Term
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Definition
| the process by which information is transmitted and understood between two or more people |
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Term
| What are some problems with email? |
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Definition
1) Poor medium for transmitting emotions
2) Reduces politeness and Respect
3) Is a poor medium for ambiguous, complex and novel situations
4) Contributes to information overload |
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Term
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Definition
| The nonconscious process of "catching" or sharing or sharing another person's emotions by mimicking that person's facial expressions and other nonverbal behavior |
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Term
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Definition
| refers to how well the communication medium is approved and supported by the organization, teams, and individual |
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Term
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Definition
| A medium's data-carrying capacity, that is, the volume and variety of information that can be transmitted during a specific time. |
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Term
| Three factors that seem to override or blur the medium's richness |
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Definition
1) the ability to multicommunicate
2) More varied proficiency levels
3) Social Distractions of rich levels |
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Term
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Definition
The use of facts, logical arguments, and emotional appeals to change another person'
s beliefs and attitudes, usually for the purpose of changing the person's behavior. |
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Term
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Definition
| A condition in which the volume of information received exceeds the person's capacity to process it |
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Term
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Definition
| Involves having incoming communication filtered, usually by an assistant |
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Term
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Definition
| occurs when we decide to overlook messages, such as using software rules to redirect emails form distribution lists to folders that we never look at |
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Term
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Definition
| reading executive summaries rather than the full reports |
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Term
| MBWA (management by Walking around) |
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Definition
| A communication practice in which executives get out of their offices and learn from others in the organization through face-to-face dialouge |
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Term
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Definition
| An unstructured and informal network founded on social relationships rather than organizational charts or job descriptions |
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Term
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Definition
| A web site that allows collaborative editing of its content and structure by its users. |
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Term
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Definition
| The capacity of a person, team, or organization to influence others |
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Term
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Definition
| The capacity of a person, team, or organization to keep a more powerful person or group in the exchange relationship |
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Term
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Definition
| An agreement among organizational members that people in certain roles can request certain behaviors of others |
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Term
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Definition
| A Contingency of power pertaining to the availability of alternatives |
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Term
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Definition
| A contingency of power pertaining to the degree and nature of interdependence between the power holder and others |
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Term
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Definition
| The freedom to excercise judgement-to make decisions without referring to a specific rule or receiving permission from someone else |
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Term
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Definition
| The knowledge and other resources available to people or social units (teams, organizations) from a durable network that connects them to others |
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Term
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Definition
| Any behavior that attempts to alter someones attitudes or behavior |
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Term
| What are several types or influence tactics? |
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Definition
1) Silent authority
2) Assertiveness
3) Information Control |
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Term
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Definition
| A group that attempts to influence people outside the group by pooling the resources and power of its members |
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Term
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Definition
| A type of influence in which someone with higher authority or expertise is called on in reality or symbolically to support the influencer's position |
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Term
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Definition
| Calling on people with higher authority or expertise or symbolically relying on these sources to support the influencer's position |
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Term
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Definition
| The presentation of facts, logical arguments, and emotional appeals to change another person's attitudes and behavior |
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Term
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Definition
| A persuasive communication strategy of warning listeners that others will try to influence them in the future and that they should be wary about the opponent's arguments |
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Term
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Definition
| Any attempt to increase liking by, or perceived similarity to, some targeted person |
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Term
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Definition
| The practice of actively shaping our public images |
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Term
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Definition
| Behaviors that others perceive as self-serving tactics for personal gain at the expense of other people and possibly the organization |
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Term
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Definition
| The beliefs that deceit is a natural and acceptable way to influence others and that getting more than one deserves is acceptable |
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Term
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Definition
| A process in which one party perceived that his or her interests are being opposed or negatively affected by another party |
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Term
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Definition
| A type of conflict in which people focus their discussion on the issue while maintaining respect for people having other points of view |
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Term
| What are some sources of Conflict in Organizations? |
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Definition
1) Incompatible goals
2) Differentiation |
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Term
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Definition
| The belief that conflicting parties will find a mutually beneficial solution to their disagreement |
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Term
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Definition
| The belief that the parties are drawing from a fixed pie, so the more one party received, the less the other party will receive |
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Term
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Definition
| The process whereby two or more conflicting parties attempt to resolve their divergent foals by redefining the terms of their interdependence |
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Term
| Third-Party conflict resolution |
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Definition
| Any attempt by a relatively neutral person to help conflicting parties resolve their differences |
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Term
| Alternative Dispute Resolution |
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Definition
| An orderly process or third-party dispute resolution, typically including mediation followed by arbitration |
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Term
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Definition
| Influencing, motivating, and enabling others to contribute toward the effectiveness and success of the organizations of which they are members |
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Term
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Definition
| The view that leadership is broadly distributed, rather than assigned to one person, such that people within the team and organization lead each other |
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Term
| What are come competencies of effective leaders? |
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Definition
1) Personality
2) Self-Concept
3) Drive
4) Integrity
5) Leadership motivation
6) Knowledge of the business
7) Cognitive and Practical Intelligence
8) Emotional Intelligence |
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Term
| Path-Goal leadership theory |
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Definition
| A contingency theory of leadership based on the expectancy theory of motiavtion that relates several leadership styles to specific employee and situational contingencies |
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Term
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Definition
