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94 Cards in this Set
- Front
- Back
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Status |
position in society |
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ascribed statues |
-born into -diminishes morale |
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achieved status |
one achieves it |
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primary group |
-intimate, long turn, informal communication -values you for you |
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secondary group |
-formal, impersonal -valued on performance |
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friendships |
worst thing on sports team |
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Primary Group Problems |
-friendships in teams: sabotage new people hold onto people they like relationships interfere with goals |
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Ingroups
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-groups that feel loyalty to -our class with tim great if you're on the inside |
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outgroups |
feel anonymous |
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reference group |
-a group that you compare yourself to -"standards" |
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group dynamics |
influence of group on individual... vice versa |
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group think |
-Irving Janis -group thinks so much alike, if anyone questions they are "outsiders" or "disloyal" |
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risky shift |
-decisions in groups are the riskiest -but when alone, they take the non risky |
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Solomen Asche |
Line experiment... peer pressure |
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TYPES of Group Leaders |
-Expressive -Instrumental |
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Expressive type |
focus on increasing harmony and minimize conflict.... wants everyone to get along |
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Instrumental Type |
judge based on PERFORMANCE, only care about results, closed door
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What is best type of leader?
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BOTH |
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STYLES of leadership |
-democratic -authoritative -laisez-faire -charismatic |
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Democratic Style
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-like to take votes (more liked), everyones input is important -majority is NOT ALWAYS RIGHT -creates incongruence |
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Authoritative Style
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-lead by giving orders -things move very quickly -not open to others opinions |
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Laisez-Faire Style |
-highly permissive, do whatever you want -focus on creativity -lacking results -lack of discipline -no deadlines |
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Charismatic |
-people follow for personality -might not be morally or ethically right -people won't question them -group collapses when leader leaves |
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Social Network Analysis |
-target the influencers inside the organization -who is connected to whom |
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TYPES of groups |
-dyads -triads |
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Dyads |
-2 people, personal, highly committed -primary |
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Triads |
-3 or more people -the bigger the group... the less formal |
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4 pure TYPES OF SOCIAL NETWORKS |
-chain -ring -clique -orbit |
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chain |
A->B<->C<->D -"bureaucracy" -chain of command -take one out to sabotage |
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ring |
b a c d -can move between 2 people -cant go directly -more efficient than chain |
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clique |
-most effective -everyone can talk to everyone |
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orbit |
-all info goes through one person -conflict theorists try to tackle these -person in middle very important -identify, isolate, eliminate |
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2 types of direction |
-uni-directional -bi-directional |
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uni-directional
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goes 1 way |
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bi-directional |
moves both ways |
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4 Stages of Learning |
-Unconscious Incompetence -Conscious Incompetence -Conscious Competence -Unconscious Competence |
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Unconscious Incompetence |
not aware that you don't have skills to do what you're asked to do |
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Conscious Incompetence |
you know that you don't have those skills |
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Conscious Competence |
you can do it, but you have to think about it |
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Conscious Incompetence |
you can do it without thinking "flow" "in the zone" "peak performance" |
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flow |
-quiet -body feels lose -effortless |
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Positive Mental Attitude |
-BAD - if no believe... incongruence |
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Swing thoughts |
-BAD -"follow through" "fast hands" |
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Visualization |
-BAD -you don't think in flow, why would you think now?? |
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Tim focuses on... |
implementation |
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When is Time hired by sports teams? |
- they've reached a plateau -in a free fall -just lost a championship games -FIRST PLACE TEAMS NEVER CALL TIM |
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Why consultants are bad |
-tend to be theoretical -mass amount of analysis -tell you what already know -high on description but don't give how to fix -fee is not connected to results |
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Why people don't like change |
-denial... don't think have problem -dont know how to change -dont think alternative is possible for everyone -dont think it is possible for themselves -incongruence -dont give themselves enough TIME |
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Elizabeth Kubler-Ross |
wrote book on dying |
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6 stages of dying |
1. Denial 2. Anger 3. Bargaining 4. Disorientation 5. Depression 6. Acceptance |
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denial
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very strong, "not happening" |
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anger |
when you think something is unfair |
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bargaining |
start to pray... please give me till..... |
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disorientation |
conscious competence |
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depression |
hopeless- things will never change helpless- nothing I can do about it |
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acceptance |
understand process |
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Low Benefit Low Resistance |
-status quo -doing the same thing over and over |
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High Benefit Low Resistance |
In their current belief system |
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Low Benefit High Resistance |
Identify and Eliminate it Stop as fast as possible |
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High Benefit High Resistance |
benefits are transforming changing their culture identity shift |
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how do you change someones beliefs? |
target their identity and beliefs ... not their habits or behavior |
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Steps when changing an organization |
tell them change is coming identify who is losing what mark the endings honor the past |
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evaluating personell |
... |
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High Skill Low Attitude |
best of best but horrible attitude motivate isolate terminate |
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Low Skill Low Attitude |
fix recruiting |
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Low skill High attitude |
train them |
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High skill High attitude |
good skill and good attitude but bad performance means culture is wrong |
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Robert Mertan |
strain theory |
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accept goals accept means |
"conformist" all of us in class |
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accept goals reject means |
"innovators" drug dealers, strippers shortcuts lying |
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reject goals accept means |
"ritualist" people who don't pay attention in class fall asleep in church |
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reject goals reject means |
"retreatist" hippies, don't care about anything |
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Rebels |
want to replace goals and means to make new ones hitler, malcom x |
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Emotions can take conformist to any others |
frustration burnout apathy |
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frustration
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conformist to innovators taking shortcuts ... know will happen but not fast enough |
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burnout |
still care but emotionally can't pull off how to fix... give break |
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apathy |
they just don't care anymore |
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responses to dissatisfaction |
.... |
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active constructive |
"voice" tells opinion, still cares |
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active destructive |
"exit" making an exit plan plan on quitting |
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passive constructive |
"loyalty" not say anything and hopes it changes |
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passive destructive |
"neglect"
why should I do it? it doesn't matter |
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The looking glass self |
Charles Cooley people think the image they have comes from reflection of how people look at them |
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3 steps of looking glass self |
1. Imagine hat we look like to others 2. Imagine what others think about us 3. How we feel about what we think/imagine others think |
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resocialization |
crust athlete when first get them to bring them to where you want them |
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Georege H. Mead |
how children develop and how it influences behavior |
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Mead 3 Stages |
-imitation- imitate and you have no meaning of what you are doing -play- when kids learn to take role of the other... learn empathy -game- learn the generalized other... like positions on a team |
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Lawrence Kohlberg |
4 stages of moral development |
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4 stages of moral development |
-ammoral -pre conventional -conventional -post conventional |
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ammoral |
don't know difference between right and wrong |
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pre conventional |
aware of right and wrong but decision making is based on if they can get away with it or will get caught |
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conventional |
follow rules of group to be seen as part of group... peer pressure |
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post conventional |
reflect on abstract principle of right and wrong... don't think its wrong so gonna do it |
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character |
doing the right thing when no ones looking |
