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10 Cards in this Set
- Front
- Back
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Name three recurrent questions that regularly haunt managers?
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What is really happening in this relationship?
Why do other people behave as they do? What can I do about it? |
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What are Argyris and Schön’s theories for action?
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Espoused theory: how individuals describe, explain, or predict their own behavior
Theory-in-use: the program that governs an individual’s actions |
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Model 1 assumptions:
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Problems are caused by the other person
Since they caused the problem, get them to change If they refuse or defend, that proves they caused the problem If they resist, intensify the pressure, protect them (to avoid discomfort), or reject them If you don’t succeed, it’s their fault; you’re not responsible |
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Model 2 assumptions:
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Focus on common goals, mutual influence
Communicate openly, test beliefs publicly Combine advocacy with inquiry |
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What is emotional intelligence?
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Awareness of self and others, able to deal with emotions and relationships
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Myers-Briggs inventory.
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Introversion vs. extraversion
Sensing vs. intuition Thinking vs. feeling Judging vs. perceiving |
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What is the big 5 model?
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Extraversion (enjoying other people and seeking them out)
Agreeableness (getting along with others) Conscientiousness (orderly, planful, hard-working) Neuroticism (difficulty controlling negative feelings) Openness to experience (preference for novelty and creativity) |
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Name some things about informal roles.
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Informal role: an unwritten, often unspoken expectation about how a particular individual will behave in the group
Individuals prefer different roles: some prefer to be active and in control, others prefer to stay in the background Individuals who can’t find a comfortable role may withdraw or become troublemakers Individuals may compete over the same role (for example, two people who both want to run things), hindering group effectiveness |
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Name some informal group norms.
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Informal norm: unwritten rule about what individuals have to do to be members in good standing
Norms need to align with both the task and the preferences of group members Norms often develop unconsciously; groups often do better to discuss explicitly how they want to operate |
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How can interpersonal conflicts in groups be handled?
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Develop skills
Agree on basics Search for interests in common Experiment Doubt your infallibility Treat conflict as a group responsibility |
