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Joanne Test 3
Chapters 12,13,14,16,18
27
Business
Undergraduate 3
11/19/2008

Additional Business Flashcards

 


 

Cards

Term
Leadership Theories
Definition

1. Trait Theory-(Great Man Theory)-what traits does the "great man" have? ex. height, weight, physique

2. Behavioral Theories

3. Contingency Theories

Term
Behavior Theories-2 categories(dervied from the Ohio Group Experiment)
Definition

1- Initiating Structure-looks for a way to get people to get people engaged in task and get work done

2. Consideration- found the behaviors all directed towards strenghtening the interpersonal relationships.

Term
Behavioral Theories
Definition
"Ohio Group Experiment"- asks three questions: who is leader? what are goals? have you attained your goals- groups that did were asked what qualities did leader have that helped attain goals.
Term
Contingency Theories
Definition

1. Fiedler-type of leader needed is based on type of situation there is.

 

2. Path-goal- a. leaders help emploees develop a path to their goals.

b. then they help clear that path for the employee

3.Leader Member Xchange-process by which leader is traning and passing information to a new employee.

4.Situational Leadership-duh 

 

Term
Types of Followers
Definition

1.Sheep (passive and dependant on leader)
2.Yes People(Activce but still dependant)

3.Alienated (Critical thinkers but passive)

4.Effective (critical and independent thinkers, active)

5.Suvivors (better safe than sorry)

Term
Kinds of Conflict
Definition

1. Functional- you should want some sort of cognitive conflict in groups.

2. Dysfunctional- unhealthy, destructive

Term
Causes of Conflict
Definition

1. Structural Factors-specialization (hospital), interdependence (reliant on others to get job done), common resources, goal diff., authority relationships.

2. Personal Factors- skills and abilities, values and morals, cultural diff.

Term
Management of Conflict, Effective
Definition

1. superordinate goals- appeal to greater good.

2.expending resources- if conflict is over lack of resources, then provide more resources.

3.change personnel

4.change structure

5.confronting and negotiating

Term
Conflict Management Styles, measured on 2 thin
Definition

The five styles are mesaured on two things: assertiveness(extent to which you want your goals met) and cooperativeness(want to see other party's concerns met)

1.avoiding-low on both

2.accomodating-high coop, low ass

3.competing-high ass, low coop

4.compromising-in the middle of both

5. collaborating-high on both

Term
Work
Definition
-any mental or physical activity that has productive results
Term
Scientific Management
Definition
-narrow, explicit specification of task activities for workers
Term
Job Enlargement
Definition

-method of job design that increases # of activities in a job to overcome the boredom of overspecialized work.

-can avoid by job rotating and cross training

Term
Job Enrichment
Definition
-increasing the number motivational factors in a job. ex-giving the job more recognition or responsibility
Term
Job Characteristics Theory (1st theory to look at a specific person in a specific job)
Definition
-uses job diagnostic survey(JDS) which asks people questions about their job. The JDS gives you a motivating potential score (MPS). Five core characteristics.
Term
5 Core Characteristics for MPS
Definition

1.skill variety-degree to which job includes diff. activities and involves use of multiple skills.

2. task identity- degree to which job requires completion of a whole and identifiable piece of work.

3. task signif.- if job has impact on the lives of others

4. autonomy- if job provides freedom, independence. (the more someone tells you how to do your job the less proud of it you feel.)

5. Feedback for Job

Term
MPS is calculated by:
Definition

CORE CHARACTERISTICS>CRITICAL PSYCOLOGICAL STATES> PERSONAL OUTCOMES

-the modifiers that gets you from stage to stage are growth, need, and strength

Term
Critical Psychological States
Definition

1. experienced meaningfullness of work- is job valuable?

2. experienced responsibility- the employee feels personally responsible for results or work

3. knowledge of results- the employee knows and understands how effectivly the job is being performed...get correct feedback.

Term
Personal and Work Outcomes
Definition

1- increased motivation

2. increased quality of work performance

3. increased satisfaction

4. decrease turnover and absenteeism

Term
Levels of Culture
Definition

-Edgar Schein

1. Artifacts- most important because they are observable and easily accessible.

2. Values- 2 types: espoused values are what members say the org. values, and enacted values are values reflected in way individuals actually behave

3. Basic Assumptions-

Term
Artifacts of Culture
Definition

1. personal enactment- behaviors that reflect orgs. values

2.ceremonies and rites- (graduation)-reinforce achievement

3. stories- stories about the boss, employees

4. rituals- everyday org. practices

5. symbols (company mugs and pens).

Term
Organizational Socialization
Definition

-process by which newcomers are transformed from outsiders to insiders. Has several stages:

1. anticipatory socialization(see other card)

2. Encounter (newcomer learns tasks for job).

3. change and acquisition(newcomer masters job)

Term
Anticipatory Socialization
Definition
encompasses all learning tha takes place prior to the actual work. Includes: realism (degree to which newcomers hold realistic job expectations) and congruence (looks at match between person's abilities and job requisities. and then matches org's values with indiv's.
Term
Types of Change
Definition

1. Planned Change-results from deliberate decision to change shit in the org.

2. Unplanned- fucks people up. unforeseen change often imposed on org.

Term
Resisting Change
Definition
Reasons: fear of unknown, fear of loss, fear of failure, disruption of interpersonal relationships, fear of personality conflicts, politics, cultural assumpt.
Term
Managing the resistance of change
Definition

1. communicate the change to employees

2. engage employees and involve them in the process

3. provide empathy and support.

Term
Lewin's Change Model
Definition

-based on force field analysis

-if forces are equal, then change cant take place.

-when forces for status quo outweigh the forces for change then take 3 steps:

1. Unfreeze(explain how change will benefit)

2. move the behavior (create new values)

3. Refreezing (establish new values as new status quo)

Term
Fieldler's Contingency Theory
Definition

LPC-"Least Preferred Co-Worker"

How do we observe what leader orientation's is?

High LPC=people orientated

Low LPC=task orientated

Chart has 3 parts: Leader-Member

Task Structure and Position Power.

Task Oriented-Best at either end

People Oriented-Best in the middle.  

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