Term
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Definition
| Reaction to organizational change that is critical for effective change processes. |
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Term
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Definition
| Reaction to organizational change successful implementation based on whether critical people in organization support and facilitate the change. |
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Term
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Definition
| Reaction to organizational change due to lack of information, inadequate training, or fear. |
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Term
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Definition
| Reaction to organizational change due to anxiety and/or negative information preferred over no information. |
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Term
| Strong, visible and effective sponsorship of change |
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Definition
| What is the number one contributor to success in the organizational change processes? |
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Term
| The CEO or their immediate supervisor |
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Definition
| Who do the employees prefer as message sources? |
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Term
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Definition
| What is the top obstacle to successful organizational change? |
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Term
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Definition
| Which managerial strategy for communicating about organizational change occurs when we shower people with information and let employees sort through it all? |
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Term
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Definition
| Which managerial strategy for communicating about organizational change occurs when we select a limited set of ideas and try and sell the employees? |
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Term
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Definition
| Which managerial strategy for communicating about organizational change occurs when we dicuss the real reasons for change and you allow the employees a little bit of freedom to figure out the possibilities? |
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Term
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Definition
| Which managerial strategy for communicating about organizational change occurs when we listen to employees, identify their key concerns, and respond as they are brought up? |
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Term
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Definition
| Which managerial strategy for communicating about organizational change occurs when we don't share information at all? |
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Term
| Withhold and uphold, and spray and pray |
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Definition
| Which managerial strategies for communicating about organizational change are the least effective? |
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Term
| Tell and sell, and identify and reply |
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Definition
| Which managerial strategies for communicating about organizational change are moderately effective? |
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Term
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Definition
| Which managerial strategy for communicating about organizational change is the most effective? |
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Term
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Definition
| Environmental factors that can create strain on individuals. |
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Term
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Definition
| A "wearing out" from the pressures of work. |
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Term
| Emotional exhaustion, lack of personal accomplishment, and depersonalization |
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Definition
| What are the three dimensions of burnout? |
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Term
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Definition
| Which dimension of burnout are you experiencing when you feel fatugued, frustrated, etc.? |
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Term
| Lack of personal accomplishment |
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Definition
| Which dimension of burnout are you experiencing when you feel like you have failed at your job? |
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Term
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Definition
| Which dimension of burnout are you experiencing when you see others negatively? |
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Term
| Workload too much or too difficult, downsizing, role conflict, role ambiguity |
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Definition
| What are the 4 stressors found within the workplace? |
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Term
| Divorce, death, pregnancy, etc., and work/life balance |
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Definition
| What are the stressors found outside the workplace? |
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Term
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Definition
| What are you referred to as when you pay super attention to detail and are more susceptible to burnout? |
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Term
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Definition
| What is it called when you are less susceptible to burnout? |
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Term
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Definition
| To much or too complex information. |
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Term
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Definition
| Not enough information - leads to boredom and repitition. |
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Term
| Participatory decision making, social support, and descriptive messages |
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Definition
| What three ways of dealing with burnout in the workplace were discussed in class? |
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Term
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Definition
| Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when submission to or rejection of this conduct explicitly or implicitly affects an individuals employment, unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment. |
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Term
| Participatory decision making |
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Definition
| What way of dealing with burnout in the workplace reduces role conflict and ambiguity and makes the employees feel valued? |
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Term
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Definition
| What way of dealing with burnout in the workplace includes 3 primary types? |
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Term
| Emotional support, informational support, and instrumental support |
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Definition
| What are the three primary types of social support? |
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Term
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Definition
| What type of social support includes demonstrating caring, boosting self esteem, and listening? |
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Term
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Definition
| What type of social support includes clarifying job description or providing suggestions to help? |
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Term
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Definition
| What type of social support includes providing resources and labor? |
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Term
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Definition
| What way of dealing with burnout in the workplace includes opening your own perceptions by using "I" language, useing language that avoids blame, and basing your comments on facts, eventsm and behavior? |
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Term
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Definition
| What is it called when you feel with another and is negative? |
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Term
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Definition
| What is it called when you feel for another and is positive? |
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Term
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Definition
| Negative attitudes qualifies as what? |
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Term
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Definition
| Observable behaviors qualify as what? |
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Term
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Definition
| What are often misleading and incorrect when applied to an individual? |
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Term
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Definition
| What percent of voters were in favor of Proposal II? |
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Term
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Definition
| Term that describes policies that prohibit specific forms of discrimination. |
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Term
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Definition
| What exists as a strategy for equal oppurtunity? |
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Term
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Definition
| Designed to correct underutilization of qualified women and minorities. Not designed to prefer them to the exclusion of other groups. |
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Term
| First-generation affirmative action, second-generation affirmative action, and multicultural organization |
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Definition
| What are the phases of workplace development? |
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Term
| First-generation affirmative action |
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Definition
| Which phase of workplace development does diversity occur by force? Policies are put into place to increase diversity and meet certain standards. Organizations are mandated to increase diversity. |
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Term
| Second-generation affirmative action |
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Definition
| Which phase of workplace development is the organization supportive of women and minorities and is trying to figure out how to maintain it? |
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Term
| Multicultural organization |
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Definition
| Which phase of workplace development does the organizational actually want diversity and the policies that are in place? They begin to capitalize on diversity and is marked by a full structural integration of everyone. |
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Term
| Assimilation, cultural seperatism and pluralism |
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Definition
| What are the modes of adaptation and difference resolution? |
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Term
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Definition
| Occurs when the smaller group begins taking on the attitudes, beliefs and norms of the larger groups. |
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Term
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Definition
| Occurs when groups adopt one another's attitudes, beliefs and norms to form their own groups. |
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Term
| Cultural separatism/separation |
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Definition
| Occurs when the groups just remain separate and is considered probably bad. |
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Term
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Definition
| Inclusion of minority-culture members across all levels and divisions. |
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Term
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Definition
| Prejudice and discrimination |
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Term
| Organizational identification |
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Definition
| Feelings of belonging and committment. |
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Term
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Definition
| Tension between cultural groups. |
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Term
| Informational integration |
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Definition
| Inclusion of minority-culture members in informal networks. |
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