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75 Cards in this Set
- Front
- Back
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What is the difference between a team and a group?
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A team consists of two or more people working interdependently over some time period to accomplish common goals related to some task-oriented purpose...
Teams are a special type of group. Groups are just a collection of two or more pople -Teams: interaction revolve around a deeper dependence on one another than interactions within groups -Interactions within teams occur with a specific task-related purpose in mind. |
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2) *What are the five elements of team composition that are crucial and influence the team functioning?
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1. member roles
2. Member ability 3. Member personality 4. team diversity 5. Team size |
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what is a member role?
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a pattern of behavior that a person is expected to display in a given context, and in teams, there are a variety of roles that members can take or develop in the course of interactive with one another, depending on the specific situation
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What is member ability?
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each member has a variety of abilities and some may be important to consider for the team design
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What is member personality
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Everyone has different personality...
-agreeableness is important -Conscientiousness is also impt. -Extraversion is also imprt. |
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What is diversity
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Degree to which members are different from one another. having greater diversity increases learning among team members.
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What is team size?
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Greater number of members is beneficial for management and project teams, but not for teams engaged in production tasks.
Most seemed best with teams of size four and five. |
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Rational Persuasion
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use of logical arguments and hard facts to show the target that the request is a worthwhile one. EX: google CEO wandering and if engineers had good backing, that would work
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Inspirational appeal:
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Designed to appeal to the target's values and ideals, creating an emotional or attitudinal reaction. Leaders need insight to what type of things are important for the target
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Consultation
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When the target is allowed to participate in deciding how to carry out or implement a request. This increases commitment from the target, who now has a stake in seeing that his or her opinions are valued.
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Collaboration
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A leader makes it easier for the target to complete the request, and could involve the leader helping complete the task, providing required resources or removing obstacles that make task completion difficult.
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Ingratiation:
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Use of favors, compliments, to make the target feel better about the influencer..more useful as a long term strategy and not for immediate results
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What are Personal Appeals:
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When the requestor asks for something based on personal friendship or loyalty.
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What is apprising?
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when the requestor clearly explains why performing the request will benefit the target personally...focuses on benefit to the target as opposed to logic and differs from exchange that the benefit is not necessarily something that the requester gives to the target, but rather something that results from the action
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What is Pressure
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Use of coercive power through treats and demands
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What is coalitions:
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influencer enlists other people to help influence the target
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What are the most effective influence tactics?
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1. Rational Persuasion
2. Consultation 3. Inspirational Appeals 4. Collaboration |
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What are the moderately effective influence tactics?
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1. Ingratiation
2. Personal appeals 3. exchange 4. Apprising |
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What are the least effective influence tactics?
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1. Pressure
2. Coalitions |
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What are the conflict resolution?
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1. Competing
2. Avoiding 3. Accomodating 4. Collaboration 5. Compromise |
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What is competing? When do you use it?
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when one party attempts to get his own goals met without concern for the other party's results.
Occurs when one party has high levels of organizational power and can use legitimate or coercive power to settle the conflict. -Use on issues vital to company welfare and when you know you're right low cooperation, but high assertiveness -Best used when leader knows she is right and quick decision needs to be made |
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What is avoiding, when to use it?
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low assertiveness, low cooperation...occurs when one party wants to remain neutral and away from conflict. Never resolves conflict.
Occurs when issue is trivial, and perceive no chance of satisfying your concerns -When potential disruption outweighs the benefits of resolution -when others can resolve conflict more effectively |
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What is accommadating, and when to use it
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Low assertiveness, high cooperation. One party gives in to the other and acts in a completely unselfish way.
Use it when the issue is not important but it is important to the other party -Build social credits for the future -Use when leader has less power than other party |
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What is collaborating?
