Mgt Final

Front 1

1. Explain the concept and the functioning of Governance Frameworks in terms of their 6 stages

Back 1

1.The identification and capture of information necessary to make informed decisions.

2.The creation of a platform on which to gather and make available all such information. 3.Ensuring the sharing and exchange of information between qualified, best minds leading to an open and transparent evaluation of the facts.

4.Consideration of evaluations and proposals made in light of clear and transparent statements of corporate purpose and values. 5.Communication of decisions made, with clear instructions as to delegated authority to execute and accountability of result.

6.Continuous evaluationof outcome – for all stakeholders

Front 2

1. Explain the positive psychology movement and outline the CHOSE model in terms of how these reflect themselves for students in this class

Back 2

C for Confidence and Self Efficacy – I can do this!

H for Hope – Building self motivation, setting goas

O for Optimism – Creating an encouraging, positive culture

S for Subjective Well-Being. Balance between work, life and purpose

E for Emotional Intelligence – Breaking down prejudice and opening minds to learning and empathy

Front 3

1. Explain the Model of Rational Decision Taking in terms of your choice of next travel destination.

Back 3

Step 1: ID problem/opportunity

Step 2: Generate alternative solutions

Step 3: Evaluate and select solution

Step 4: Implement and evaluate solution chosen

Front 4

1. Name and explain the impact of the 3 main influences on decision making relative to your decision to come to MUDEC

Back 4

○ Facts: Traveling abroad will be expensive. Can I afford it?

○ Values: What will be my priority while studying abroad? Schoolwork or traveling?

○ Perspective: Will studying abroad be a life changing/unforgettable experience? Looking back, will it be worth the money?

Front 5

Name and explain the 5 Universal Values

Back 5

○ Honest and Truthful

○ Responsible and Accountable

○ Fair and Equitable

○ Respect and Mindful

○ Compassionate and Caring

Front 6

1. Define Bias in terms of the 8 major categories types of bias in a hiring situation.

Back 6

-Availability heuristic

-Representativeness heuristic

-Confirmation bias

-The anchoring bias

-Hindsight bias

-Escalation of commitment bias

-Framing bias

-Overconfidence bias

Front 7

Explain the model of Social Information Processing and how it interferes with good judgment

Back 7

Stage 1: Selective Attention/Comprehension

Stage 2: Encoding and Simplification

Stage 3: Storage and Retention

Stage 4: Retrieval and Response

Front 8

Why do people avoid conflict? What happens when conflict is avoided?

Back 8

-Harm, Rejection, Loss of Relationship, Anger, Being seen as selfish, Saying the wrong thing, The intimacy of conflict

-When conflict is avoided, there ismiscommunication, diminished coordination, diminished performance, staffdissatisfaction, workplace incivility, and misconduct

Front 9

Outline the Two Principle Techniques for Stimulating Functional Conflict & How to Choose Between them. Which one do you think is natural for you?

Back 9

-Devil’s Advocacy --> Assigning someone the role of the critic

-Dialectic Method --> Calls for managers to foster a structured debate of opposing viewpoints prior to making a decision

Front 10

Give examples for the Five Alternative Styles for Handling Dysfunctional Conflict

Back 10

-Integrating: Interested parties confront the issue and cooperatively identify the problem, generate and weigh alternative solutions, and select a solution

-Obliging (Smoothing): Tends to minimize differences and highlight similarities to please other party

-Dominating (Forcing): relies on formal authority to force compliance

-Avoiding: Involves wither passive withdrawal from the problem or active suppression of the issue

Compromising: give and take approach moderate concern for both self and others

Front 11

1. Explain how your personal culture is constructed and how attending university is influencing it.

Back 11

-Personal culture is constructed by educational culture. There is a certain set of values amongst students who attend Miami University. People are generally responsible for their schoolwork, mindful of other students wants and needs, and respectful of teachers demands. Attending a university forces me to have these values because they make my overall experience at college a lot more worthwhile.

Front 12

1. Explain how the Socialisation Model works using leaving home and coming to Miami / or MUDEC as an example

Back 12

1. Anticipatory Socialization

a. Students make a list of schools they feel may be right for them.

2. Encounter

a. They visit these schools.

3. Change and Acquisition

a. They make a decision and begin their transition to college. Ex. Living on their own, adjusting to different daily routines, becoming accustomed to the social life/norms.

Front 13

1. Explain the Conceptual Framework for Understanding Organisational Culture in terms of how the US Fraternity / Sorority system works in Oxford (to a European who doesn’t know! … ME!)

