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Organisational Behaviour
Main Theories
36
Economics
Post-Graduate
12/02/2014

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Term
Motivation

Herzberg: 2 Factor Theory
Definition
Motivator:
- Achievement
- Growth
- Responsibility (empowerment)

Hygenie: does not motivate itself, if not fulfilled dissatisfaction arises:
- pay
- status
- security
- working conditions
Term
Motivation

Maslows Hierachy of Needs
Definition
Physological: minimum, pay + basic needs

Safety: good job benefits, job security

Belongingness: good relationship with co-workers + supervisors, being part of social functions

Esteem: company promotes deserving managers + recognizes employees with rewards

Self-Actualisation: An engineer uses all his design skills to create new subcomponent
Term
Process Theory

Equity/
Expectancy Theory
Definition
Equity: comparison to others (Employee rewards/ Employee efforts) compared to (other's rewards/ other's efforts)
avoid secrecy about pay policies
communicate/ explain changes

Expectancy: first level outcome (doing report)leads to second level outcome (promotion/ pay rise); employee has to see connection between his behaviour and the effect of a valuable outcome
Term
Process Theory

S.M.A.R.T objectives
Definition
S-specific
M-measurable
A-appropiate/achieveable
R-relevant
T-timed
Term
Control & Reward

Intrinsic/ Extrinsic
Definition
Intrinsic:
- Herzberg motivators
- personal growth
- empowerment

Extrinsic:
- money or
- money equivalent
- e.g schoolfees, health insurance
Term
Job Design

Scientific Management (Taylorism)
Definition
e.g Henry Ford

- limited social action
- low skills
- specialisation
- low creativity
- tools/ methods pr-specified
Term
Job Design

Job design principals
Definition
horizontal job loading: increase the range of work

cross training: training new skliss

vertical job loading:
- feedback on performance
- oppottunity to learn
- differientiate jobs
- control over ressources
Term
Job Design

Team approach
Definition
SDT:
- 4,5 members to create satisfaction
- each member cross trained
- team assigned whole task
- team selects working methods
- 2 tiered compensation (team and individual base)
- skill building
- empowerment
Term
Job Design

by Herzberg
Definition
-> increase autonomy, responsibility and the decision making environement
-> job should include hygenie factors (to prevent dissatisfaction)
-> and motivators to encourage performance, investment and satisfaction
Term
Job Design

Job content factors
Definition
Job Range:
- skill variety (different skills, talents, abilities)
- task identity (complete tas from beginning to end)
- task signifiance (sustainalbility, lasting influence on lives of employee and others)

Job Depth:
- autonomy (personal freedom)
- feedback from work itself (learns from work)
- social opportunities (social contact)
Term
Stages in Group Formatation

Forming- storming- norming- performing
Definition
Forming: identifies behaviours, assessing skills, abilities, experiences

Storming: problems to be solved, usually painfull/ unpleasant, without tolerance, patience, collaboration team wil fail at this stage

Norming: clear line of sight, members are aware of their involvement, commitment+ strong solidarity

Performing: performance nears potential performance, minimising its process losses
Term
Belbin s Team Roles
Definition
- Plant
- Resource investigator
- Coordinator
- Shaper
- Monitor evaluator
- Teamworker
- Implementer
- Completer
- Specialist
Term
Groups

Sizing
Definition
Size:
- participation
- conflict
- performance
- guidelines

4-5 greater satisfaction
20+ creater less ideas
Term
Groups

Project team- Matrix
Definition
- short life time (for project)
- pulled togther from different units (2 bosses problem)
- no formal selectin process
- documentation/ communication informal
- quickly react on issues (flexibility)
- results matter more than methods
- membership as a pathway to need satisfaction
Term
Groups

functioning PA system
Definition
- employees need to understand their job requirements
- contributions to company values are evaluated
- system should be fair and objective

-> powerful managerial tool to channel empoyees behaviour
Term
Influence Process

BMod
Definition
- use individual + group based rewards (2tiered)
- use extrinsic/ intrinsic rewards
- create variety in using rewards, integrate employees
- avoid punishment only if needed
- no delay in performanc-contingent rewards
Term
Influence Process

Managing the boss
Definition
superiors are the only link to more powerful paths within the firm
Term
Influence Process