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high assertiveness, high cooperation
-Occurs when both parties work together to maximize outcomes. -Objective is to learn -Merge insights from people with different perspectives -Gain commitment by incorporating concerns into a consensus -Seen as a win-win and is the most effective form. |
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What is compromise
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moderate assertiveness, moderate cooperation
Give and take concessions...most common form of coflict resolution -Use when goals are impt but not worth the effort of potential disruption of more assertive modes -Opponents are of equal power. -Achieve temporary settlements to complex issues -Arrive under time pressure -As a backup when collaboration or competition is unsuccessful. |
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What are the four negotiation stages
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1. Preparation: most imprt and determines what its goals are and determines BATNA
2. Exchangeing information...attempts to put all favorable info on the table. Ask and gather a lot of info 3. Bargaining: both parties must make concessions and give up something to get something in return... 4. Closing and Commitment: formalize agreement. |
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What do leaders do on a day-to-day basis?
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1. Initiating structure and
2. Consideration Structure |
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What is initiating structure
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: extent to which leader defines and structures the roles of employees in pursuit of goal attainment
Leaders here who are high on initiating play a more active role in directing, prioritizing, planning and scheduling |
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What is the Consideration stage?
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Extent to which leaders create job relationships characterized by mutual trust, respect for employee ideas, and consideration of employee feelings.
Develop a good rapport |
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What is low on Initiating, low on consideration?
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delegating
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What is low on ititiating and high on consideration
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Participating
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What is high n both initiating and consideration?
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Selling
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what is high on initiating and low on consideration
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Telling
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What is transformational leadership's impact of job performance?
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1 . has the strongest, most beneficial effects of any leadership described in this chapter
On Job performance, it has a moderate positive effect and these employees tend to have higher levels of task performance. It also has strong positive effect on commitment. They also engage in more citizenship behaviors |
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What is leadership cross-training?
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1. Designed for those who are well-trained to take it to the next level
2. Variation is there in order to enhance performance in a chosen activity |
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What are the five key elemets of organizational structure?
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1. Work Specialization
2. Chain of Command 3.Span of control 4. Centralization 5. Formalization |
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What is the matrix structure of organizations
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More complex designs that try to take advantage of two structures at a time. It is a combo of functional structure and a product structure.
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What are the benefits of matrix structure?
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1. allows an organization to put together very flexible teams based on the experiences and skills of their employees. Flexibility enables the organization to adject much more quickly to the environment than a traditional bureaucratic structure.
2. Gives employees two chains of command |
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What does high performance look like in Stage 1?
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1. Energy
2. Enthusiasm 3. Basic Skills 4. Rapid learning 5. Dependence on others for direction |
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What does high performance look like in Stage 2?
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1. Narrow, deep perspective
2. Expertise 3. Independence 4. Network of colleagues 5. Pulls his/her weight 6. Requires little direction |
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What does high performance in stage 3 look like?
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1. Broad perspective
2. Interdependence 3. Robust internal and external network 4. Develops capability in others 5. Provides local leadership |
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What does high performance in stage 4 look like?
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1. Strategic direction
2. External focus 3. Represents the organization 4. Grooms future leaders 5. Exercises organization-wide influence |
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what are the main employment laws on discrimination?
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1. Civil Rights Act of 1964
2. FMLA 3. Age Discrimination in Employment Act ADEA 4. Americans with Disabilities Act (ADA) 5. Affirmative Action 6. National Labor Relations Act |
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What does the EEOC stand for?
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Equal Employment Opportunity Commission
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How was the EECO formed?
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Title VII of the Civil Rights Act of 1964 formed it
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what does the EEOC do?
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It is their job to ensure that unlawful workplace discrimination is prevented or punished.
in 1972 Congress gave the EEOC power to bring lawsuits against employers in the federal courts on behalf of an aggrieved person or a class or aggrieved persons. |
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In which five areas is it unlawful to discriminate against?
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Race
color National Origin sex Religion |
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In what ways are employers allowed to discriminate?
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BFOQ
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What is a BFOQ
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Title VII allows discrimination based on bona fide occupational qualifications reasonably necessary to the normal operation of that particular business
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What does a business have to do to claim that a certain BFOQ is necessary?
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A business must prove:
-job requirement is directly linked to the success operation of the business -Job requirement is the alternative that would have the least discriminatory impact to achieve a vital business function |
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In what areas are employers not allowed to discriminate without a bona fide occupational qualification?
