Question 5
Leader reward behavior involves positively reinforcing subordinates' desirable behaviors. This is important for leader effectiveness because goal attainment is dependent on individuals' engaging in activities that are beneficial to the organization. In contrast, leader punishing behavior involves negatively responding to subordinates' undesirable behaviors. This behavior is important for leader effectiveness because it decreases the likelihood that behaviors that will negatively impact organizational goals will occur.
Research indicates that leader reward behavior (reinforcement) is more effective than leader punishing behavior in stopping undesired behaviors. Moreover, punishing behaviors can have a negative effect on goal attainment (productivity, performance, motivation) in the organization.
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