MGT 305 Exam 2 (Chapters 6-10)

True or False: stress is always bad and leads to negative outcomes?

False (slide 15 in chapter 8)

True or False: Today, many organizations rely heavily on strict rules and standardization to guide and regulate employee behavior

False -Although some formalization is necessary for consistency and control, today many organizations rely LESS on strict rules and standardization to guide and regulate employee behavior than they did in the past

Risk taking

a preference for assuming or avoiding risk impacts how long it takes an individual to make a decision and how much information they require before choosing

Status

a prestige grading, position, or rank within a group

Flextime (flexible work hours)

a scheduling system in which employees are required to work a specific number of hours a week but are free to vary those hours within certain limits

Personality

a unique combination of emotional, thought, and behavioral patterns that affect how a person reacts to situations and interacts with others

Cross-functional team

a work team composed of individuals from various specialties

True or false: In global organizations, understanding the relationship between team effectiveness and team composition is more challenging because of the unique cultural characteristics represented by members of a global team

true

True or false: Sexual harassment can occur between members of the opposite or of the same sex, and between employees of the organization or between employee and non employee

true

Behavior or situational interview

applicants are observed not only for what they say but also for how they behave -applicants are presented with situations and are asked to "deal" with the situation

So many organizations are placing greater emphasis on ______________.

customer departmentalization

Customer departmentalization

customers in each department have a common set of problems and needs that can best be met by specialist

Organic organization

highly adaptive and flexible structure, which allows it to change rapidly as required

Departmentalization

how jobs are grouped together

Research finds that ________ ________ have certain personality characteristics in common: extremely high self-confidence, persistence, energy, and a tendency toward risk taking

idea champions

Variable pay systems

in which an individual's compensation is contingent on performance. 90 percent of U.S. organizations use this type of pay system

Reject errors mean ________________ because more applicants have to be screened but can also open the organization to charges of employment discrimination

increase selection cost

Pragmatic, maintains emotional distance, believes that ends can justify the means, and may have beliefs that are less ethical

machiavellianism

True or false: When hiring team members, managers should check whether applicants have the technical skills required to successfully perform the job and whether they have the interpersonal skills to fulfill team roles

true

The higher one moves in an organization, the closer ___________

one moves to the power core

A process by which we give meaning to our environment by organizing and interpreting sensory impressions

perception

Employees react to what rather than reality?

perception

The potential for ________ _______ exist

perceptual distortion

What establishes performance standards that are used to evaluate employee performance?

performance management system

Because of criticism to written test, the criticism has led an increase use of what?

performance-simulation test

Self-motivation

persistence in the face of setbacks and failures

Organic-type structure

positively influences innovation. Because this structure is low in formalization, centralization, and work specialization, it facilitates the flexibility and sharing of ideas that are critical to innovation

Coercive power

power based on fear

Referent power

power based on identification with a person who has a desirable resources or personal traits

Expert power

power based on one's expertise, special skills, or knowledge

Legitimate power

power based on one's position in the formal hierarchy

Reward power

power based on the ability to distribute something that others value

Selection Process

predict which applicants will be successful if hired

True or false: a process by which we give meaning to our environment by organizing and interpreting sensory impressions

true

True or false: operant conditioning is voluntary

true

True or false: studies have shown that when an organization's structure explicitly supports creativity, employees' creative performance can be enhanced

true

True or false: when deciding if you need to work in teams or individually, creating a common purpose or set of goals for the people in the group that's more than the sum of individual goals?

true

True or false: when we make judgments about the behavior of other people, we tend to underestimate the influence of external factors and overestimate the influence of internal or personal factors

true

A model's influence will depend on how well the individual remembers the model's action, even after the model is no longer readily available

retention processes

Skill - based pay systems

reward employees for the job skills and competencies they demonstrate, and research shows that these systems tend to be more successful in manufacturing organizations and in organizations pursuing technical innovations

Mechanistic organization (bureaucracy)

rigid and tightly controlled structure that combines traditional aspects of all six elements of organization structure

Role

role refers to behavior patterns expected of someone who occupies a given position in a social unit

Managers use a number of ______ to reduce accept and reject errors.

selection devices

A formal group of employees who operate without a manager and are responsible for a complete work process or segment

self-managed work team

A trait that measures an individual's ability to adjust behavior to external, situational factors

self-monitoring

the tendency for individuals to attribute their successes to internal factors while putting the blame for failures on external factors

self-serving bias

What is the single largest financial risk facing companies today and results in millions of dollars lost in absenteeism, low productivity, and turnover?

sexual harassment

Work groups

share information and make decisions to help each member do his or her job more efficiently and effectively. They do not engage in collective work that requires joint effort.

