Term
|
Definition
| the capacity that A has to influence the behavior of B so that B acts in accordance with A's wishes |
|
|
Term
|
Definition
| power does not need to be actualized to be effective |
|
|
Term
|
Definition
| the relationship that one person has when the other possesses something they want/require |
|
|
Term
|
Definition
| focus on goal achievement along with others |
|
|
Term
|
Definition
| defined by the position a person holds in an organization |
|
|
Term
|
Definition
| employees fear negative consequences if they don't do what they are told |
|
|
Term
|
Definition
| opposite of coercive; ability to distribute rewards that others see as valuable, making them accomplish the goals to get the reward |
|
|
Term
|
Definition
| formal authority to control and use resources is based on persons position in the formal hierarchy |
|
|
Term
|
Definition
| used to translate power bases into specific actions that influence others |
|
|
Term
|
Definition
| one of the nine influence tactics that relies on authority position, organizational policies, or rules |
|
|
Term
|
Definition
| one of the nine influence tactics that presents logical arguments/factual evidence |
|
|
Term
|
Definition
| one of the nine influence tactics that appeals to target values, needs, hopes, and aspirations |
|
|
Term
|
Definition
| one of the nine influence tactics that involved target in deciding how to accomplish plan |
|
|
Term
|
Definition
| one of the nine influence tactics that involves rewarding target with benefit/favors in exchange for following a request |
|
|
Term
|
Definition
| one of the nine influence tactics that involves asking for compliance based on friendship/loyalty |
|
|
Term
|
Definition
| one of the nine influence tactics that involves flattery, praise, or friendly behavior to make a request |
|
|
Term
|
Definition
| one of the nine influence tactics that uses warnings, repeated demands, or threats |
|
|
Term
|
Definition
| one of the nine influence tactics that involves enlisting the aid of others to persuade the target to agree |
|
|
Term
|
Definition
| activities that are not required as part of the job, but that impact the way benefits and punishments are distributed within the organization |
|
|
Term
| Legitimate Political Behaviors |
|
Definition
| everyday normal politics such as complaining, bypassing, or obstructing |
|
|
Term
| Illegitimate Political Behaviors |
|
Definition
| behaviors that are more extreme and violate implied rules of the game such as sabotage, whistle blowing, and symbolic protest |
|
|
Term
|
Definition
| twisting facts to support one's own goals and interests |
|
|
Term
|
Definition
| responses to political behavior; process by which individuals attempt to control the impression others form of them |
|
|
Term
|
Definition
| process that begins when one party perceives that another party has negatively affected, or is about to negatively affect something that the first party cares about |
|
|
Term
|
Definition
| all conflict is harmful and must be avoided (1930's and 40's) |
|
|
Term
|
Definition
| conflict is encouraged to prevent group from becoming stale |
|
|
Term
|
Definition
| improves group performance; supports the goals of the group |
|
|
Term
|
Definition
| hinders group performance |
|
|
Term
|
Definition
| conflict over work content and goals |
|
|
Term
|
Definition
| interpersonal; problems between individuals; usually dysfunctional |
|
|
Term
|
Definition
| disagreement on how the work is done |
|
|
Term
| Managed Conflict View (Resolution) |
|
Definition
| conflict is inevitable but we should focus on productive conflict resolution |
|
|
Term
|
Definition
| process in which two or more parties exchange goods or services and attempt to agree on the exchange rate for them |
|
|
Term
|
Definition
| seeks to divide up a fixed amount of resources and creates a win/loss situation |
|
|
Term
|
Definition
| seeks one or more settlements that that can create a win-win situation for all parties involved; preferred method |
|
|
Term
| Best Alternative To A Negotiated Agreement |
|
Definition
|
|
Term
|
Definition
| system of shared meaning held by members that distinguishes the organization from other organizations |
|
|
Term
|
Definition
| measures affective responses to the work environment; concerned with how employees feel about the organization |
|
|
Term
|
Definition
| when there are a variety of different cultures in an organization |
|
|
Term
|
Definition
| organization's core values are both intensely held and widely shared |
|
|
Term
|
Definition
| company can become institutionalized when people value the organization more than what they provide |
|
|
Term
|
Definition
| help new employees adapt to the existing culture; impacts work productivity, commitment to organization's objectives, and eventual decision to stay with the organization |
|
|
Term
|
Definition
| step in the socialization process where each individual arrives with set of values, attitudes, and expectations about work to be done and the organization |
|
|
Term
|
Definition
| step in the socialization process where employees are exposed to the organization; expectations are measured against reality and sometimes they don't align |
|
|
Term
|
Definition
| step in the socialization process when the new employee adjusts to their organization and their work; internalize and accept the norms |
|
|
Term
|
Definition
| provide explanations for current practices |
|
|
Term
|
Definition
| repetitive sequences of activities; reinforce key values of organization and provide insight into culture |
|
|
Term
|
Definition
| convey importance; dress code, office size/style, perks |
|
|
Term
|
Definition
| identify and segregate members |
|
|
Term
|
Definition
| influence wielded as a result of expertise, special skill, or knowledge |
|
|
Term
|
Definition
| based on personal traits or resources they can offer to others |
|
|
Term
|
Definition
| core values that are shared by the majority of employees in the organization |
|
|