Back 13

●Antecedents: Foundervalues, Business environment. Main driver. People will stay if they like theway you run things

●Organizational Culture:Observable artifacts, espoused values, basic assumptions

○ Espoused values - Candepend on the fraternity or sorority. Loyalty and brotherhood/sisterhood areoften a common value in greek system

○ Chapter -weekly meetings

●Organizational Structure& practices: Reward system, organizational design

○ Pledges, active members,and executives (presidents, VP, treasurer etc.)

○ Pledges or inactivemembers must endure hardship together in order to bond and adapt to the valuesand norms of the fraternity/sorority and are rewarded with social andnetworking opportunities as an active member

●Group & socialprocesses:

○ President has final say,but can be challenged or disputed. Any active member can voice their opinion.Certain voices hold more weight than others if they hold a position dependingon issue/decision being made.

●Collective attitudes andbehavior: work attitudes, motivation

○ In sororities, many have“little point” system. If you volunteer for your philanthropy events, or attenda unified greek event, you receive points, putting you higher on the list whenit comes time to choose littles.

●Organizational outcomes:Effectiveness, resistance to change

Front 14

Explain the four functions of Organisational Culture

Back 14

1. Organizational Identity

a. What is the organization known for?

2. Collective Commitment

a. Corporate culture/values/goals of the company. If employees agree with culture/values/goals, they are more committed to the company.

3. Social system stability

a. Promote a positive work environment, even through adversity.

4. Sense making device

a. Help employees understand the role of the company in society and why the organization does what it does.This has to do with expectations (long term goals).

Front 15

1. Explain the purpose of Organisation Charts and the three main variations in organising hierarchy

Back 15

-The purpose of organizational charts are to illustrate the chain of command and reporting relationships in a company

1.Functional Structure

2.Divisional structure

3.Matrix Structure

Front 16

1. Explain the 4 Core Self Evaluation Personality Traits and how your MUDEC experience is, or might be impacting these?

Back 16

1. Self-esteem

2. Generalized self-efficacy

3. locus of control

Internal/External

4. Emotional stability

Front 17

1. Analyse the diversity of this class in terms of the Four Layers of Diversity Model

Back 17

a. DNA Traits (Personality)

b. Given Traits (gender, sexual orientation, race, ethnicity, physical ability)

c. Personal Choice v. No Choice (Religion, Education, work experience, appearance, geographic location, recreational habits)

d. Performance Related (Grades in class, jobs/internships…)

Front 18

1. Respond to the interview question “What will you bring to the team?” in terms of the 3 Factors of Team Diversity.

Back 18

1. Personal “DNA” -Individualism

2. Expertise & Background- Their knowledge and perspective

3. Team Role - Theirrelationship tendencies)

Front 19

1. Name the 5 elements of a successful team and explain how each benefits a team Debating Assignment

Back 19

1. Diversity

2. Commitment

3. Collaboration

4. Competence

5. Autonomy

Front 20

1. Consider a team assignment you have been involved in, and explain its progression in terms of Tuckman’s 5-stage Group development Model.

Back 20

1.Forming: Understanding why are we here, what are we doing

2. Storming: Roles, what can I do, what skills am I bringing to the table, what are others bringing to the table. Who’s in charge

3. Norming: talking about actual tasks now that roles are assigned. Who is going to take care of what

4. Performing: The results phase. Can I execute successfully

5. Adjourning: Closure. Celebrating completion/success. Celebrate as a team

Front 21

Explain Maslow’s Needs Hierarchy Model and how it compares with Alderfer’s ERG Theory. Which would you use when considering a new opportunity?

Back 21

Maslow: Motivation is a function of five basic needs:

1. physiological

2. safety

3. love

4. esteem

5. self-actualization

ERG: Studies showed three buckets of needs

1. EXISTENCE

2. RELATEDNESS

3. GROWTH

Front 22

Outline McClelland’s Need Theory as applied to getting your (real or imagined) younger sibling to help you with the dishes.

Back 22

1. Need for achievement

2. Need for affiliation

3. Need for power

Front 23

3.Explain McGregor’sTheories X and Y and think of an example when each might be applied as the best option.

Back 23

1.Theory X

a. Pessimistic and negative, typical of how managers traditionally perceived employees

2.Theory Y

a. Believed managers could accomplish more through others by viewing them as self-energized, committed, responsible, and creative beings

Front 24

Outline the prime objectives of goal setting relative to writing a midterm essay.