Simple strategy =

simple structure

Groups set goals, develop positive interpersonal relationships, and clarify the roles and responsibilities of each team member. The primary focus is to increase members' trust of, and openness toward, one another.

team building

Emerges when teams believe in themselves and in their members, and believe that they can succeed

team efficacy

Cross-function teams

teams comprised of individuals from various departments who tackle complex tasks in which diverse skills are needed

Contingent workers

temporary, freelance, or contract workers whose employment is contingent upon demand for their services

Today's organizations are more complex and responsive to dynamic changes in their environments, so what do managers believe in regards to decision making?

that decisions need to be made by those individuals closest to the problems

Empathy

the ability to sense how others are feeling

Reliability

the degree to which a selection device measures the same thing consistently

Job involvement

the degree to which an employee identifies with his or her job, actively participates in it, and considers his or her job performance important for self-worth

Centralization

the degree to which decision making takes place at upper levels of the organization

Self-esteem

the degree to which individuals like or dislike themselves

Decentralization

the degree to which lower-level managers provide input or actually make decisions

Locus of control

the degree to which people believe they control their own fate and, in some work situations, whether they tend to blame others or examine their own actions when there's a negative situation

Work Specialization

the division of work activities into separate job tasks

Absenteeism

the failure to show up for work, which costs organizations an average of 35 percent of payroll

Representative participation

the goal of which is to redistribute power within the organization, putting labor on a more equal footing with the interests of management and stockholders

The higher the knowledge, skills, and abilities (KSA's) and the greater the authority and responsibility.....

the higher the pay

In the case of a job mismatch (hiring error) ....

the individual can be reassigned to a better-matched job

One challenge in understanding organizational behavior:

the issues that aren't obvious or beneath the surface

The primary environmental force that affects an organization is?

the legal environment

Whether a manager's function is classified as line or staff depends on ______________.

the organizations objectives

The major intent of any selection activity is to reduce what?

the probability of making reject errors and accept errors while increasing the probability of making correct decisions

Employment planning

the process by which managers ensure that they have the right number and kinds of people in the right places at the right times; people who are capable of effectively and efficiently completing those tasks that will help the organization achieve its overall goals

Recruitment

the process of locating, identifying, and attracting capable applicants

Organization Design

the process of making decisions about how specialized jobs should be, the rules to guide employees' behaviors, and the level at which decisions will be made

Validity

the proven relationship between a selection device and some relevant criterion

Fundamental attribution error

the tendency to underestimate the influence of external factors and overestimate the influence of internal factors when making judgments about the behavior of others

What bill gives employers greater flexibility to negotiate directly with employees on pay, hours, and benefits and also simplifies federal regulation of labor-management relations?

the workplace relations bill

External boundaries

those that separate the organization from its customers, suppliers, and other stakeholders

What is the goal of compensation administration?

to design a cost-effective pay structure that attempts to ensure that pay levels will be perceived as fair by all employees

What is the purpose of employee assistance programs?

to get a productive employee back on the job as quickly as possible

If an employee has received inadequate training.....

training should be improved

True or False : Today's competitor environment has refocused the attention of management on its customers

true

True or False: Researchers have concluded that the structures and strategies of organizations worldwide are similar, although the behavior within them maintains a cultural uniqueness

true

True or False: an employee's satisfaction with his or her job, as well as his or her likelihood of leaving that job, depends on the degree to which the individual's personality matches the job environment

true

True or false: A change agent can be a manager, internal staff specialist, or outside consultant?

true

True or false: Although affirmative action regulations have significantly helped to reduce employment discrimination and unfair employment practices, they have also reduced management's control over HR decisions

true

True or false: If cohesiveness is low and goals are supported, productivity increases, but not as much as when both cohesiveness and support are high

true

True or false: If the goals are favorable, a cohesive group is more productive than a less cohesive group

true

True or false: Most studies show that the best applicants come from employee referrals

true -however, managers shouldn't always opt for the employee-referred applicant when such referrals may not increase the diversity and mix of employees

