Term
| Reactions to organization change |
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Definition
ownership
resistance
uncertainty |
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Term
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Definition
| to the change of process behaviors intended to prevent the implementation of use of a system or to prevent system designers from achieving their objectives |
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Term
| typical problems in the org change process |
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Definition
-lack of management support
- managers forcing change
-inconsistent action by key managers
-unrealistic expectations
-lack of meaningful participation
-poor communication
-purpose of program was not clear
-responsibly for change not properly identified |
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Term
| Managerial strategies for communication about change |
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Definition
-spray and pray
-tell and sell
-underscore and explore
-identify and reply
-withold and uphold |
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Term
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Definition
| management showers employees with all kinds of info in the hope that employees will be able to sort out significant and insignificant info |
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Term
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Definition
| -management selects a limited set of messages regarding core organizational issues . Only tell what they want the employees want to hear |
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Term
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Definition
| management focuses on fundamental issues related to change success and allows employees the creative freedom to explore various possibilites |
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Term
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Definition
| management listens to and identifies key concerns of employees and then responds to those issues as they are brought up |
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Term
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Definition
| management withholds info as much as possible. when management is confronted with questions on rumors they uphold the party line |
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Term
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Definition
-some jobs require high levels of certain emiotions
ex. funeral home director, customer service
-Genuine emotion is considered "emotional work" |
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Term
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Definition
| environmental factors that are difficult for an individual to deal with: workload, role conflict, role ambiguity, life events, home/work conflict |
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Term
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Definition
| strain that results from ongoing stressors:emotional exhaustion, depersonalization, decreased personal accomplishment |
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Term
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Definition
| physiological, attitudinal, and organizational results of burnout: coronary heart disease. High blood pressure, lower job satisfaction, less commitment, turnover |
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Term
| communication overload vs. underload |
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Definition
overload= too much or too complex info
underload= not enough leads to bordom and repetition |
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Term
| emotional contagion vs. empathic concern |
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Definition
| a funeral director who is always sad when talking with grieving clients demonstrates emotional contagion |
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Term
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Definition
| feel with another (negative) |
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Term
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Definition
| feel for another (positive) You care for the them |
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Term
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Definition
negative attitudes.
-you think these negative thoughts |
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Term
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Definition
observable behaviors
-you actually act on it |
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Term
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Definition
bans use of preferences based on race, color, national origin.
-ethninicity or sex in Michigan |
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Term
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Definition
| policies and practices in employment and other areas that do not discriminate against persons on the basis of race, color, religion, sex, age, mental or physical handicap, or national origin. |
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Term
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Definition
| the encouragement of increased representation of women and minority-group members, esp. in employment. |
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Term
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Definition
| ex. the only Africa-American might feel pressured to represent the whole black view point |
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Term
| first generation affirmative action |
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Definition
| company is concerned about meeting legal requirements |
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Term
| second generation affirmative action |
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Definition
| company has met the requirements for minorities and women |
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Term
| multi culture organization |
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Definition
| the company soon capitalize (take a chance to gain advantage from) on cultural and gender diversity |
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Term
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Definition
| models by which two groups adapt to each other and resolve cultural differences |
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Term
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Definition
cultural profiles of organizational members including hiring job placement and job status profiles
-all miniorites are included in a company structure in order for it to be multi cultural |
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Term
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Definition
| inclusion on minority culture members in informal networks and activities outside of normal working hours |
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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
| feeling of belonging loyalty and commitment to the organization |
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Term
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Definition
| friction, tension, and power struggles between cultural groups |
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Term
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Definition
| involves many models. the media richness model,social information processing model and dual capacity model. Talk about how a lot of people have to do something before it takes over. Think of Im'ing wasn't big until a lot of people did it and others joined it |
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Term
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Definition
| proposed as a framework for understanding the choices org members make about communication media use |
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Term
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Definition
| the existence of conflicting and multiple interpretations of an issue |
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Term
| 4 characteristics of distinguishing carrying capacity of media |
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Definition
-availability of instant feed back
- use of multiple cues
-use of natural language
-personal focus of the medium |
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Term
| Social information processing model |
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Definition
| this approach sees the use of a communication technology as a complex function of four things |
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Term
| What are the 4 things of the social information processing model |
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Definition
1. the objectives characteristics of the task and media
2. past experience and knowledge
3. individual differences
4. Social information |
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Term
| communication impacts attitudes and behaviors related to media use |
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Definition
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Term
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Definition
| proposes comm media arent simply "neh" or "lean" they believe every org medium can carry two messages |
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Term
| what are the 2 messages in the dual capacity model |
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Definition
-data carrying capacity
-symbol carrying capacity |
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Term
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Definition
| the degree to which a medium is able to effectively and efficiently convey task relevant data/ Think how a voice mail system will be the smae throughout organizations |
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Term
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Definition
| 2 parts can convey a companies core values that constitute the ors culture. If a company like s"personal touch" a formal letter instead of coming to meet the org isnt acceptable. Commuication medium can attain the status of a symbol apart from the actual message being transmitted (if a meeting is done via video it shows the importance of technology without saying anything) |
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Term
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Definition
| work is accomplished by people in the same time and place |
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Term
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Definition
| work is accomplished at the same time in different places |
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Term
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Definition
| work done in the same place at different times |
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Term
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Definition
| different times and places through the use of multiple information and computer technologies |
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Term
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Definition
-email: privacy rights clearinghouse
-internet: marketing and sales increase
-cell phones: phone, music, email, camera, new policies are being developed |
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Term
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Definition
-extremely common and many orgs have no policy
-occurs b/c of homophily
-orgs should provide training about work romances
broadcast sexual harassment policy
-Make sure you know all the policies. No PDA. |
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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 constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individuals employment, unreasonably interferes with and an individuals work performance or creates an intimidating, hostile or offensive work environment |
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Term
| Issues facing the current workforce |
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Definition
-globalization taking place and the market is changing
-health care benefits
-maternity paternity benefits
-military leave benefits |
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Term
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Definition
| anxiety, negative preferred over no info |
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Term
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Definition
| successful implementation based on whether critical people in organization support and facilitate the change |
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