Back 24

Step 1: Set goals

Step 2: Promote goal commitment

Step 3: Provide support and feedback

Front 25

What are “SMART” objective setting principles, and how would they work in motivating a group learning assignment?

Back 25

Specific

Measurable

Attainable

Results oriented

Time bound

Front 26

1. Explain Skinners concept of contingent outcomes of Operant Conditioning (diagram will be provided!) (*Exam question*)

Back 26

-Operant behavior: behavior that is learned when one “operates on” the environment to produce desired consequences

-Continuous reinforcement: reinforcing every instance of a behavior. Companies predominantly use Continuous Reinforcement

-Intermittent reinforcement: reinforcing some but not all instances of behavior

-Skinner Concludes: Variable frequency (intermittent) use of contingency is more effective than continuous

Front 27

1. Explain Expectancy Theory as outlined by Vroom

Back 27

-Motivation boils down to a calculation of how much effort to exert in a specific task situation

-Expectancy: represents an individual’s belief that a particular degree of effort will be followed by a particular level of reward (or lack of)

-Instrumentality: Performance (effort) ® expected outcome

-Outcomes: Different consequences that are contingent on performance. The correlation between the two may vary (uncertainty of result)

-Valence: the positive or negative value people place on outcomes of self-esteem,bonus, peer recognition, promotion, etc

Front 28

Define the principle sources of feedback and explain the principle types of outcome from / impact of feedback

Back 28

○Third Party / Others

i. Direct feedback from peers, supervisors, lower-level employees, and outsiders

○Experience / Task Outcome

i. Indirect feedback from increased trust, reputation and reliance from colleagues / boss

○Oneself

i. Self-serving bias and other perceptual problems can contaminate this source

○ Most people think that feedbackis not open, honest or meaningful, 58% never to rarely

Front 29

Outline the Hofstede’s 6 Cultural Dimensions and explain how this may help in working across borders

Back 29

1. PDI (Power Distance)

2. IDV (Individual vs.Collectivism)

3. MAS (Masculinity vs.Femininity)

4. UAI (UncertaintyAvoidance)

5. PRA (Pragmatic versusNormative)

6. IND (Indulgence versusRestraint)

Front 30

1. Explain the difference between High- context and Low-Context cultures and how might that alter your behaviour when travelling in Asia?

Back 30

-High-context cultures – rely heavily on situational cues for meaning when perceiving and communicating with others (Asia)

-Low-context cultures – written and spoken words carry the burden of shared meanings

Front 31

Define Transactional & Transformational Leadership and Explain the Difference Between the Two

Back 31

-Transactional: focuses on clarifying employees’ roles and providing followers with positive and negative rewards contingent on performance

-Transformational: engender trust, seek to develop leadership in others, exhibit self-sacrifice and serve as moral agents, focusing themselves and followers on objectives that transcend the more immediate needs of the work group

Front 32

Explain Fiedler’s Contingency Model

Back 32

-Supports the idea that effective leadership is contingent on matching the leader’s style to the setting, and certain styles will be effective in certain situations

Front 33

3 parts for understanding Fiedler's Contingency Model

Back 33

1. Leader follower relations - “a leader who is liked, accepted and trusted by his members will find it easy to make his influence felt”

2. Task Structure - If the goals, methods and performance standards of a task are clear, then it is more likely that leaders will be able to exert influence

3.Position Power - The organization or group should confer powers onthe leader to get the job done to increase influence of the leader

Front 34

1. Explain the Communications Process and name and explain the three main barriers to effective communication.

Back 34

1. Send Barrier - No message gets sent. Too afraid to voice due to fear of criticism or technical issues/mistakes like not sending email to correct person

2. Encoding Barrier - Message not expressed correctly. When having difficulty finding the right words, phrasing, or tone to express something

3. Medium Barrier - communication channel is blocked. Usually technical issues like no cell signal or internet to send message

4. Decoding Barrier - recipient does not understand the message often due to a lack of understanding of the language or expressions.

5. Receiver Barrier - Message does not get received due to distractions, multitasking or just not paying attention to the sender

6. Feedback barrier - recipient does not respond enough to show that they actually fully understood the message

Front 35

1. Explain the role of semantics and bodylanguage in communication of messages and meaning. Can you give an example ofhow a message went wrong because of these factors?

Back 35

Body language = 55% of communication

Semantics = 38% of communciation