The voluntary and involuntary permanent withdrawal of employees from an organization. This can be a particularly costly problem due to increased recruiting, selection, and training costs and work disruptions

turnover

Characterized by a chronic sense of time urgency, an excessive competitive drive, and difficulty accepting and enjoying leisure time

type A personality

Personalities have little to no sense of time urgency or impatience. Stress comes from the hostility and anger associated with Type A behavior

type B personality

Work intensely on a specific, common goal using their positive synergy, individual and mutual accountability, and complementary skills

work teams

Four key components of effective teams:

-context -team composition -work design -process variables

Big Five Model of Personality

Chapter 9 slide 11 (too long to write out on quizlet)

refers to whether an individual displays a behavior in many situations or whether it is particular to one situation

Distinctiveness

If we answered to multiple managers what would potentially happen?

get different answers from each one which would be confusing

The degree to which members are attracted to one another and share the group's goals

group cohesiveness

Two or more interacting and interdependent individuals who come together to achieve specific goals

groups

What are more flexible and responsive to changing events than traditional departments and can quickly assemble, deploy, refocus, and disband?

groups

Product Departmentalization

groups employees based on a corporation's major product areas

Work councils

groups of nominated or elected employees who must be consulted when management makes decisions involving personnel

we form a general impression about a person on the basis of a single characteristic, such as intelligence, sociability, or appearance

halo effect

Employee engagement

happens when employees are connected to, satisfied with, and enthusiastic about their jobs

What is the fastest growing sector in the US economy?

health care

What are two ways to control HR cost?

health care and pensions

Team structure

-employee empowerment is crucial because there is no line of managerial authority from top to bottom -employee teams design and work in the way they think is best, but are held responsible for all work performance results in their respective areas

Effective and efficient span of control depends on:

-employee experience and training (more they have, larger span) -similarity of employee tasks (more similarity, larger span) -complexity of those tasks (more complex, smaller span)

Project structure

-employees continuously work on projects -has no formal departments to which employees return at the completion of a project -employees take their specific skills, abilities, and experiences to other projects -all work in _______ structures is performed by teams of employees

Compressed workweek

-employees work more hours per day but fewer days per week. The most common arrangement is four 10-hour days

Line authority

-entitles a manager to direct the work of an employee according to the chain of command -refers to managers whose organizational function contributes directly to the achievement of organizational objectives

Causes of Stress: Personal

-family and personal issues -personality type

Stages of group development

1) forming 2) storming 3) norming 4) performing 5) adjourning

Important work design elements that enhance team member motivation and increase team effectiveness include:

- autonomy - using a variety of skills - being able to complete a whole and identifiable task or product - working on a task or project that has a significant impact on others

the organization is seen as a small raft navigating a raging river with uninterrupted white-water rapids. Aboard the raft are half a dozen people who have never worked together before, who are totally unfamiliar with the river, and who are unsure of their eventual destination. In this metaphor, change is the status quo and managing change is a continual process

"white-water rapids metaphor"

Virtual organization

-consists of a small core of full-time employees and outside specialists temporarily hired as needed -By relying on freelancers, an organization enjoys a network of talent without unnecessary overhead and structural complexity

Attribution depends on three factors:

- distinctiveness - consensus - consistency

Adjourning stage of group development

- for temporary groups—such as project teams, task forces, or similar groups that have a limited task to do—the final stage is the _________ stage in which the group prepares to disband - attention is focused on wrapping up activities instead of task performance

Forming stage of group developement

- has two phases - the first phase is when people first join the group and the second phase is when they define the group's purpose, structure, and leadership - the latter phase involves a great deal of uncertainty as members "test the waters" to determine acceptable behaviors and is complete when members begin to think of themselves as part of a group

Three elements to understanding personality

- job person compatibility - understanding different approaches to work - being a better manager

Team composition factors that are important to a team's effectiveness:

- team member abilities - personality - role allocation - diversity - size of teams - member flexibility - member preferences

Problem-solving teams

- teams from the same department or functional area involved in efforts to improve work activities or to solve specific problems - members share ideas or offer suggestions on how work processes and methods can be improved, but they're rarely given the authority to implement any of their suggested actions

Performing stage of group development

- the group structure is in place and accepted by group members - their energies have moved from getting to know and understand each other to working on the group's task - this is the last stage of development for permanent work groups

Storming stage of group development

- the period of intra group conflict about who will control the group and what the group needs to be doing - this stage is complete when a relatively clear hierarchy of leadership and agreement on the group's direction is evident

