Term
| Conflicts and job boundary disputes are handled construtively in which stage of the group development process? |
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Definition
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Term
| As discussed in class, the presence of high cohesiveness and low performance norms will likely lead to what level of performance? |
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Definition
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Term
| According to Katzenbach and Smith, effective teams typically have how many members? |
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Definition
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Term
| As noted in our class discussion of group autonomy and teams, a key difference between employee involvement teams and semi-autonomous work groups is? |
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Definition
| Semi-autonomous work groups get to implement some of their own suggestions. |
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Term
| As observed in class, the teams formed to improve patient admitting, medication, and other outcomes at the University at Michigan Hospital were? |
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Definition
| Cross functional and able to implement some of their own recommendations |
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Term
| The first step in a rational model of decision making is to? |
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Definition
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Term
| Avalon watches the stock market very closely at the beginning of every year. He believes there is a 90% chance the market will go up and end on a higher note if for each of the first five sessions of a new year, the market closes on a positive. Avalon believes this probability is fairly good, based on past track record. This is an example of what? |
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Definition
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Term
| A Key principle at IDEO, the design company examined in class, is? |
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Definition
| Enlightened trial and error succeeds over the planning of the lone genius. |
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Term
| The tendency to stick to an ineffective course of action when it is unlikely that the bad situation can be reversed refers to |
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Definition
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Term
| Rules for brainstorming that managers are advised to follow |
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Definition
Stay focused on the topic
Suspend judgement
Stress quantity over quality
Ignore seniority |
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Term
| One key method for managing ethical behavior is to? |
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Definition
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Term
| A key problem for the young man in the case of "Blurred Lines: An interview with a Young Entreprenur" was ? |
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Definition
| His rationale for using company assets was inconsistent with the company's view of what is acceptable |
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Term
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Definition
Involves what is good, right, just and praiseworthy
Is based in part on societal standards
May derive in part from values enforced by professional associations |
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Term
| The corporate social responsibility model reflects that |
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Definition
| Managers have a duty to satisfy the interests of multiple stakeholders |
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Term
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Definition
| When conflict supports the goals of an organization and improves performance |
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Term
| As a manager whose employees are engaged in a personality conflict, you should consider what approaches? |
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Definition
Refer difficult conflicts to HR specialists or hired counselors
Investigate and document conflict
If appropriate, take corrective action
Make sure all employees are familiar with and follow company policies on diversity, antidiscrimination, and sexual harassment. |
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Term
| Juan, a manager, always wants to use the ingrating (also called "collaborating" or "problem-solving" style of handling conflict. As a student of OB, you should caution Juan that one weakness of this approach is that ? |
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Definition
| It is very time consuming |
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Term
| Alternative dispute resolution |
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Definition
| Refers to a class of methods ued to avoid costly lawsuits by resolving conflicts informally or through mediation or arbitration |
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Term
| Benefits of telecommuting |
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Definition
Increased flexibility for workers
Tapping nontraditional labor pools
Reduction of capital costs
Competitive edge in recruiting |
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Term
| Bonita needs to communicate with Kerri regarding a sensitive issue that requires rich and instant feedback and intensive interaction. Bonita is advised to use what media? |
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Definition
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Term
| In comparison to men, women are more likely to do all of the following |
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Definition
Share credit for success
Give feedback tactfully by mitigating criticism with praise
Indirectly tell others what to do |
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Term
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Definition
| Example of nonverbal behavior of someone with a nonassertive communication style |
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Term
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Definition
| Most widely used influence tactic in the workplace |
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Term
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Definition
| Sharing varying degrees of power with lower-level employees to better serve the customer |
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Term
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Definition
Legitimate
Expert
Referent
Reward |
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Term
| Cooperative pursuit of group interests in a particular issue is a distinguishing characteristic of what level of political action in organizations? |
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Definition
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Term
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Definition
| Refers to getting others to see us in a certain manner |
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Term
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Definition
Men and women were seen as displaying more task and social leadership, respectively,
Women used a more democratic or participative style than men
Men used a more autocratic and directive style than women
Women executives, when rated by their peers and managers, scored higher on effectiveness than their male counterparts. |
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Term
| University of Michigan studies researches identified which 2 styles of leader behaviors? |
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Definition
| Employee centered and job or production centered |
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Term
| In the views of Fiedler and House, leader traits and behaviors can act in conjunction with what to predict leader or organizational outcomes? |
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Definition
| Situational contingencies |
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Term
| What is a key distinction between leadership and management? |
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Definition
| A manager sustains and controls a more or less stable organization, while a leader can influence employees to follow his or her vision-even in turbulent times |
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Term
| According to Collins' research, what leaders posses the characteristics of humility and a fearless will to succeed? |
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Definition
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Term
| A group becomes a team when |
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Definition
Leadership becomes a shared activity
Accountability shifts from strictly individual to both individual and collective
The group develops its own purpose or mission
Problem solving becomes a way of life, not a part time activity
Effectiveness is measured by the group's collective outcomes and products |
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Term
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Definition
Extent to which members are attracted to the team and motivated to remain in it
Cohesive teams retain their members, promote cooperation, have consistent performance |
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Term
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Definition
| Expected behaviors for a given position |
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Term
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Definition
Task oriented group behavior
Keep the group on track |
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Term
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Definition
Relationship-building group behavior
Keep the group together |
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Term
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Definition
| Team made up of technical specialists from different areas |
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Term
|
Definition
| Decrease in individual effort as group size increase |
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Term
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Definition
| Trying to convince someone with reason, logic, or facts |