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Is is never okay to discriminate based on race or color
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what is an undue hardship in religious discrimination cases?
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-Actions that adversely affect the rights of others in order to accommodate a religious belief
-Breach of contract that favors individuals with special benefits because of religious beliefs but denies other employees those benefits -Actions that hurt company efficiency in order to provide accommodation -Actions that require extra time and money to the company in order to pay for things like overtime or temporary workers |
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The Age Discrimination in Employment Act (ADEA) disallows employers from taking which actions?
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-Discrimiate against individuals on the basis of age if they are 40 years old or older
-Deny or reduce benefits to employees who are over the age of 40 -allowing harassment of any kind concerning an employee's age -Requiring an individual to retire at a certain age (Few exceptions) -Constructive discharge (giving older people jobs that are degrading, boring, or difficult to encourage retirement) |
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What is the ADA and what does it prohibit?
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It is the Americans with Disabilities Act and prohibits employers from discriminating against those with disabilities and requires them to provide reasonable accommodations
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What is reasonable accommodation (as defined by the ADA)?
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-Making existing facilities used by employees readily accessible to and usable by persons with disabilities
-Job restructuring, modifying work schedules, reassignment to a vacant position -Acquiring or modifying equipment or devices, adjusting or modifying examinations, training materials, or policies, and providing qualified readers or interpreters. |
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Describe the three steps to organizing a union.
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1. 30% if employees must sign an authorization card for an NLRB supervised election
2. A date is set for the election..it is a rigorous election process similar to political elections. -Employees are protected from any kind of unfair treatment by the employer 3. Results are announced. -Union is allowed if a majority of employees vote in favor of it |
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Why is it important to understand perceptions
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It is the process of receiving and interpreting your environment
Process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment People’s behavior is based upon their perceptions of reality, not on reality itself Errors and distortions are very common These affect decision making and actions |
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What are the common perception errors
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Selective Perceptions
Social identity Theory Stereotype Heuristics Availability Bias Selective Perception: screen out info that we want to observe Halo effect: draw a general impression about someone or something based on a single characteristic Contrast effect: comparison to those around Projection: We assume that those being observed think, feel, and act as we do Stereotype: judge an object or person based on their association with a group |
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what are the characteristics of the different work cohorts
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Veterans: (Born before 1945)
Believe in the value of hard work, maintain status quo, and respect authority figures. Work hard a nd are practical. Emphasize terminal values of a comfortable life and family security Baby Boomers (Born 1946-1964) The largest cohort. Tend to distrust authority and place a great deal on emphasis on achievement and material success. They are hardworking pragmatists and emphasize sense of accomplishment and social recognition Generation X (Xers) (Born 1965-1977) They value flexibility, life options, and job satisfaction. Family relationships are very important and they are skeptical people, especially toward authority. They like money but value increased leisure time. Less willing to sacrifice for employers. Emphasis is true friendship, happiness, and pleasure. Generation Y (Nexters) (born 1978-1997) Most recent cohort has high expectation and expects meaning from their work. Motivated my money and material possessions, like teamwork but very self-reliant. Value freedom and a comfortable life. |
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What are common decision making biases
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Anchoring
Framing Representative Recency Ratio Bias Effect Contrast |
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What are some strategies for fostering goal commitment
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1. Rewards
2. Publicity 3. Support 4. Participation 5. Resources Moderators of goal setting theory: Feedback (employee gets updates on progress toward goal attainment); Task Complexity (How complicated the info and actions involved in the tasks as, and how much the task changes); Goal Commitment (Degree to which a person accepts a goal and is determine to reach it). |
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What are some guidelines for motivating employees (determinants of job satisfaction)
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Pay Satisfaction
Promotion Satisfaction Supervision Satisfaction Coworker Satisfaction Satisfaction with the work itself Altruism: helping others, moral cause Status: prestige, power over others, fame Environment: Comfort, safety |
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What are the effects of mood and emotion on motivation and performance
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a
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What are characteristic of moods?