Job analysis

-a process in which workflows are analyzed and the skills and behaviors necessary to perform jobs are identified -helps determine the kinds of skills, knowledge, and attitudes needed to successfully perform each job -this information is then used to develop or revise job descriptions and job specifications

Telecommuting

-a work arrangement in which employees work at home and are linked to the workplace by computer -this arrangement saves the organization overhead and allows employees to save on commuting expenses and time -in this arrangement, managers might be concerned about supervising the productivity of remote employees, keeping employees connected socially, and the security of business information

Characteristics of an innovated organizational culture:

-acceptance of ambiguity -tolerance of the impractical -low external controls -tolerance of risks -tolerance of conflict -focus on ends -open-system focus -positive feedback

Four contextual factors that appear to be most significantly related to team performance:

-adequate resources -leadership and structure -climate of trust -performance evaluation / reward systems

Operant conditioning

-argues that behavior is a function of its consequences -people learn to behave to get something they want or to avoid something they don't want

Norming stage of group developement

-close relationships develop and the group becomes cohesive and demonstrates a strong sense of group identity and camaraderie -this stage is complete when the group structure solidifies and the group has assimilated a common set of expectations regarding member behavior

Functional Departmentalization

-grouping activities by _______________ —such as engineering, accounting, information systems, and human resources—is one of the most popular ways of organizing the workplace -its major advantage is that it achieves economies of scale by placing people with common skills and specializations into common units

Process departmentalization

-groups activities on the basis of work or customer flow -units are organized around common skills needed to complete a certain process

Organization orientation

-informs the new employee about the organization's goals, history, philosophy, procedures, and rules -this information includes relevant HR policies such as work hours, pay procedures, overtime requirements, and benefits, and often a tour of the organization's physical facilities

Job description

-is a written statement that describes what a job holder does, how it's done, and why it's done -it typically includes job content, job environment, and conditions of employment

Human resource inventory

-managers conduct an employee assessment by first reviewing the current human resource status through generating a ___________ -which generally lists the name, education, training, prior employment, languages spoken, capabilities, and specialized skills of each employee in the organization

External factors that can create need for organizational change:

-marketplace -government laws and regulations -technology -labor markets -economic changes

Three symptoms of stress:

-physical -psychological -behavioral

Four ways to shape behavior

-positive reinforcement -negative reinforcement -punishment -extinction

Large groups are better at:

-problem solving -finding facts -gaining diverse perspective

What are the goals of the orientation process?

-reduce the initial anxiety all new employees feel as they begin a new job -familiarize new employees with the job, the work unit, and the organization as a whole -facilitate the outsider-insider transition

Formalization

-refers to how standardized an organization's jobs are and the extent to which employee behavior is guided by rules and procedures -In highly __________ organizations, there are explicit job descriptions, numerous organizational rules, and clearly defined procedures covering work processes

Job specification

-states the minimum qualifications that a person must possess to perform a given job successfully

Internal factors that can create a need for organizational change:

-strategy -composition of workforce -employee attitudes

The transformation process requires what three variables to stimulate innovation?

-structure -culture -human resource variables

Causes of Strss: Job Related

-task demands -role demands -interpersonal demands -organization structure -organizational leadership (more in detail on slide 17 chapter 8)

Chain of command

-the line of authority extending from upper to lower organizational levels -when organizing work, managers need to clarify who reports to whom -every manager is subject to the direction of his or her superior

Job sharing

-the practice of having two or more people split a full-time job -organizations might offer __________ to professionals who want to work but don't want the demands of a full-time position -many companies use this during economic downturns to avoid employee layoffs

4 reasons people are resistant to change:

-uncertainty -habit -concern over personal loss -belief that change is not in organization's best interests

What are the first three activities in the HRM process to address employment planning?

1) adding staff through recruitment 2) reducing staff through downsizing 3) the selection process

The three kinds of organizational change?

1) changes in structure 2) changes in technology 3) changes in people

Six elements to organic organization

1) collaboration (vertical and horizontal) 2) adaptable duties 3) few rules 4) informal communication 5) decentralized decision authority 6) flatter structures

Evaluation systems may be outdated because of what two things?

1) downsizing 2) project teams

Goals of OB:

1) explain 2) predict 3) influence

OB focuses on three major areas:

1) individual behavior -which includes attitudes, personality, perception, learning, and motivation 2) group behavior -which includes norms, roles, team building, leadership, and conflict 3) organizational aspects -which include structure, culture, and human resource policies and practices

Two types of boundaries:

1) internal 2) external

What are the three situations in which verbal or physical conduct toward an individual is considered sexual harassment?