| The view that leaders serve followers, rather than vice versa; leaders help employees fufill their needs and are coached, stewards, and facilitators of employee performance |
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Term
| What are the styles of Path-Goal Leadership? |
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Definition
1) Directive
2) Supportive
3) Participative
4) Achievement-Oriented |
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Term
| Situational Leadership Theory |
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Definition
| A commercially popular but poorly supported leadership model stating that effective leaders vary their style (telling, selling, participating, delegating) with the readiness of followers |
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Term
| Fiedler's Contingency model |
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Definition
| An early contingency leadership model that suggests that leader effectiveness depends on whether the person's natural leadership style is appropriately matched to the situation |
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Term
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Definition
| A theory identifying contingencies that either limit a leader's ability to influence subordinates or make a particular leadership style unnecessary |
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Term
| Transformational Leadership |
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Definition
| A leadership perspective that explains how leaders change teams or organizations by creating, communicating, and modeling a vision for the organization or work unit and inspiring employees to strive for that vision |
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Term
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Definition
| Leadership that helps organizations achieve their current objectives more efficiently, such as by linking job perofrmance to valued rewards and ensuring that employees have the resources needed to get the job done |
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Term
| Implicit Leadership Theory |
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Definition
| A theory stating that people evaluate a leader's effectiveness in terms of how well that person fits preconcieved beliefs about the features and bahaviors of effective leaders (leadership Prototypes) and that people tend to inflate the influence of leaders on organizational events |
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Term
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Definition
| The division of labor as well as the patterns of coordination, communication, workflow, and formal power that direct organizational activities |
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Term
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Definition
| The organization of employees from several departments into a temporary team for the purpose of developing a product of service |
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Term
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Definition
| The number of people directly reporting to the next level in the hierarchy |
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Term
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Definition
| the degree to which formal decision authority is held by a small group of people, typically those at the top of the organizational hierarchy |
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Term
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Definition
| The degree to which organizations standardize behavior through rules, procedures, formal training, and relate mechanisms |
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Term
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Definition
| An organizational structure with a narrow span of control and a high degree of formalization and centralization |
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Term
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Definition
| An organizational sturcture with a wide span of control, little formalities, and decentralized decision making |
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Term
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Definition
| An organizational structure in which employees are organized around specific knowledge or other resources |
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Term
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Definition
| An organizational structure in which employees are organized around geographic areas, outputs (products or services), or clients |
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Term
| Globally integrated enterprises |
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Definition
| An organizational enterprise structure in which work processes and executive functions are distributed around the world through global centers, rather than developed in a home country and replicated in satellite countries or religions |
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Term
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Definition
| An organizational structure built around self-directed teams complete an entire piece of work |
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Term
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Definition
| An organizational structure that overlays two structures (such as a geographic divisional and a functional structure) in order to leverage the benefits of both |
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Term
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Definition
| An alliance of several organizations for the purpose of creating a product or serving a client |
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Term
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Definition
| The way the organization positions itself in its setting in relation to its stakeholders, given the organization's resources, capabilities, and mission |
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Term
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Definition
| The values and assumptions shared within and organization |
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Term
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Definition
| The observable symbols and signs of an organization's culture |
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Term
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Definition
| The programmed routines of daily organizational life that dramatize the organization's culture |
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Term
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Definition
| Planned displays of organizational, conducted specifically for the benefit of an audience |
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Term
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Definition
| An organizational culture in which employees are receptive to change, including the ongoing alignment or the organization to its environment and continuous improvement of internal processes |
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Term
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Definition
| A process of diagnosing cultural relations between companies and determining the extent to which cultural clashed will likely occur |
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Term
| Attraction-Selection_attrition (ASA) theory |
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Definition
| A theory which states that organizations have a natural tendency to attract, sleect, and retain people with values and personality characteristics that are consistent with the organization's character, resulting in a more homogeneous organization and a stronger culture |
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Term
| Organizational Socialization |
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Definition
| The process by which individuals learn the values, expected behaviors, and social knowledge necessary to assume their roles in the organization |
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Term
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Definition
| The stress that results when employees perceive discrepancies between their pre-employment expectations and on-the-job reality |
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Term
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Definition
| A method of improving organizational socialization socialization in which job applicants are given a balance of positive and negative information about the job and work context |
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Term
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Definition
| Kurt Lewin's model of system wide change that helps change agents diagnose the force that drive and restrain proposed organizational change |
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Term
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Definition
| The first part of the change process, in which the change agent produces disequilibrium between the driving and restraining forces |
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Term
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Definition
| The latter part of the change process, in which systems and conditions are introduced that reinforce and maintain the desired bahaviors |
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Term
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Definition
| A problem-focused change process that combines action orientation (changing attitudes and behavior) and research orientation (testing theory through data collection and analysis) |
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Term
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Definition
| An organizational change strategy that directs the group's attention away from its own problems and forces participants on the group's potential and positive elements |
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Term
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Definition
| An organizational change strategy that consists of system wide group sessions, usually lasting a few days, in which participants identify and establish ways to adapt to those changes |
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Term
| Parallel learning structure |
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Definition
| A highly participative arrangement composed of people from most levels of the organization who follow the action research model to produce meaningful organizational change |
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Term
| Parallel learning structure |
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Definition
| A highly participative arrangement composed of people from most levels of the organization who follow the action research model to produce meaningful organizational change |
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