Comm. 240

Front 1

Groupthink

Back 1

?

Front 2

Prescriptive Decision Making

Back 2

?

Front 3

Descriptive Decision Making

Back 3

?

Front 4

Optimizing

Back 4

Looking at all the options

Front 5

Participative Decision Making (PDM)

Back 5

- If people are involved with the decision making process, they are more likely to put more effort into the outcome.

Front 6

Assimilation

Back 6

Someone's way of getting into the organization and how they interpret and react to their surroundings.

Front 7

Individualization

Back 7

When a person wants to learn more about their surroundings and a specific skill.

Front 8

Primary Socialization

Back 8

deals with how we are formed culturally and socially in our primary setting.
- Parent- child, extended family, friends
- Our first relationships

- hard to change

Front 9

Secondary Socialization

Back 9

Deals with groups that we become a part of. Example: Girl Scouts

Front 10

What are stressors that lead to burnout?

Back 10

- too big of a work load.
- role conflict (having 2 or more role requirements that clash)
- role ambiguity (uncertainty about role requirements)

Front 11

Emotional Labor- leads to Burnout.

Back 11

- emotions (surface and deep) are hard to control.
- requirements sometimes hard to complete.
- Leads to burnout because you have to constantly keep putting on a "face" and fake what you're really feeling. You can't expose expose your real emotions.

Front 12

Emotional Dissonance

Back 12

- A display of emotions that are not truly felt.

- Dangers of emotional labor
- Major factor leading to burnout, job dissatisfaction, and turnover.

Front 13

Emotional Contagion

Back 13

- A type of empathy
- When an observer experiences emotions parallel to those of another person.
- "feeling with" another
- When a funeral director always feels sad around grieving people.

Front 14

Empathic Concern (Empathy)

Back 14

- Relating to a person's feelings but not obtaining those feelings.
- "feeling for" another
- A psychiatrist feels concerned for a hysterical patient and can "empathize" with them but doesn't feel hysterical or upset themselves.

Front 15

4 coping strategies for Burnout

Back 15

1.) Problem Centered
2.) Emotion Centered
3.) Appraisal Centered
4.) Communication Centered

Front 16

Positive potential of conflict for individuals and organizations

Back 16

?

Front 17

Conflict Styles

Back 17

Dual concerns model
- Concern for self vs. concern for others.

5 outcomes:
1. Avoidance
2. Competition
3. Compromise
4. Accommodation
5. Collaboration

Front 18

Negotiation

Back 18

-formal activity marked by clear rules marked for negotiation.
-involves "representatives"
- used to settle intergroup or inter-organizational conflicts.

Front 19

Third-party intervention

Back 19

- Someone else is brought in to help solve a conflict. They can be mediators, arbitrators, etc.

Front 20

What are the three "I's" of Conflict?

Back 20

1.) Incompatible Goals
2.) Interdependence
3.) Interaction

Front 21

Incompatible Goals

Back 21

People within an organization all have clashing goals.

Front 22

Interdependence

Back 22

Ex: two employees who are comparing notes about different bosses.

- They work together

Front 23

Interaction

Back 23

- Expression of incompatibility not the mere existence.

- If I confront somebody.

Front 24

Issues vs Interests in Conflict

Back 24

Issues is what you want.
Interest is why you want it.
Once you figure out the why you negotiate.

Front 25

BATNA (Best Alternative to a Negotiated Agreement)

Back 25

- have an escape route instead of relying on one source.
- Gives you a back up and leverage
-Alternatives

Front 26

Emotional Labor

Back 26

-jobs in which workers are expected to display certain feelings in order to satisfy organizational role expectations.

- When engaging, workers do either surface acting (past on a smile) or deep acting (sympathizing with stressed passengers).

Front 27

3 Stages of Socialization

Back 27

1. Anticipatory
2. Encounter
3. Metamorphasis

Front 28

Encounter Stage

Back 28

- the point of entry
- Can cause a lot of stress
- means letting go of old values, expectations and behaviors.

Front 29

Anticipatory Stage

Back 29

- occurs before the individual actually enters an organization.
- research you do before you apply.
- learning about what "work" means.
- learning about the particular organization.

Front 30

Emotion and Systems, Cultural and Critical

Back 30

Systems: seen as sense-making opportunities.
- might look at impact of network participation, and cybernetic models of burnout.
Cultural: expressed emotions seen as an aspect of the values and assumptions.
- Stress/burnout are socially created through interaction.
Critical: indicator of strain in relationship between employees and owners- conditions they create.
- goals to resist acception of stress and burnout

Front 31

3 Theories of Technology (Media)

Back 31

1.) Media Richness
2.) Social Information Processing Theory.
3.) Dual Capacity

Front 32

Media Richness Chart

Back 32

(Think of the chart)

-Over-kill, good choice, fail, don't use, rich, lean, unambiguous, ambiguous.

Front 33

Symptoms of Groupthink

Back 33

- you think everyone is unanimous in the same decision but others might have different opinions but you want cohesiveness within group.

Front 34

Media Rich

Back 34

Rich: face-to-face
Lean: cell phones
Leanest: e-mail

The situation influences what media you use to communicate information.

Front 35

Transactional vs. Transformational Leaders

Back 35

Transactional: a manager who is more like "because i'm paying for your paycheck, you have to do this."

Transformational: a real leader. Interested in the transformation of people they're leading. In the process, they transform themselves to help the people.

Front 36

Small Group Decision Making

Back 36

4 Phases-
1. Orientation: groups become aquainted
2. Conflict: solutions presented and debated
3. Emergence: arriving at a consensus
4. Reinforcement: decision supported

Front 37

Encounter

Back 37

- Sense making
- Learning the new rules and boundaries of the organization.

Front 38

Metamorphosis

Back 38

-Completion of the socialization process.
- finally being part of the company or organization.

Front 39

Interpersonal Level

Back 39

- When individual members have a conflict.
- Goal incompatibility

Front 40

Coping Strategies

Back 40

1.) Problem Centered: looking at what caused the problem, and figuring out how to fix or get of it.

2.) Appraisal:looking at the issue or conflict in a different aspect. (seeing it through someone else's eyes)

3.) Emotion Centered: trying to take your mind off the problem.

4.) Communication Centered: talking to someone about the conflict