1) it creates an intimidating, offensive, or hostile environment 2) it unreasonably interferes with an individual's work 3) it adversely affects an employee's employment opportunities

As managers seek organizational designs that best support and facilitate employees to work efficiently and effectively, they face such challenges as:

1) keeping employees connected 2) managing global structural issues 3) building a learning organization 4) designing flexible work arrangements

What are the 5 specific personality traits have proven most powerful in explaining individual behavior in organizations?

1) locus of control 2) machiavellianism 3) self-esteem 4) self-monitoring 5) risk propensity

Once you select competent people, you need to help them adapt to the organization and ensure that their job skills and knowledge are kept current. What are the next two activities in the process that accomplish this?

1) orientation 2) training

The last steps in the HRM process identify performance goals, correct performance problems if necessary, and help employees sustain a high level of performance over their entire work lives. What activities accomplish this?

1) performance appraisal 2) compensation / benefits

5 ways for managers to make interviews more valid and reliable:

1) review the job description and job specifications to help in assessing the applicant 2) prepare a structured set of questions to ask all applicants for the job 3) review and applicant's resume before meeting him/her 4) ask questions and listen carefully to the applicants answer 5) write the evaluation while the interview is still fresh in your mind

Six elements to mechanistic organization

1) rigid hierarchical relationships 2) fixed duties 3) many rules 4) formalized communication channels 5) centralized decision authority 6) taller structures

Within traditional organizational design, what are the three structures?

1) simple 2) functional 3) divisional

4 ways organization development efforts:

1) survey feedback 2) process consultation 3) team-building 4) intergroup development

Research shows a team needs three different types of skills:

1) technical expertise 2) problem-solving skills 3) interpersonal skills

A decision in the selection process is correct when what two things occur?

1) the applicant who was hired proved to be successful on the job or 2) when the applicant who was not hired would not have been able to do the job

Two types of performance- simulation test:

1) work sampling which is a mini replica of the job 2) assessment centers which simulate real problems one may face on the job

Sexual harassment

Any unwanted action or activity of a sexual nature that explicitly or implicitly affects an individual's employment, performance, or work environment

Myers Briggs Personality Test

Chapter 9 slide 10 (too long to write out on quizlet)

What expands on the information the employee obtained during the recruitment and selection stages, clarifies the new employee's specific duties and responsibilities as well as how his or her performance will be evaluated, and corrects any unrealistic expectations new employees might hold about the job?

Job orientation

True or false: It's not necessary to have authority to wield power because one can move horizontally inward toward the power core without moving up

True -For instance, as gatekeepers for their bosses, assistants often are powerful in a company even though they have little authority

Geographic departmentalization

The sales function might have western, southern, midwestern, and eastern regions

What familiarizes an employee with the goals of the work unit, makes clear how his or her job contributes to the unit's goals, and provides an introduction to his or her coworkers?

Work unit orientation

In instances when the unity of command had to be violated, what was explicitly designed?

a clear separation of activities and a supervisor responsible for each

Employee training

a learning experience that seeks a relatively permanent change in employees by improving their ability to perform on the job

If we hired applicants who performed poorly its called?

accept errors

Today, advances in technology allow employees to do what without going through the formal chain of command?

access to company information and communication company-wide

Social skills

adapting to and handling the emotions of others

Motor reproduction processes

after a person has seen a new behavior by observing the model, the watching must become doing

Selective perception

allows us to "speed read" others but not without the risk of drawing an inaccurate picture

Organizational commitment

an employee's orientation toward the organization in terms of his or her loyalty to, identification with, and involvement in the organization

Boundaryless organization

an organization with a design that is not imposed by a predefined structure

Functional structure

an organizational design that groups similar or related occupational specialties

Simple structure

an organizational design with low departmentalization, wide spans of control, authority centralized in a single person, and little formalization

Workplace misbehavior

any intentional employee behavior that is potentially harmful to the organization or to individuals within the organization

Internal boundaries

are the horizontal ones imposed by work specialization and departmentalization, and the vertical ones that separate employees into organizational levels and hierarchies

the observer's perception of others is influenced more by his or her own characteristics than by those of the person observed

assumed similarity

Attribution theory

attempts to explain how we judge people differently depending on what meaning we attribute to a given behavior

