Management Chapter 10
Attitudes can be changed, but it is hard
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day to day manager-employee interactions are based on legitimate power
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What are the 4 preferences in the Myers-Briggs type indicator model?
1. extrovert or introvert 2. sensing or intuitive 3. thinking or feeling 4. judging or perceiving
What are the different types of entrepreneurial types?
1. hustlers 2. innovators 3. machines 4. prodigies 5. visionaries
What is the attribution process?
1. observe behavior 2. determine reason for behavior (either intentional behavior, if so determine the person's intent or situational behavior) 3. determine behavioral response
What are the 2 sources of power influencing behavior?
1. one's position: position power is derived from top management and is delegated down the chain of command and gives formal authority 2. one's person: is derived from followers, based on an individuals' behavior charismatic (charming) people tend to be leaders and have personal power
What are the 6 foundations of indivudals behavior?
1. our thoughts 2. self confidence 3. self esteem 4. personality 5. perception 6. attitudes
What are the steps of the negotiation process?
1. plan: research, set objectives and tradeoffs and anticipate questions 2. negotiate : create a bond, and ask questions and don't give in quickly 3. postpone (possibly, if there is no process being made) 4. reach agreement or reach no agreement: put in writing and follow up
What are the difference perception biases, that cause us to perceive the same behavior differently?
1. selectivity 2. frame of reference 3. stereotyping 4. expectations 5. the "like me" assumption
What are the personality classification methods?
1. single traits classification 2. Big Five personality dimensions 3. Myers-Briggs Type Indicator (MBTI)
What are the steps of the conflict resolution model?
1. state the problem in terms of behaviors, consequences, and feelings in a BCF statement 2. get the other person to acknowledge the problem or conflict (if other person doesn't respond, repeat your statement in different terms, if necessary) 3. ask for and/ or present alternative resolutions to the conflict: ask how the conflict might be resolved and appeal to common goals, if other person doesn't want to resolve problem (show other person what is in it for them) 4. come to an agreement: clearly state the specific actions you each agree to
a statement that describes a conflict in terms of behaviors, consequences, and feelings in a way that maintains ownership of the problem
BCF statment
is a trait based on the belief that the ends can justify the means and power should be used ti reach desired ends (also known as narcissists)
Machiavellianism
that employees live up or down to fulfill managers' expectations about themselves and so if managers expect employees to be productive and successful and treat them accordingly, employees react by being productive (or vice versa)
Pygmalion effect
users attempt to resolve conflict by passively giving in to the opposing side users are unassertive, but cooperative, as you attempt to satisfy the needs of others, but neglect your own needs creates a situation in which you loose and other party wins
accommodating conflict style
are positive or negative evaluations of people, things, and situations (or judgements based on perceptions)
attitudes
is the process of determining the reason for someone's behavior and whether that behavior is situation or intentional
attribution
users attempt to passively ignore conflict (do this by refusing to take a stance, by mentally withdrawing, or by physical leaving) rather than resolve it can lead to passive aggressive behavior results in a lose lose situation because the conflict is not solved
avoiding conflict style
What can the avoiding conflict style lead to?
building frustration and blowing up at the person (passive aggressive behavior), which often results in ongoing arguments and the conflict is never resolved
employee efforts that go above and beyond the call of duty
citizenship behavior (better attitude towards work = more citizenship behavior)
is a network of alliances that help achieve an objective
coalition
involves threat and/or punishments to influence compliance and employees often do what their boss requests, out of fear, but often leads to employee retaliation and negative behavior/ lower performance
coercive power
power based on the user's relationship with influential people if people know you are friendly with people in power, they are more apt to do as you request
connection power
are responsible/ dependable, hardworking, persistent, organized, consistent, and achievement oriented
conscientious people
How do you get referent power?
develop interpersonal skills
tends to hurt relationships and decrease performance and prevents the achievement of organizational objectives
dysfunctional conflict
have varying personality traits and characteristic, but have a lot of self confidence and self control
entrepreneurial types
how we see or hear what we anticipate
expectations
is based on the user's skill and knowledge (being an expert gives you power because it makes other people more convinced to trust and respect you)
expert power
believe that they have no control over the rate and that their behavior has little to do with their performance
externalizers
sers attempt to resolve conflict by using aggressive behavior and not being cooperative with others, to get their own way (narcissists use this style) managers sometimes use their position power to force others to do what they want them to do these types or users enjoy dealing with avoiders and accommodators
forcing conflict
refers to seeing things from your own point of view (how you perceive things verses how others do)
frame of reference
can decrease complacency and reveal inefficiencies, which in turn can lead to a more positive work environment, increase employee creativity, and exchange motivation, morale, and performance
functional conflict
exists when disagreement and opposition support the achievement of organizational objectives
functional conflict
when you have functional stress, you have what?
high performance (is positive stress)
go-getting sales types
hustlers
is based on other's need for data
information power
is a person who confront another person in order to resolve conflict
initiator
looking for creative ideas
innovators
believe that they control their fate and that their behavior has a direct effect on their performance and tend to have high self-esteem and self-confidence and tend to show higher levels of performance
internalizers
What is extroversion in OCEAN?
is measured along a continuum between extrovert and introvert
What is emotionalism in OCEAN?
is on a continuum between emotional stability and instability
What is conscientiousness in OCEAN?
is on a continuum between responsible/ dependable and irresponsible/ undependable
What does the Myers-Briggs type indicator model do?