Sources of interpersonal power
Definition
I Reward: provide positive outcomes, prevent negatives
- use timely (Extr/ Intr)
- delegate authority (Motivator Herzberg)

II Coercive: punishment and threat
- carefull in usage
- refer to BMOD

III Legitimate: due to one's position in hierachy
- uniform, service medal

IV Referent: charismatic leader
- personality reflects, not attached to position

V Expert: specific knowlede
- not attached to position but to person
Term
Influence Process

leadership trait approach
Definition
physical: energy, age, height, weight

social background: economic + social status, education, job mentality

Intellectual: intelligence, judgement, verbal incluency, abstract reasoning

Personality: dominance, agressive, self-confident, creative stress tolerant

Work orientation: achievemnt need, Initaitive, responsibility need

Social skills: people skills, diplomacy, supportiveness, likeability
Term
Leadership

Traits
Definition
- logical thinking: simplify complex situations
- perssistance/ endurance: long hours, succeeding
- empowerement: motivate, be energetic/ enthusiastic
- self-control: working under pressure, staying even tempered
Term
Influence Process

Behavioural approach
Definition
A) initiating structure:
- stressing elements
- work procedure
- planning and assigning tasks
- clarifying working roles
- supervising
- result asking

B) consideration
- approachability
- supportiveness
- high moral in work group
- high concer for group welfare
Term
Influence Process

Fiedlers contingency model (LPC)
Definition
Least preferd co-worker
- peronality cannot be changed
- design/ engineer the job
- organisation should fit the leader into an appropiate role
Term
Influence Process

Path- Goal Theory
Definition
choose the best leaderbehaviour for the situation:

Directive behaviour: setting performance standards, clarifying work expectations

Supportive behaviour: empathy

Participative behaviour: using subordinates ideas for problem solving, achievement oriented, delegation of authority
Term
Organisational Design

Entrepreneur vs Bureaucratic
Definition
Entrepreneur:
- opportunities
- flat, responsive design
- saleries rather low, retain talented employees
- bonuses, rewards as compensation

Bureaucratic:
- control
- merit based reward system
- periodic salery
Term
Organisational Design

Mechanic vs Organic
Definition
Mechanic:
- high specialisation
- low delegation
- high uniformity of work
- few subordinates

Organic:
- low specialisation
- high delegation
- low uniformity
- many subordinates
Term
Organisational Design

Structure
Definition
- by departments
- by functions
- by region
-> matrix
Term
The Flexible Firm

Horizontal coordination system
Definition
a) use direct contact
b) liason positions (SDT, soleunits who should coordinate workflow)
c) elements of virtual enterprise (non-hierachical organisational design)
Term
The Flexible Firm

MBO process
Definition
- use strategic plan to select goals
- goals must be SMART
- PA measurement system
- formal and informal feedback
- delegation of authority (empowerment)
Term
Culture

Organisational culture
Definition
- impacted by individuals
- impected by national culture
- impected by communication (language, non verbal communication, socialisation of new employees)
- generational impact
Term
Change

change process lewin
Definition
Unfreeze
Changing
Freeze
Term
Change

Action plan
Definition
a) specific task: what by whom

b) semi flexible time line

c) resource allocation

d) how programme effects- tracking measurement
Term
Change

H.O.M.E
Definition
History: enlive/ maintain company's history in its current business activity -> high team cohensiveness

Oneness: create shared expactations about the firms core values (the mission statement)

Membership: raise the level of inofrmation amoung team members (process innovation)

Exchange: improve coordination between employees, distributors, vendors, customers (reduce cycle time)

ALL strenghtens employment relationship
Term
Change

Resistance
Definition
fear of change:
- fear of unknown
- try to change local resister into advocate for change
- create action teams
Term
Change

The carry over problem
Definition
occurs when methods not reinforce

how to transfer

a) change process has to correspond to work environement

b) changes have to be immediately useful

c) new attitudes/ behaviour have to be measurable and supportive
Term
Change

pincipal
Definition
- employee must be dissatisfied
- firm needs model for the future
- change must be objective and orderly
Term
Conflict Management
Definition
Avoiding: issue is less trival, more important issues are pressing

Forcing: using power, action is vital (in crisis)

Compromising: common grund is exceptable, equal power
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