Evaluative statements, either favorable or unfavorable, concerning objects, people, or events

attitudes

What lessens stress?

autonomy

How can education and communication help reduce resistance to change?

by helping employees see the logic of the change effort. But this assumes that much of the resistance lies in misinformation or poor communication

Organic structure has what kind of environment?

dynamic / uncertain

Employees attitudes influence what?

behavior

Self - awareness

being aware of what you're feeling

Highly engage employees increase _______ and reduce _______

benefits cost

Who does President Alger report to?

board of visitors

Staff authority

functions to support, assist, advise, and generally reduce some of the managers informational burdens

Bring together the knowledge and skills of individuals from various work areas, or are groups whose members have been trained to do each other's jobs

cross-functional teams

Organizational changes need a ________?

catalyst

People who act as catalysts and assume the responsibility for managing the change process are called?

change agents

Refer to changes in employee attitudes, expectations, perceptions, or behaviors ex: using team building efforts to make a team more innovative

changes in people

Includes any alteration in authority relationships, coordination mechanisms, degree of centralization, job design, or similar variables. ex: changes in this can result in decentralization, wider spans of control, reduced work specialization, and work teams

changes in structure

Includes modifications to the way work is done or to the methods and equipment used. ex: computerizing work processes, adding robotics to work areas, and equipping employees with mobile communication tools

changes in technology

Any incompatibility or inconsistency between attitudes or between behavior and attitudes. The theory argues that inconsistency is uncomfortable and that individuals try to reduce the discomfort and thus, the dissonance

cognitive dissonance

Conformity to social norms tends to be higher in collectivistic cultures or in individualistic cultures?

collectivistic

Determined by the organization chart and composed of individuals who report directly to a given manager

command groups

An effective team has a _________ ___________ and _________ that provides direction, momentum, and commitment for team members. Members of successful teams put a lot of time and effort into discussing, shaping, and agreeing on a purpose that belongs to them both individually and as a team

common plan and purposes

What type of issues often arise because not all team members may be fluent in the team's working language?

communication

Effective teams also need some of the right kind of ________, which actually improves team effectiveness.

conflict

A manager looks for ____________. The more consistent the behavior, the more the observer in inclined to attribute it to the internal locus.

consistency in an employee's actions

Self-management

controlling your own emotions and impulses

Refers to the ability to combine ideas in a unique way or to make unusual associations between ideas

creativity

Organizational citizenship behavior (OCB)

discretionary behavior that's not part of an employee's formal job requirements, but which promotes effective functioning of the organization. Examples include helping others on one's work team, volunteering for extended job activities, avoiding unnecessary conflicts, and making constructive statements about one's work group and the organization

There are certainly no common personality types for a given country, yet a country's culture influences the _____________ _________ characteristics of its people as reflected by locus of control

dominant personality

What is the planned elimination of jobs from an organization?

downsizing

Paired comparison

each employee is compared with every other employee in the comparison group and rated as either superior or weaker

Organizational development (OD)

efforts that assist organizational members with a planned change by focusing on their attitudes and values

an assortment of non-cognitive skills, capabilities, and competencies that influences a person's ability to cope with environmental demands and pressures

emotional intelligence (EI)

What are non-financial rewards designed to enrich employees' lives?

employee benefits

A performance measure of both work efficiency and effectiveness. Managers want to know what factors will influence the efficiency and effectiveness of employees

employee productivity

Organizational development relies on _______ for participation to foster an environment of open communication and trust because change can create stress free environment.

employees

Board representatives

employees who sit on a company's board of directors and represent the interest of the firm's employees

Affirmative action

ensure that decisions and practices enhance the employment, upgrading, and retention of members of protected groups, such as minorities and females

"Calm waters metaphor" (explained more on slide 9 in chapter 8 slide)

envisions the organization as a large ship crossing a calm sea. Change appears as the occasional storm, a brief distraction in an otherwise calm and predictable trip

What two things distort attributions?

errors and biases

Self-managed teams

essentially independent. In addition to their own tasks, they take on traditional managerial responsibilities such as hiring, planning and scheduling, and evaluating performance

Individual ranking

evaluator lists employees in order from highest to lowest performance levels. The difference between the first and second employee is the same as between any two other employees

Group - order ranking

evaluator places employees into a particular classification, e.g. top fifth. The number of employees in each classification must be as equal as possible

Consensus

everyone faced with a similar situation responds in the same way

What does a senior manager specialize and is responsible for?

