Term
| What is the importance of Organizational Behavior? |
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Definition
| Organizational Behavior is the study of behavior, attitudes and performance within an organization setting. It takes in psychology, sociology, anthropology, and outlines how they apply in the workplace to increase employee productivity, quality of work life, job stress and career progression. |
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Term
| Is there a difference between how managers spend their time if they want to be promoted or if they want to be more effective? |
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Definition
| They spend more of their time on networking if they want to be promoted. More time on communication and human resources if they want to be effective. |
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Term
| What management style is best: bureaucratic, autocratic or laissez faire? |
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Definition
| It depends: Autocratic – time dependency, expertise; laissez faire – creative setting (expertise is flipped); bureaucracy – uniformity, consistency, safety (McDonalds) |
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Term
| What do managers do (roles=POLKa)? |
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Definition
POLCA: Planning, Organizing, Leading, Controlling, Adjusting (traditional activities)
Average managers: 32% traditional (POLCA), 29% Communication w/employees; 20% HRM, 19% Networking (w/ppl at same level in company) |
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Term
| Outline the contribution of the Hawthorne studies in the 1900s on the history of Operational Issues |
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Definition
| 1881 Wharton started a management program. This management program drew from sciences including psychology, sociology, political science, and cultural anthropology. Then a team of harvard researchers began work studying work groups at Western Electric Hawthorne Plant. The studies highlighted the impact of illumination on worker output. Over time it was found that that rather than illumination having an impact on employees it was the act of observation that did. This was called the "Hawthorne Effect" and started showing that productivity was impacted by group norms, social pressures and observation. |
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Term
| Do gender and age have an impact on performance in professional types of jobs? |
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Definition
| They can create differences due to the way that individuals interact (Generational) with them but there are no consistent differences found. |
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Term
| Contrast Skill, Ability, and Talent. |
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Definition
| A skill is a learned talent that a person has to perform a task. It can be cognitive or include dexterity. Ability speaks to the ability to learn, think and analyze. |
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Term
| What characteristic is most highly correlated to workplace performance? |
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Definition
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Term
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Definition
| Personality is the propensity or disposition to think feel and act in certain ways. BOOK: a relatively stable set of feelings and behaviors that have been significantly formed by genetic and environmental factors. |
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Term
| What are the major forces of personality? |
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Definition
| Cultural forces - Social class or group membership - Family Relationship - Hereditary Forces |
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Term
| What are the big five personality dimensions? |
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Definition
| Extraversion, Emotional stability, Agreeableness, Conscientiousness, Openness to experience. |
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Term
| What does research say about extraversion in relation to work performance? |
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Definition
| Research shows that they tend to perform well in sales and management jobs, tend to do better in training programs and tend to have overall higher levels of job satisfaction. |
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Term
| What does research say about Emotional Stability in relation to work performance? |
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Definition
| Low levels of emotional stability are associated with low levels of employee motivation. |
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Term
| What does research say about Conscientiousness in relation to work performance? |
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Definition
| Conscientiousness is closely linked with job performance. They tend to exhibit higher levels of job motivation and performance as well as other work behaviors |
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Term
| Of the big 5 personality tests, which is highest correlated to workplace performance? |
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Definition
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Term
| What does research say about openness to Experience in relation to work performance? |
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Definition
| They tend to thrive in occupations where change is continuous and where innovation is critical |
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Term
| Outline the major findings of the Big 5 personality tests? |
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Definition
1. Conscientiousness and performance
2. Extraversion and performance for managers
3. Those open to experiences do better in trainings
4. Inverse relationship of emotional stability and performance, (Slight, don't want to be on the edges) |
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Term
| What are the problems with the way that Myers Briggs is measured? |
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Definition
| The test requires that people choose one or the other (no middle ground) you lose information by requiring these choices. Places individuals in boxes. |
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Term
| Define and give an example of an external locus of control |
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Definition
| An external locus of control specifies a person's believe that they are not the master of their own fate. Example would be that promotions happen not that they are earned. |
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Term
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Definition
| Yes personality can change, for the younger, changes are common especially through youth as personality is formed. When older, traumatic experiences like war or religious experiences can change personality as well. |
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Term
| Jill from marketing has mentioned that personality tests are bogus, and your supervisor wants your opinion. Outline your opinion of personality tests in the workplace and provide data to support it. |
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Definition
Pre employment testing can help make hiring decisions and in turn highlight markers for increased productivity, reduced absenteeism and lower turnover rates.