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Term
|
Definition
| Trying to build enthusiasm by appealing to others' emtions, ideals or values |
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Term
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Definition
| Getting others to participate in planning, making decisions, and changes |
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Term
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Definition
| Getting someone in a good mood before making a request |
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Term
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Definition
| Referring to friendship and loyalty when making a request |
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Term
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Definition
| Making express or implied promises and trading favors |
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Term
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Definition
| Getting others to support your effort to persuade someone |
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Term
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Definition
| Demanding compliance or using intimidation or threats |
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Term
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Definition
| Basing a request on one's authority or right, organizational rules or policies, or express or implied support from superiors |
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Term
|
Definition
Legitimate
Reward Power
Coercive power
Information power
Referent power
Expert power and rational persuasion |
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Term
|
Definition
| Obtaining through formal authority |
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Term
|
Definition
| Obtaining compliance with promised or actual rewards |
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Term
|
Definition
| Obtaining compliance through threatened or actual punishment |
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Term
|
Definition
| Obtaining compliance through the access to and/or the control of information |
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Term
|
Definition
| Obtaining compliance through one's knowledge or information |
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Term
|
Definition
| Obtaining compliance through charisma or personal attraction |
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Term
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Definition
| More intergroup interaction leads to less intergroup conflict |
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Term
| Group members are likelier to perceive intergroup heroes when |
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Definition
Conflict within the group is high
Negative interactions occur between groups or members of groups
Influential third parties engage in negative gossip about the other group |
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Term
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Definition
| Encourages different opinions without protecting management's personal feelings |
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Term
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Definition
| Assigning someone the role of critic |
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Term
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Definition
| Fostering a debate of opposing viewpoints to better understand an issue |
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Term
| Integrating (Collaborating) |
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Definition
Interested parties confront the issue and cooperatively identify the problem, generate and weigh alternate solutions, and select a solution
Appropriate for complex issues plagued by misunderstanding |
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Term
| Obliging (Smoothing or accomodating) |
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Definition
Involves playing down differences while emphasizing commonalities
Especially appropriate when it might be possible to get something in return eventually |
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Term
|
Definition
Relies on formal authority to force compliance
Appropriate when an unpopular solution must be implemented |
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Term
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Definition
Involves either passive withdrawal from the problem or active suppression of the issue
Appropriate for trivial issues |
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Term
|
Definition
Give and take approach involves moderate concern for both self and others
Appropriate when parties have opposite goals |
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Term
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Definition
| Cooperatively developing multiple deal packages while building a long term relationship |
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Term
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Definition
| Purposely modifying the content of a message, thus reducing the accuracy of communication between managers and employees |
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Term
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Definition
| Global network of computer networks |
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Term
|
Definition
| An organization's private internet |
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Term
|
Definition
| Connects internal employees with selected customers, suppliers, and strategic partners |
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Term
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Definition
| Using computer software and hardware to help people work better together |
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Term
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Definition
|
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Term
|
Definition
| the pitch, tone, rate, volume, and speaking pattern of a person's voice |
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Term
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Definition
| Primary meaning derived from nonverbal situational cues |
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Term
|
Definition
| Primary meaning derived from written and spoken words |
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Term
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Definition
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Term
|
Definition
Problem is clear and umambiguous; options are known
There are no time or cost constraints
Criteria preferences are clear and constant
The decision maker will favor the highest perceived value |
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Term
|
Definition
| Personal characteristics that differentiate leaders from followers |
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Term
|
Definition
| Mental representations of the traits and behaviors possessed by leaders |
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Term
| Ohio State Leadership studies |
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Definition
| Initiating structure and consideration |
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Term
| Fiedler's contingency theory |
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Definition
Leader is unable to change behavior readily
The performance of a leader depends on 2 interrelated factors:
-the degree to which the situation gives the leader control and influence
The leader's basic motivation |
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Term
|
Definition
Leader is able to choose from a behavioral repertoire
Describes how leadership effectiveness is influenced by the interaction between leadership behaviors and a variety of contingency factors |
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Term
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Definition
| A partnership characterized by mutual trust, respect and liking |
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Term
|
Definition
| A partnership characterized by a lack of mutual trust, respect and liking |
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Term
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Definition
| Simulataneous, ongoing, mutual influence process in which people share responsibility for leading |
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Term
|
Definition
| Focuses on increasing services to others rather than oneself |
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Term
|
Definition
Level 5 Executive
Level 4 Effective Leader
Level 3 Competent manager
Level 2 Contributing team member
Level 1 Highly capable individual |
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Term
|
Definition
| Does the action yield the greatest net benefits |
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Term
|
Definition
| Does the action negatively affect someone's moral rights |
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Term
|
Definition
| Does the action give a fair distribution of costs and benefits among those affected |
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Term
|
Definition
| Will the action lead to other people behaving toward me in a way I would like |
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Term
|
Definition
managers must satisfy the owners
Social responsibility is maximizing shareholder wealth |
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Term
|
Definition
Persons with a legitimate interest in the company
Social responsibility is satisfying the interests of multiple stakeholders |
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Term
| Foreign Corrupt Practices Act of 1977 (FCPA) |
|
Definition
| Prohibits a company from using bribes to get business in another country or prevent the restriction of its business |
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Term
|
Definition
| Right and wrong should be decided by each society's predominant ethical values |
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Term
|
Definition
| Because others will not behave ethically, morality does not apply to international behavior, activities or transactions |
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Term
|
Definition
| Makes the universalistic assumption that a single standard of right and wrong applies to all cultures |
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