everything related to his or her product line

Are these external or inherent rewards: - promotions - pay raises - other forms of recognition

external

The entire HRM process is influenced by what kind of environment?

external environment

Not reinforcing (ignoring) a behavior, making it gradually disappear

extinction

True or false: Status is not a significant motivator that has behavioral consequences when individuals see a disparity between what they perceive their status to be and what others perceive it to be

false

True or false: When cohesiveness is high and goals are not supported, cohesiveness has a significant effect on productivity

false

True or false: if cohesiveness is low and attitudes are unfavorable, productivity decreases

false

True or false: type A experiences more stress than type B

false

True or false: Groupthink tends to be more of a problem in global teams because members are more to feel pressured to conform to the ideas, conclusions, and decisions of the group

false (slide 23 chapter 10)

True or False: traditional interviews are more successful at predicting successful job performance than behavioral interviews

false -Research shows that these behavioral interviews are nearly eight times more effective for predicting successful job performance than traditional interviews are

True or False: one study showed that formalization—rules and bureaucratic mechanisms—may be less important in more economically developed countries but more important in less economically developed countries where employees may have higher levels of professional education and skills

false -one study showed that formalization—rules and bureaucratic mechanisms—may be MORE important in LESS economically developed countries but LESS important in MORE economically developed countries where employees may have higher levels of professional education and skills

True or false: Even when an organization gets larger and more complex, line managers can still do their job effectively.

false -they find that they do not have the time, expertise, or resources to get their jobs done effectively

Intergroup development

focuses on helping different work groups to become more cohesive. It attempts to change attitudes, stereotypes, and perceptions that one group may have toward another in order to improve coordination of efforts among the various groups

When a group's results can't be attributed to any single person, individuals may be tempted to become "_______ _______" and coast on the group's efforts because they think their contributions can't be measured.

free riders

What helps break down barriers of innovation?

frequent communication

Social loafing

individual productivity of each group member declines as the group expands, which is known as ______________ —reducing effort because dispersion of responsibility encourages individuals to slack off

Are these external or inherent rewards: - camaraderie - personal development - helping teammates

inherent

If a company is going to compete successfully, what is the one thing they did to constantly do?

innovate

If an organization wants innovative products and work methods (outputs), it has to take its _______ (creative people and groups) and transform them into those outputs.

inputs

Managers need to look at the _________ between tasks.

interdependence

What is the most universal selection device, along with the application form

interviews

How can facilitation and support help reduce a resistance to change?

involve helping employees deal with the fear and anxiety associated with the change effort. Such help may include employee counseling, therapy, new skills training, or a short paid leave of absence

How can participation help reduce a resistance to change?

involves bringing those individuals directly affected by the proposed change into the decision-making process. It allows these individuals to express their feelings, increase the quality of the process, and increase employee commitment to the final decision

How can negotiation help reduce a resistance to change?

involves exchanging something of value for an agreement in order to lessen the resistance to the change effort. This resistance technique may be particularly useful when the resistance comes from a powerful source

Coercion

involves the use of direct threats or force against the resisters, can also be used to deal with resistance to change

Divisional structure

is an organizational structure made up of separate business units or divisions

What is the advantage of product grouping?

it increases accountability for product performance because all activities related to a specific product are under the direction of a single manager

Emotional intelligence plays a role in _______ ________

job performance

Refers to an employee's general attitude toward his or her job

job satisfaction

What is a set of attitudes, perceptions, and behaviors of employees who survive involuntary staff reductions? Symptoms include job insecurity, perceptions of unfairness, guilt, depression, stress from increased workload, fear of change, loss of loyalty and commitment, reduced effort, and an unwillingness to do anything beyond the required minimum.

layoff - survivor sickness

Traditionally, how were organizations structured?

like a pyramid, with power and authority concentrated near the top

What two HRM activities play a role in retaining employees?

managing employee performance and developing an appropriate compensation / benefits program

Refer to covert attempts to influence others about the change. These tactics may involve twisting or distorting facts to make the change appear more attractive

manipulation and co-optation

Passionate pursuit of cost control is associated with what organizational structure?

mechanistic

Innovative organizations try to _________ _________ ______ _______ on creative activities despite the demands of white-water rapids-type environments

minimize extreme time pressures

Elaborate strategy =

more complex structure

When a desired behavior is followed by the termination or withdrawal of something unpleasant. For example, a manager telling an employee he won't dock her pay if she starts coming to work on time. The only way for the employee not to have her pay docked is to come to work on time, which is the behavior the manager wants

negative reinforcement

Acceptable standards shared by the group's members

norms

Team effectiveness

objective measures of a team's productivity, managers' ratings of the team's performance, and aggregate measures of member satisfaction

