(Print) Use this randomly generated list as your call list when playing the game. There is no need to say the BINGO column name. Place some kind of mark (like an X, a checkmark, a dot, tally mark, etc) on each cell as you announce it, to keep track. You can also cut out each item, place them in a bag and pull words from the bag.
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Can create low morale levels
Can be rigid and strict
Coaches will reduce playing time after bad performances
Model is based on an exchange or transaction
Employees know when they reach a certain goal or requirement they will receive a reward
Performance-Oriented
Foreman / Superintendent issues instructions and promote rewards after a job well done
The theory postulates that individuals will perform their tasks as the transactional leader wants them to do in exchange for the leader's offering something the workers want, such as pay
Set Clear Safety Expectations
Rewards individuals who perform their tasks to the specified levels & punishes workers who do not perform to set standards.
Companies provide end of year bonuses based on performance during the last year
Leader motivates employees by exchanging competition for performance
Support: this could ensure that the individual will work harder, faster and have better production for the supervisor/ company
Support: Could potentially have a greater impact as a whole on a company.
Can give an employee immediate knowledge of what is expected from their performance
Helps create an achievable goal and at the same time instill confidence
Thrive on following rules and doing things correctly
Support: this form of leadership will ultimately give an individual the motivation to achieve higher goals that he or she my have set for themselves.
Relies on rewards and punishments to achieve optimal job
Also known as managerial leadership
Regularly Monitor and Evaluate
All people may not be motivated by the same rewards
Coaches will name a player of the game after great performance
Focused on short-term goals
Enforce Accountability
Communicate and Involve
Based on theories that assume individuals are not self-motivated and need structure, instruction and supervision to accomplish their jobs
Support: this leadership style could also push an employee to open new avenues to which one does their job.
Support: There are set standards available for each individua.
Foreman / Superintendent punish their staff for not meeting their goals and do not leave any room for failure
motivates the team through money, recognition or praise
Support: This is a monetary way to achieve greater performance form your employee.
Favor structured policies and procedures
follow clearly defined goals; and must be closely monitored and managed
