MGMT Exam 2

The Dialect method

A major drawback of _________ is that "winning the debate" may overshadow the issue at hand, leading to a less than desired conclusion.

Negative Inequity

A person will experience _______ when his or her outcome to input ratio is less than that of a relevant comparison person.

A team

A team is a small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable.

elaborator

An _______ is the person who promotes greater understanding through examples or exploration of implications for a group.

What, Amount, How Long

Direction pertains to ____represents the amount of effort being invested in the activity, intensity represents the ______of effort being invested in the activity, and persistence represents for _____ that activity is the focus of one's attention.

High group cohesiveness

can actually work against a team.

Both individuals and their employers

can be the root cause of mistreatment at work.

teamwork competencies include:

contributes to the team's work; constructively interacts with team members; keeps team on track; expects quality work; and possesses relevant knowledge, skills, and abilities for team's responsibilities.

Variable ratio and variable interval

schedules of reinforcement produce the strongest behavior that is most resistant to extinction.

A third-party observer

should not take sides in someone else's conflict

Negative reinforcement

strengthens a desired behavior by contingently withdrawing something displeasing. Taking a different route (desired behavior) enabled him to avoid construction traffic (displeasing).

informal group

A group that gets together because of a common interest is an ___

knowledge and skill

A learning goal involves enhancing

(1) All employees need to be familiar with and follow company policies regarding diversity, anti-discrimination, and sexual harassment; (2) Communicate directly with the other person to resolve the perceived conflict; (3) Avoid dragging coworkers into the conflict; (4) If dysfunctional conflict persists, seek help from direct supervisors or human resource specialists.

Employees can reduce personality conflict by:

Company Policies, Supervision, Working Conditions, Salary

Examples of a hygiene factor in Herzberg's motivator-hygiene model?

Variable

If unpredictable instances of a target behavior are reinforced, a _________ schedule is in effect.

keep the group together

In short, task roles keep the group on track while maintenance roles

Experienced Meaningfulness of the work

In the job characteristics model, the presence of skill variety, task identity, and task significance cause an employee to feel

over-relies on information from the last portion of the review period.

In the recency perceptual error, a person

Performing

In which stage of the group development process are group members asking, "How can I best perform my role?"

Psychic rewards vs. Financial, material, and social rewards

Intrinsic vs Extrinsic Rewards

Performance

Jack set himself a goal of shooting a 79 or better on his local golf course before the end of spring. This is a ________ goal.

destructive leadership

One of the possible causes of incivility in the workplace is __________—both autocratic and laissez—faire.

Psychological, safety, love/belonging, esteem, self-actualization

Order of Maslow's Hierarchy of Needs

___extinction increases undesired behaviors.

Punishment decreases undesired behaviors but ___

Respondent Behavior

Skinner labeled unlearned reflexes or stimulus-response connections as

Monitoring and Evaluating Performance

Step 1 of the performance management process is

virtual teams

Teams composed of specialists from different areas are called

avoiding and obliging

The ___________ styles are inappropriate when the issue is important to you.

designing jobs that possess the five core job characteristics.

The goal of the job characteristic model is to promote high intrinsic motivation by

task and maintenance

The two types of roles are particularly important for effective group functioning are

communication

Trust of disclosure is _____ trust.

(1) Stop ignoring conflict; (2) Act decisively to improve the outcome; (3) Make the path to resolution open and honest; (4) Use descriptive language instead of evaluative; (5) Make the process a team-building opportunity; (6) Keep the upside in mind.

When tempted to avoid conflict, do the following instead:

committed, collaborative, competent

Which of the following are the three Cs of team players?

implementing complex decisions

Which of the following is an organizational function of a group?

personal relationship with the feedback giver

Which of the following is not a factor that affects perceptions of feedback?

groups

____ routinely outperform the average of their individual members, particularly with quantitative tasks.

avoiding

_____ is the conflict handling style that is passive withdrawal from the problem and active suppression of the issue.

Autonomy

_____ is the extent to which a job enables an individual to experience freedom, independence, and discretion.

mediation

______ is an alternative dispute resolution technique in which a trained, third-party neutral actively guides disputing parties in exploring innovative solutions to the conflict.

Valence

______ is the positive or negative value people place on outcomes.

Distributive

______ justice is the perceived fairness of how resources and rewards are distributed or allocated.

Persistence

______ refers to how long we focus on an activity.

Cross functional

______ teams are composed of specialists from different areas.

Personality

________ conflict is defined as interpersonal opposition based on individual dislike or disagreement.

Motivation

________ explains why we do the things we do

Intrinsic Motivation

___________ occurs when an individual is "turned on to one's work because of the positive internal feelings that are generated by doing well."

continuous and fixed schedules

are the least likely to have the desired effects over time.

Total Rewards

encompass not only compensation and benefits, but also personal and professional growth opportunities and a motivating work environment that includes recognition, job design, and work-life balance.

Effective managers

give employees timely and task-specific feedback about what they are doing right, as well as about what they are doing wrong.

During the forming stage,

group members tend to be uncertain and anxious about such things as their roles, the people in charge, and the group's goals.

In 360-degree feedback

individuals compare perceptions of their own performance with behaviorally specific performance information from their manager, subordinates, and peers.

Devil's advocacy

involves assigning someone the role of critic.

Job enlargement

involves putting more variety into a worker's job by combining specialized tasks of comparable difficulty.

Equity Theory

is a model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships.

Performance Management

is a set of processes and managerial behaviors that involve defining, monitoring, measuring, evaluating, and providing consequences for performance expectations.

Job Enrichment

is the process of modifying a job to increase the opportunities to experience achievement, recognition, stimulating work, responsibility, and advancement

Job crafting

may involve changing task boundaries, the relational nature of a job, or cognitions about the job.

the obliging style

of conflict handling involves low concern for self and high concern for others.

Dysfunctional conflict

threatens an organization's interests.

Contractual

trust is trust of character.