Task groups

often temporary and are composed of individuals brought together to complete a specific job task

Passionate pursuit of innovation is associated with what organizational structure?

organic

What process introduces new hires to the organization?

orientation process

Process consultation

outside consultants help managers to perceive, understand, and act on organizational processes they face, such as workflow, informal relationships among unit members, and formal communication channels

The number one cost for any organization is?

payroll

Punishment

penalizes undesirable behavior. Suspending an employee for two days without pay for showing up drunk is an example

Attentional processess

people learn from a model when they recognize and pay attention to its critical features

To increase job satisfaction among employees and reduce turnover, managers should consider a ___________, which includes both positive and negative information about the job and the company

realistic job preview (RJP)

What is the best way to manage negative behavior in the workplace?

recognize that it's there, confront such misbehaviors, and send a clear message as to what is expected and acceptable behavior

Power

refers to an individual's capacity to influence decisions

Authority

refers to the rights inherent in a managerial position to give orders and expect those orders to be obeyed

What strengthens a behavior and increases the likelihood that it will be repeated?

reinforcement

Individuals will be motivated to exhibit the modeled behavior if positive incentives or rewards are provided. Behaviors that are reinforced will be given more attention, learned better, and performed more often

reinforcement processes

When we reject applicants who would have performed correctly its called?

reject errors

This is a key building block for innovation. With an abundance of ________ , managers can afford to purchase innovations, can afford the cost of instituting innovations, and can absorb failures

resources

What kinds of groups are better at completing tasks faster, figuring out what to do, and getting the job done?

small groups

The simple structure is used mostly in smaller or larger businesses?

smaller

Informal groups

social groups that occur naturally in the workplace and tend to form around friendships and common interests

Theory holds that people learn through both observation and direct experience

social learning

Finally, effective teams work to minimize the tendency for _______ _______, which can be avoided by making members individually and jointly accountable for the team's purpose, goals, and approach

social loafing

Most organizations are legally required to provide what two types of benefits to their employees?

social security and workers / unemployment compensation

Teams also need __________ __________ that facilitate clear communication and help teams maintain their focus on getting results

specific goals

Mechanistic structure has what kind of environment?

stable

The importance of what varies between cultures?

status

the adverse reaction people have to excessive pressure placed on them from extraordinary demands, constraints, or opportunities

stress

Unity of command

structure in which each employee reports to only one manager

Efforts are designed to assess employee attitudes about, and perceptions of, the change they are encountering

survey feedback

What is a good indicator of a need for different perspectives?

task complexity

Virtual teams tend to be more ___________, especially if the team members have never personally met.

task-oriented

Formal groups

work groups that are defined by the organization's structure and have designated work assignments and specific tasks directed at accomplishing organizational goals

Network organization (modular organization)

uses its own employees to do some work activities and networks of outside suppliers to provide other needed product components or work processes

Does a group become more effective as it progresses through the first four stages of group development?

usually, but not always

To minimize or eliminate internal and external boundaries, managers might use what two structural designs?

virtual organization and network organization

Members collaborate online with tools such as wide-area networks, videoconferencing, fax, email, or Web sites where the team can hold online conferences

virtual team

Accept errors cost the organization in _________, ___________, or ___________ because of the employee's incompetence, severance, and the additional recruiting and selection screening

wasted training, the costs generated or profits forgone

Training may involve:

what employees know, how they work, or their attitudes toward their jobs, coworkers, managers, and the organization

Postitive reinforcement

when a desired behavior is followed with something pleasant, such as praise for a job well done

When is employee counseling needed?

when an employee displays a discipline problem and lack the desire to do the job

When does role conflict occur?

when an employee has conflicting role expectations

Responsibility

when employees are given rights they also assume a corresponding obligation to perform and be held accountable for their performance

Stereotyping

when we judge someone on the basis of our perception of a group he or she is part of, we're using the shortcut called ________.

The three best known selection devices are?

written test, performance-simulation tests, and interviews

Can personality traits predict practical work-related behaviors?

yes

Does the desire to be accepted as a part of a group leave one susceptible to conforming to the group's norms or exert pressure that's strong enough to change a member's attitude and behavior?

yes