When used in an existing workplace it can help individuals including managers better understand how to relate to employees. |
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Term
| Define Cognitive Dissonance |
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Definition
| A mental state of anxiety that occurs when there is a conflict about an individuals various cognitions after a decision has been made. Example a person knows they should not smoke but continues to do so. |
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Term
| Jill has a negative attitude, what approaches can you take to help bring about a positive attitude? |
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Definition
Gain employee trust/likability/perception of presige
Deliver clear understandable messages
Create a situation that makes it easier for them to change
Ask what is causing the problem and offer solutions for improvement. |
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Term
| Be able to fill out a blank communication process. |
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Definition
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Term
| Name the five steps of the communication process |
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Definition
Source
Encoding
Channel
Decoding
Receiver |
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Term
| Name the fire steps of oral sending process |
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Definition
Develop rapport
State communication objective
Transmit your message
Check Receiver Understanding
Get a commitment / Followup |
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Term
| What percent of communication is verbal? |
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Definition
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Term
| How should we communicate messages (Determine how to communicate?) |
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Definition
| The more high stakes / critical the communication the more it should be 'Rich' (able to see non verbal communication) |
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Term
| What are the percentiles of the way we communicate when we have a conversation? |
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Definition
10% Verbal What
30-40 % Vocal How we said
50 60% Facial and Body |
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Term
| What is the number one thing you can do to increase communication? |
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Definition
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Term
| What two things can be done to reduce the problem of assuming? |
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Definition
| Ask clarifying questions and write things down. |
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Term
| What is filtering and when is it good / bad. |
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Definition
| Filtering is the manipulation of information so that the receiver perceives it as positive. Can be good when delivery avoids being mean, can be bad when subordinates cover up unfavorable information |
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Term
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Definition
| Mum effect is the tendency that individuals do not want to discuss bad news. |
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Term
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Definition
| Gathering information through informal means via peers. |
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Term
| What is the positive /negative of grapevine? |
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Definition
| Positive is fast, negative is hearsay and changes as it moves along. |
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Term
| What are some suggestions for improving interpersonal communication? |
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Definition
| Don't multitask, match behavior to listening, work on improving trust, be accepting of different ways of doing things. |
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Term
| What is supportive communication? What does it want to acheive? |
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Definition
| Supportive communication is a set of rules, and a framework which is designed to guide a person who is communicating a message to keep a listener engaged in the message being delivered and focused on not alienating the listener. |
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Term
| List three principles of supportive communication? |
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Definition
Problem oriented not person oriented.
Congruent not incongruent
Specific not global |
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Term
| List the 8 principles of supportive communication |
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Definition
Problem oriented not person oriented
Based on congruence not incongrunce
descriptive not evaluative
validates not invalidates
specific not global
conjunctive not disjunctive
owned not disowned
listening not one way |
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Term
| Examples for problem oriented not person oriented |
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Definition
| Problem oriented focuses on issues as the problem not people as the problem. |
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Term
| Congruence not incongruence |
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Definition
incongruence is not mismatch between experience and what one is aware of
Incongruence between what one feels and communicates
congruence is that verbal and non verbal match |
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Term
| descriptive not evaluative |
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Definition
| evaluative places a label on a person descriptive focuses on objective observation, reactions to behavior and a more acceptable behavior |
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Term
| Validates not invalidates |
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Definition
| validating helps people feel recognized and understood. Invalidates arouses negative feelings. |
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Term
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Definition
| Specific statements are supportive because they identify something that can be easily understood and acted upon, global tend to be extreme, and contain absolutes that create defensiveness or disconfirmaton. |
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Term
| conjunctive, not disjunctive |
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Definition
| conjunctive, not disjunctive - conjunctive means that the communication is joined to the previous message in some way, while disjunctive is disconnected from what was said before. |
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Term
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Definition
| owned is taking responsibility for a statement rather than reflecting ownership. “we think” “they said” etc. |
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Term
| requires listening, not one way message delivering |
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Definition
| the first seven focus on message delivery, this one is focused on listening to the response of the receiver. |
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Term
| Steps in Rational Decision Making Process |
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Definition
Identify Problem/Objective
Determine criteria for judging alternatives
Gather information and formulate alternatives
Evaluate alternatives based on criteria (pros/cons)
Choose the best solution and implement
Monitor and evaluate solution |
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Term
| Two things to get effective groups working better |
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Definition
effective decision making - clearly identify the problem and objective, and agree as a group upon this
Generate more alternatives
forces the group to come up with novel approaches
2-3 ways to increase innovation: brainstorm, Delphi, Nominal Group Technique |
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Term
| What are three different techniques for increasing innovation |
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Definition
| Brainstorming, Delphi Technique, Nominal Group Technique |
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Term
| What is the Brainstorming innovation process? |
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Definition
| Rules: No idea is too ridiculous - group members are encouraged to state any extreme or outlandish idea; Each idea presented belongs to the group, not the person stating it; No idea can be criticized - the purpose is to generate, not evaluate ideas |
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Term
| What is the Delphi Technique? |
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Definition
