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38 Cards in this Set
- Front
- Back
workplace relationship |
any affiliation you have with a professional peer, supervisor, subordinate, or mentor |
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workplace relationships differ along three dimensions |
status:equality or inequality of relationship partners in organizational position and power intimacy:from strictly professional, with the interpersonal communication restricted to work-related concerns to very personal through intimate self-disclosure choice: the degree to which participants willingly engage in them. Most of us don’t get to handpick our co-workers; we do choose, however, which coworkers we want to befriend |
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organizational culture |
the distinctive set of beliefs existing within an organization |
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workplace values |
the beliefs people share about work performance, dedication to the organization and coworker relationships |
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workplace norms
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these govern appropriate interpersonal communication and relationships |
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workplace artifacts
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the objects and structures that define the organization |
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socialization |
into organizational culture happens through formal and informal exchanges between new and established coworkersorganizational networks: communication links among an organization’s members, such as the nature, frequency and ways information is exchanged |
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network density |
frequency and number of connections |
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workplace cliques |
dense networks of coworkers who share the same workplace values and broader life attitudes |
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informal workplace cliques |
may form among coworkers who share values and interests. These networks can amplify workplace goals |
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disadvantageous cliques |
encouraging values or behaviors contrary to the organization’s culture (e.g. group of slackers who conspire to evade responsibility by creating false time-card records for each other) |
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organizational climate |
the emotional quality or an organization |
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defensive climate |
unfriendly, rigid, unsupportive |
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supportive climate
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warm, open, and supportive |
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organizational climate: strategy vs. spontaneity |
degree to which communication seems planned vs. sincere |
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organizational climate: dogmatism vs. flexibility |
degree to which one is will to listen and adapt??? |
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organizational climate: control vs. collaboration |
degree to which others perspectives are taken into account when making organizational decisions |
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organizational climate: evaluation vs. description |
criticism; attacking the person vs. attacking the problem |
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organization climate: detachment vs. empathy |
using an exaggerated sense of professionalism vs. expressing concern when communicating with others |
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organization climate: superiority vs. equality |
... |
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organizational networks |
communication links among an organization's members, such as the nature, frequency, and ways information is exchanged |
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cyberslacking |
involves using work computers to play video games, surf the Internet, update Facebook pages, and send personal e-mails and instant messages |
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professional peers |
people holding similar positions of organizational status and power most meaningful workplace relationship |
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information peers |
workers with whom communication is solely work-related |
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collegial peers |
coworkers we consider friends |
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special peers |
people’s best friends in the workplace |
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mixed-status relationships |
relationships between co-wrokers of different organizational status less likely to evolve into friendships |
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upward communication |
communication from subordinates to superiors |
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downward communication |
communication from superiors to subordinates |
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advocacy |
designing messages in accordance with your supervisor’s communication preferences |
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workplace abuse |
verbal or nonverbal hostility toward another person in the workplace |
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workplace bullying |
the repeated unethical and unfavorable treatment of one or more persons by others in the workplace |
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sexual harassment |
unwelcome sexual advances, requests for sexual favors, and other verbal/physical conduct of a sexual nature |
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workplace bullying: isolation |
restricting employees interaction with coworkers, isolating their work areas from others, and excluding them from group activities and off-site social gatherings |
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workplace bullying: control of important information |
preventing key data from reaching workers, providing false job-related information, blocking or deleting correspondence |
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workplace bullying: constraint of professional responsibility |
assigning workers to tasks that are useless, impossible, or absurd |
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workplace bullying: creating dangerous work conditions |
distracting workers during critical tasks to put them in peril, assigning tasks that endangers health or safety, etc. |
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workplace bullying: destruction of professional reputation |
attacking a worker’s professional performance, exaggerating the importance of work errors, ignoring or distorting correct decisions and achievements |