it identifies your personality preferences and is based on your 4 preferences for certain ways of thinking and behaving
is a person's attitude towards a job
job satisfaction (is measured on a continuum)
is power based on the user's position in the organization
legitimate power
What is Agreeableness in OCEAN?
lies on a continuum between easy and difficult to work with
What is openness (also called open to experience) in OCEAN?
lies on a continuum, between being willing to try new things and not being willing to do so
is the process of believing that others perceive things as you do because they are similar to you or because what you think makes the most sense (so others would naturally think the same thing)
like me assumption
is a trait that lies on a continuum between believing that control over ones destiny is external and believing that it is internal
locus of control
quiet, diligent doers
machines
is a process in which two or more parties in conflict attempt to come to an agreement
negotiating
What are the 2 most difficult managing conflict styles to adapt?
negotiating and collaborating
leads to game playing in which people ask for twice as must as they need in order to get what they wants
negotiating conflict style
users attempt to resolve conflict though assertive give and take compromises are moderate in assertiveness and cooperation an "I win some and you win some situation is created" through compromise
negotiating conflict style
How do you get connection power?
network with people and use political behavior (exchange favors)
is the process of developing relationships for the process of career building and socializing (is about developing mutually beneficial relationships)
networking
can be very charming and use flattery to influence others, but they are poor losers and can display negative emotions toward others when they don't get their way
neurotics (are unstable people)
Do you have to be a manager to have power?
no, some employees actually have more influence (power) over other employees than the manager does
What does OCEAN stand for?
openness, conscientiousness, extraversion, agreeableness, neuroticism (emotionalism)
What are some of the single traits that make up personality?
optimism locus of control risk propensity entrepreneurial types
the study of actions that affect performance in the workplace
organizational behavior (OB)
What is a major factor that determines how we perceive things?
our own internal environment (our thoughts reveal the perception we have of ourselves, which in turn affects our behavior)
What is the 1 foundation of your organizational behavior that affects all other orgaenzatial behavior foundations?
our thoughts
cause our behavior and performance and affect our self confidence and self esteem
our thoughts
How do you increase you expert power?
participate in training and educational programs, keep up with the latest technology, and volunteer to be the first to learn something new
What are ambiverts?
people who have both extrovert and introvert qualities
What is behavior the product of/ based on?
perception
is the process of selecting, organizing, and interpreting environmental information and is a person's interpretation of reality
perception
means all parties perceive a situation in the same way
perception congruence
something that is not in perception congruence
perception dissonance
is a combination of behavioral, mental, and emotional traits that define an individual and this is a primary influence on how we behave
personality
is about 50% innate (based on your genetics) and about 50% learned
personality
is the process of gaining and using power (is a medium of exchange for getting what we want)
politics
is the ability to influence others' behavior
power
stoic, brilliant recluses
prodigies
is composed of the implicit expectations of each party (you have set expectations about why you will contribute to the organization and what it will provide to you and often we are not aware of our expectations until they have not been met
psychological contract
How does the Big Five personality dimensions (also called Five Factor Model or also called OCEAN) work?
puts multiple traits together to form a personality profile and states all individual traits can be placed in one of the five dimensions
involves the mutual exchange of favors and privileges to accomplish objectives
reciprocity (or social exchange theory)
What is the difference between reciprocity and coalition?
reciprocity is used to achieve ongoing objectives, whereas coalitions are developed for achieving a specific objective
is based on the user's personal source of power relationships with others is often used by people that have little or no position power, but are able to use their interpersonal skills well ex: when asking another person to do something, you would express it as a request rather than as an order
referent power
power based on the user's ability to influence others by providing something of value to them ex: use of positive reinforcement or incentives, such as praise, or pay raises to influence other's behavior ex: with regular employee positions, you can give complements and exchange favors or give them something of value
reward power
lies on a continuum from risk taking to risk avoiding
risk propensity
refers to people's tendencies to screen information in favor of their desired outcome (people only hear what they want to)
selectivity
consist of positive thoughts, emotions gratitude, and avoiding harmful habits
self control
is about your overall view of yourself and is influences by our past experience and our thoughts of self confidence and self doubt
self esteem
is about believing you can do a specific task and needs to be based on realists experience and skill
self-confidence (self efficacy or self concept)
What is the difference between situational and intentional behavior?
situational behavior is either accidental or out of the control of the individual, whereas intentional behavior is done on purpose
is the process of making generalizations about the behavior of a group and then applying the generalizations to one individual (stereotyping can lead to perception errors)
stereotyping
is the body's reaction to environmental demands
stress (is on a continuum from functional (good stress, such as a deadline), to dysfunctional (bad stress, that decreases performance)
What can overuse of the accommodating conflict style lead to??
tends to lead to people taking advantage of you and the type of relationship you are trying to maintain is usually lost anyway
What is another factor that influences the perception process?
the information available from the external environment
When is it okay to use coercive power?
to maintain discipline when enforcing rules
collaborating conflict style
users assertively attempt to resolve conflict by working together with the other person to find a solution acceptable to all parties tends to lead to the best solution to the conflict, but it takes more skill, effort and time an "I win some and I lose some" situation
How do you get coercive power?
usually need to have a management job to have corrective power
plan the future
visionaries
When should the forcing conflict style be used?
when an employee openly challenges the mangers's authority or rules
When does conflict arise?
when the psychological contract is broken, which happens when 1. fail to make explicit our own expectations and fail ask about the expectations of others 2. we assume that others have the same expectations that we have
When do we make attributions?
when we infer causes about particular outcomes (is about making judgments)
What is your response to someone else's behavior partly determined by?
whether you attribute the behavior to situational factors or intentional factors