Method of decision making that compares anonymous judgements on a topic of interest through a set of sequential questionnaires
collect anonymous judgements by mail questionnaires
members independently generate ideas to answer first questionnaire, return it; staff summarize responses as group consensus and send summary along with second questionnaire back out
belief is that consensus estimate will result in a better decision after several rounds of anonymous group judgement |
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Term
| What is the Nominal Group innovation technique? |
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Definition
method of decision making that occurs in a highly structured team meeting; group decision is based on mathematical assessment of votes
group of 7-10 write ideas on a pad individually; after 5 min, structured sharing of ideas, with ideas recorded on flip chart
next phase - structured discussion where each idea receives attention before a vote is taken; this is an independent vote is where each participant privately selects priorities by ranking/voting
group decision is mathematically pooled outcome of the individual votes |
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Term
| What are three different techniques for increasing innovation |
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Definition
| Brainstorming, Delphi Technique, Nominal Group Technique |
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Term
| Outline the sunk cost process of irrational decision making? |
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Definition
Intuition - Automatic (Heuristic) - natural tendency; often irrational and desperate; can lead you astray
Controlled thinking with 6 step decision making process is better because it isn’t rash
Educated your intuition - balance gut-feel approach with rational, logical approach |
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Term
| What is the Automatic vs controlled irrational decision making? |
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Definition
Sunk costs: things that happen that have no relevance to the future
coin flipping: given that you flip four heads in a row, it’s still only 50% chance of getting heads again (not relevant to past actions)
recognizing sunk costs is important - it’s irrational to consider them in decision making |
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Term
| What is the framing irrational decision making process? |
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Definition
Prospect Theory
Grouping Assets
Budgeting
Incomplete/Baised/Erroneous information |
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Term
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Definition
| We are risk averse for gains and risk seeking for losses. |
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Term
| What is "Grouping Assets" |
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Definition
| We tend to make decisions based on the value of assets 25 on a 20k car |
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Term
| What is the "Budgeting" in relation to framing |
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Definition
| We dont budget for gains in the same was as losses. |
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Term
| What is vicarious availability? |
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Definition
| Our perspectives are skewed by how we get our information |
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Term
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Definition
| Basing numbers based of what was recently stated as an 'anchor' |
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Term
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Definition
| patterns or unwritten rules of a group. |
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Term
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Definition
| Status creates divisions in the workplace, can pull people apart |
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Term
| List two benefits of groups |
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Definition
Diversity of ideas
Check and balances
Unique Information
Generate more ideas |
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Term
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Definition
Time consumed
Storming can wast time
Group Phenomenon
Domination by individual |
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Term
| What are the values of Diversity |
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Definition
Wider range of ideas
different mindsets
finished product appeals to broader scope |
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Term
| What are the negatives of diversity? |
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Definition
Diversity in ability or skill level is bad
Diversity in committedness bad
In general we want smart committed people in the group. |
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Term
| What is the Abline Paradox |
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Definition
| Everyone collectively decides on an activity even though none of them want to do it individually |
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Term
| How do you combat the Abilene paradox |
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Definition
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Term
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Definition
| Where adopting to harmony or conformity in a group results in a negative outcome |
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Term
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Definition
devils advocate
two groups working in parallel
examine alternatives
bring in outside experts |
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Term
| What is the "Risky/Conservative" shift in groups |
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Definition
| Groups that have risky members will have a group dynamic that tends to be more risky than the individual |
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Term
| What is the Information Sharing Paradigm |
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Definition
| The idea is that groups do not take advantage of the increased information it has access to. |
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Term
| What are thre characteristics of information sharing paradigm? |
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Definition
1 - Suppression of Dissent - Individuals don’t want to make waves and don’t want to press a point.
2 - Role Definition - Individuals misrepresent their roles. They interpret it as answer deliverer rather than information provider for the group.
3 - inter-rater- reliability - The idea that if most people perceive something then there is a good chance that what they perceive is accurate. But there are times when the group is wrong. |
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Term
| Outline the strengths and weaknesses of self managed work teams |
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Definition
| Strengths: in charge of work and also management/culture accountability |
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Term
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Definition
| Not best for all situations, takes specific structure. |
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Term
| What are five factors for creating effective self managed teams? |
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Definition
Clear direction and goals
Group Rewards
Training for Technical and Interpersonal
Enriched Jobs, team tasks and autonomy
Trusting relationships and good support |
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Term
| What is Cohesiveness in groups |
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Definition
Link of group together
Positives
Increased productivity
Increased individual group member satisfaction
Negatives
prone to group think tendencies
cohesive groups can be detrimental if they oppose the goals of the overall organization |
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Term
| What are five factors that help influence team cohesiveness? |
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Definition
Threat and Competition
Writing on the wall
9/11 attack
Threat causes individuals to come together regardless of circumstances.
Success
Teams that are successful are more likely to be successful
Failure can lead to blame
Time Together
Sufficient shared experiences
As they complete a project there is better unity.
Size
Relatively small
Too big and people get lost
Tough Selection
If this is a team seen as special
Group goals and group rewards |
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Term
| What is the difference between groups and teams? |
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Definition
| Teams a subset of groups, rely on group to exist. |
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