Term
| Advantages for Diversification (5) |
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Definition
1. expanded talent pool
2. multiple viewpoints
3. better decision making
4. more flexible and adaptable organizations
5. ready for a multi cultural world |
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Term
| Types of communication and information technologies (3) |
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Definition
1. Basic Communication Technologies - telephone, audioconferencing, email, IM, computer conferencing
2. work process integration - electronic data interchange, computer aided design and manufacturing
3. knowledge management - knowledge databases, expertise locator systems |
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Term
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Definition
Match the medium to the task at hand...
Rich media for ambiguous tasks and leaner media for unambiguous tasks. |
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Term
| Social Information Processing |
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Definition
perceptions and preferences for media are shaped by"
- perceived media characteristics
- experience with media
- coworkers' attitues and beliefs about media
- organizations norms about media
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Term
| Symbolic aspects of media (dual capacity model) |
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Definition
how good is the media at conveying symbols
what does using the medium symbolize in the organization. (Marshall Poole has to write a thank you card in ink to his mother in law becuase she symbolizes that as the best) |
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Term
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Definition
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Term
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Definition
| Distruptions related to email, text messaging and incoming data... estimated to cost billions in lost time |
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Term
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Definition
when workers are expecte to show certain emotions as part of their jobs
done through:
Surface acting: dont really feel emotion, but act like you do
Deep acting: reallly feel the emotion as part of the role |
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Term
| Impacts of Emotional Labor |
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Definition
Positive: can make you feel better
Negative: emotional dissonance, alienation from true emotions, anger and frustration |
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Term
| Emotions in the workplace according to Organization culture theorits |
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Definition
- emotion is a natural part of organizational culture
- work hard/play hard culture
- informal dress code, parties, games, humor, joking, -- loosen up employees
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Term
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Definition
- thought to empower employees
- stimulate creativity
- generate group cohesiveness and sense of belonging
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Term
| Stressors create strain on the individual, called burnout, that leads to negative psychological, individual, and organizational outcomes |
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Definition
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Term
| Communication and burnout model. |
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Definition
Empathic concern increases comm responsiveness which decreases burnout which decreases negative outcomes
On the other hand...
Emotional contagion decreases comm responsiveness which increases burnout, which increases negative outcomes |
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Term
| personal and organizational strategies for coping with burnout (3) |
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Definition
1. problem-focused coping - deal with the causes of burnout
2. appraisal focused coping - change the way you think about the stressful situation
3. emotion centered coping - deal with the negative outcomes of burnout |
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Term
| Communicative strategies for coping with burnout (3) |
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Definition
getting social support from your friends
- emotional support
- informational support
- instrumental support
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Term
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Definition
| unfreeze -> Change -> refreeze |
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Term
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Definition
- those with the formal power to make a decision necessary to carry out the change
- those with the power to block the change
- those affected by the change
- those with relevant information or expertise to facilitate and carry out the change
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Term
| Different types of stakeholders (4) |
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Definition
- importance of stakeholder
- stakeholder's position on change: support or oppose
- low priority: low importance, support
- problematic: low importance, oppose
- advocates: high importance, support
- antagonistic: high importance, oppose
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Term
| Nutt's typology as a strategy for implementation (4) |
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Definition
- edict
- persuasion
- intervention
- participation
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Term
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Definition
| Expert centered, independence of experts from top management, reliance on power of expertise |
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Term
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Definition
| problem solving orientation, selling of change, utilization of users in developmet and adaptation |
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Term
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Definition
| high level goal setting, low level decision making, high user involvement |
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Term
| Processes y which change agents bring about change (3) |
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Definition
- Rational process
- participative process
- renegade process
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Term
| Rational Championiong process |
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Definition
| build mometum after approval |
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Term
| participative championing process |
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Definition
| build support before talking to the manager (build momentum) |
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Term
| renegade championing process |
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Definition
person's idea is not consistent with the organization
has risk if boss doesnt like your change
(career limiting move) |
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Term
| Laurie Lewis "communicating change to nonprofit stakeholders (6) |
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Definition
- Equal Dissemination
- Equal Participation
- Quid Pro Quo
- Need to Know
- Marketing
- Reactionary
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Term
| Reactionary approach to implementation |
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Definition
Reactive Communication
Resonding to issues as they come up |
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Term
| Marketing Approach to Implementation |
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Definition
| Construct different messages for different audience or constituencies |
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Term
| Need to Know Approach to Implementation |
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Definition
| Keep quiet about the change except for those who really have to know or who epress a desire to be informed |
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Term
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Definition
| communicate more with stakeholders who have something the organization needs or desires |
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Term
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Definition
| two way communication that invites advice, ideas and approval from stakeholders |
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Term
| equal dissemination approach to implementation |
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Definition
| disseminate informtaion to stakeholders of all sorts, early, often, and equally |
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Term
| implementation need for communicative efficiency |
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Definition
need to know
quid pro quo |
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Term
| implementation approach for consensus building |
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Definition
equal participation
marketing |
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Term
| both efficiency and consensus building approac to implementation |
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Definition
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Term
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Definition
| Sponsors control, avoidance of participation, reliance on top management power |
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Term
| What is the channel expansion theory? |
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Definition
| It says that richness perceptions will depend on an individual’s personal experience with a specific medium |
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Term
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Definition
| anyone not in the dominant group |
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Term
| What are 2 types of social identity? |
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Definition
Individual (our personal accomplishments and characteristics)
social (the groups we associate with) |
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Term
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Definition
| process where individual employees are perceived through stereotypes |
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Term
| What is a paradox of visibility? |
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Definition
| the first of a minority group in an organization is pressured to be a role model or poster child for others of that group in the future |
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Term
| What does it mean to marginalize others? |
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Definition
| accept there presence in the organization but isolate them in places with relatively little power |
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Term
| 3 phases of workplace development in the area of cultural and gender diversity |
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Definition
1. 1st generation affirmative action
2. 2nd generation affirmative action
3.multicultural organization |
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Term
| 3 phases of workplace development in the area of cultural and gender diversity |
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Definition
1. 1st generation affirmative action
2. 2nd generation affirmative action
3.multicultural organization |
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