Term
[image]Mutuality of interest |
|
Definition
9involves win–win situations in which one’s self-interest is served by cooperating actively and creatively with potential adversaries. |
|
|
Term
|
Definition
9substantial agreement followed by initiative and persistence in pursuit of common goals (influence outcome) |
|
|
Term
|
Definition
9reluctant agreement requiring subsequent prodding to satisfy minimum requirements (influence outcome) |
|
|
Term
|
Definition
9stalling, unproductive arguing, or outright rejection |
|
|
Term
|
Definition
9ability to marshal the human, informational, and material resources to get something done |
|
|
Term
|
Definition
9plans, self-doubts, mixed outcomes and concerns for others |
|
|
Term
[image]Personalized power |
|
Definition
9expressions of power for the sake of personal aggrandizement become paramount |
|
|
Term
|
Definition
9obtaining compliance by promising or granting rewards. |
|
|
Term
|
Definition
9obtaining compliance through threatened or actual punishment. |
|
|
Term
|
Definition
9obtaining compliance through formal authority. |
|
|
Term
|
Definition
9obtaining compliance through one’s knowledge or information. |
|
|
Term
|
Definition
9obtaining compliance through charisma or personal attraction. |
|
|
Term
|
Definition
9recognizing and releasing into the organization the power that people already have in their wealth of useful knowledge, experience, and internal motivation. |
|
|
Term
[image]Participative management |
|
Definition
9process whereby employees play a direct role in setting goals, making decisions, solving problems, and making changes in the organization |
|
|
Term
Participative management helps employees fulfill three basic needs: |
|
Definition
[image]Autonomy
[image]Meaningfulness of work
[image]Interpersonal contact |
|
|
Term
|
Definition
9the process of granting decision-makingauthority to lower-level employees
9amounts to power distribution |
|
|
Term
| Personal initiative is characterized by the following aspects: |
|
Definition
1.consistent with the organization’s mission,
2.has a long-term focus,
3.goal-directed and action-oriented,
4.persistent in the face of barriers and setbacks
5.self-starting and proactive. |
|
|
Term
|
Definition
| How can you improve your leverage position? |
|
|
Term
|
Definition
9How can your work make the business more successful? |
|
|
Term
|
Definition
9How can you enhance your reputation, especially with those who can achieve your goals? |
|
|
Term
|
Definition
9How can you increase your network of allies and supporters? |
|
|
Term
[image]Organizational politics |
|
Definition
9intentional acts of influence to enhance or protect the self-interests of individuals or groups |
|
|
Term
|
Definition
9an informal group bound together by the active pursuit of a single issue |
|
|
Term
[image]Impression management |
|
Definition
9the process by which people attempt to control or manipulate the reactions of others to images of themselves or their ideas |
|
|
Term
|
Definition
9manipulating information about one’s performance |
|
|
Term
[image]Supervisor-focused |
|
Definition
| praising and doing favors for one’s supervisor |
|
|
Term
|
Definition
9presenting oneself as a polite and nice person |
|
|