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Moods are long sustaining
Moods are states of feeling that are often mild in intensity, last for an extended period of time, and are not explicitly directed or caused by anything. |
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) *Which job characteristics can create a sense of satisfaction with the work itself? (
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VISAF:
These 5 are moderate to strongly related to job satisfaction. |
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What are examples of emotion-focused coping strategies?
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Emotion focused Behavioral Methods: Engaging in alternative activities, seeking support, venting anger
Emotion focused cognitive: Avoiding, distancing and ignoring. Looking for the positive in the negative, reappraising |
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13) What are the different Performance Management Practices (BARS, MBO, etc)?
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MBO: Management by objectives: bases an employee’s evaluations on whether the employee achieves specific performance goals. This is best for managing the performance of employees who work in contexts in which objective measures of performance can be quantified
BARS: It assesses job performance behaviors. It uses critical incidents: short descriptions of effective and ineffective behaviors, to create a measure that can be used to evaluate employee performance Behaviorally anchored rating scales 360 Degree feedback: It involves collecting performance info not just from the supervisor but from anyone else who might have firsthand knowledge about the employee’s performance behaviors. The ratings are combined excluding supervisor’s ratings. The problem is which source is most correct…It is best for improving or developing employee talent Forced Ranking:It evaluated employees that make a clear distinction among employees in terms of their job performance. All are on a bell curve and are in top 20, vital 70, and bottom 10. The 70 are important but no passion, bottom 10 are the ones to let g, and the top 20 are the ones who have high energy, energize others, edge to make tough decisions, and execute and deliver on promises. Social Network System: There is a facebook style program that requires all employees to post and update weekly and quarterly goals, Managers then monitor the info and provide feedback. Gives timely feedback. |
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Compare and contrast what is a theory and what is a hypothesis.
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Theories: collection of assertions that specify how and why variables are related.
They are interesting, but must be tested with using a hypothesis. Hypothesis: written predictions that specify relationships between variables. They are ways to test theory. |
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What is emotional intelligence?
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set of distinct but related abilities; and a human ability that affects social functioning; the capacity for recognizing our own feelings and those of others, for motivating ourselves and for managing emotions well in ourselves and in our relationships.
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) Compare and contrast the four dimensions of justice
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Distributive Justice: Perceived fairness of decision making outcomes; employees gauge this by asking whether decision outcomes, such as pay, rewards, evaluations, promotions, and work assignments are allocated using proper norms. (did the person who did the most get most pay?)
Procedural Justice: the perceived fairness of the decision-making process-->Equal hiring practices, giving employees a voice, and both distributive and procedural affect employee reactions. If outcomes are bad, procedural justice plays a huge impact. Procedural however is a stronger driver of reactions to authorities than distributive justice Interpersonal Justice: Reflects perceived fairness of the treatment received by employees from authorities. It is fostered when authorities adhere to two rules: treating employees in a sincere, respective manner, and Propriety rule when they refrain from making offensive or improper remarks Informational Justice: Reflects perceived fairness of the communication provided to employees from authorities. Authorities adhere to two rules: Justification rule that says that authorities explain decision-making procedures and outcomes in a reasonable manner and truthfulness rule is that they are honest and candid. |
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what are the four dimensions of emotional intelligence?
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1. Self Awareness
2. Self Management 3. Social Awareness 4. Relationship management |
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What are the three critical psychological states that makes work satisfying?
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1. meaninigfulness of work
2. Responsibility for outcomes 3. Knowledge of results |
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What are moderators of the job characteristics theory?
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Knowledge and skill (Have this)
Growth need strength (needs for personal accomplishment) |
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What are advantages of cross training?
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1. sharpens supporting skills in a way not achieved by more of the same
2. Builds capabilities that enhances th ecore activity 3. a change is better than a rest 4. Inherently motivating because they break monotony 5. Helps a leader's performance go from good to great |
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What are values?
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Basic convictions regarding what is preferable r acceptable...Values are related to personality but they are not the same as personality; deals with beliefs rather than behaviors
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