MHR
what other influences tactics do managers use in organizations
-leading by example -assertivness -rational persuation
how do teams stay in constant learning mode?
-leads to individual development & higher team performance -coaching of teams improves learning -unusual problems facilitates learning
Fiedler's contingency theory
-least-preferred coworker scale used to measure leadership style -situational control: the degree to which the leader can control & influence the outcomes of group effort - high amount of situational control by leader: task-motivated leaders perform best when they have the most control
functions a self-managed work team
-members plan, control, and improve their own work process -members set their own goals & inspect own work
what factors contribute to political behavior
-political nature -pyramidal structure -managers welcome receiving accolades -political behavior by top manager -limited opportunities for advancement -strong need for power of executives -machiavellianism (personal gain)
negative consequences of conflict
-poor physical and mental heath -wasted resources -poor performance and sidetracked goals -heightened self-interest -workplace violence
how is coaching used in terms in organizations?
-positive coaching: supportive & reinforcing -negative coaching: actively intervenes in problem solving -coaching can be motivational, consultative, or educational
what are the key components of crisis leadership?
-provide directive leadership -project self-confidence & trustworthiness -exert emotional intelligence
how can dysfunctional politics be controlled
-rely on objective measure of performance -open communication
personality traits of leaders
-self awareness (know thyself) - self-confidence (essential) -proactivity (takes initiative) -trustworthiness and authenticity (behavioral consistency) -emotional intelligence (passion for the work and person included)
opportunities of self-managed teams
-self-nomination is good for selecting members -managers can be advisor & resource -halo effect
job characteristic model
-skill variety: many skills to use -task identity: beginning to end -task significance: makes an impact -autonomy: can choose procedures -feedback: job indicates performances
how is teamwork developed in organizations
-team building exercises such as offsite or outdoor training
continuous learning by teams
-team learning orientation -unusual problems & crises -collective problems solving -team coaching
consideration
-the degree to which the leader creates an environment of. emotional support, warmth, friendliness, and trust
challenges of self-managed teams
-training is required -decision making process is longer
role overload
demands on managers and professionals are at an all time high as companies attempt to increase work output and decrease staffing at the same time
hubris syndrome
disorder of the possession of power particularly when power is linked to long-term success
An important part of making an inspirational appeal is to
display emotion as needed
A recommended way of determining if a particular behavior is motivated by political or merit considerations is to
evaluate the intent of the actor
An important way in which outdoor training contributes to leadership and teamwork skills is by helping people
exceed their self-imposed limitations
transformational leadership
focuses on increasing employee motivation & engagement & attempts to link employees sense of self with organizational values, leading by example
Jennifer thinks that one of her subordinates, Conrad, is a substandard performer. Jennifer is using an unethical political technique when she
gives Conrad a very favorable performance evaluation to make him transferable
Sal exerts a high level of leader political support. As a result his subordinates
have the resources they need to accomplish their goal
A distinguishing characteristic of a self-managed work team is that the team members
have total responsibility for a product or service
role conflict
having to choose between competing demands or expectations
The usual purpose of a territorial game is to
hoard some resource that might give you power
removal of the stressor
includes actions and reappraisals of the situation to provide some escape from stressor
control
includes emotional support, good work habits and time management
symptom management
includes exercise, the relaxation response and yoga
A study about peer control in self-managed work teams found that when team members knew that part of their pay was dependent on the recommendations of other team members,
individual and team performance increased
halo effect
individual members blamed for team not accomplishing its mission
The term halo effect refers to the idea that team failures are usually blamed on
individual team members
organizational politics
informal approaches to gaining power through means other than merit or luck
line versus staff differentiation
line managers may perceive that the staff professionals are attempting to heavily influence his or her decisions
hostile working environment
occurs when someone in the workplace creates an intimidating, hostile or offensive working environment
what are the sources of power and influence
position and personal
Political skill is now regarded as a
positive force that includes social astuteness
legitimate power
power based on ones formal position within the hierarchy of the organization
position power
power granted by the organization
personal power
power streaming from the individual
Which one of the following would be the least effective approach to minimizing the frequency of organizational politics?
practicing closed rather than open communication
Transactional Leadership
promotes compliance with existing organizational goals and performance expectations through supervision and the use of rewards & punishments
The resource dependence perspective suggests that an individual can gain power by
providing the organization with an important resource
A potential limitation of self-managed work teams is that they
require a high-caliber work force
self-managed work team
responsible for entire work process, has ownership
A recommended approach to selecting members for team assignments is by
self-nomination
Marketing specialist Misty says to her supervisor Max, "You touch me once more and I am going to report you to upper management. Which type of power is Misty exercising?
subordinate
machiavellianism
tendency to manipulate others for personal gain
expert power
the ability to influence others because of one's specialized knowledge, skill or abilities
referent power
the ability to influence others that stems from one's desirable traits and characteristics; the basis of charisma
charisma
the ability to lead others based on personal charm, magnetism, inspiration and emotion
leader political system
the concept refers to tactics of organizational politics and influence engaged in by leaders to provide followers with necessary resources to advance individual, group, or organizational objecives
initiating structure
the degree to which the leader establishes structure for group members
quid pro quo
the employees submission to or rejection of unwelcome sexual advances is used as a legal basis for a tangible employment action the employee
resource dependence perspective
the need of the organization for a continuing flow of Human Resources, money, customers, technological inputs, and material to continue to function
organizational conflict
the opposition of persons or forces given rise to some tension, or a disagreement between two or more parties who are independent
contingency theory of leadership
the position that the best style of leadership depends on factors relating to group members and the work setting
power
the potential or ability to influence decisions and control resources -influence over others' actions
empowerment
the process of sharing power with group members, thereby enhancing their feeling of self-efficacy
personalized power
the use of power primarily for the sake of personal gain
socialized power
the use of power to achieve constrictive ends
emotional behavior
the worker is stressed because of feeling obliged to act in a way that conflicts with his or her true feelings
most unethical political tactics
-backstabbing -embrace or demolish -stealing credit -territorial games
five classical conflict management styles
-competitive: high concern for self, low concern for others -accommodative: low concern for self, high concern for others -collaborative: high concern for self; high concern for others -sharing: looks for compromise -avoidant: low concern for self, low concern for others
what are some of the negotiating and bargaining suggestions presented?
-compromise -allow room for negotiation but be plausible -use facts more than threats -focus on interests not positions
most ethical political tactics
-develop power contacts through networking -manage your impression -make your boss look good -keep informed
how do organizations try to address the issue of stress
-emotional support from the manager -wellness program: a formal organization-sponsored activity to help employees stay well and avoid illness -napping on company premises -walking meetings
challenges & opportunities in creating virtual teams?
-geographic dispersion -use formal, signed work agreements -agree on network technology -organizational chart about whom to contact for every part of the project -occasional face-to-face meetings
positive consequences of conflict
-increased creativity: talents and abilities surface in response to conflict -increased effort: people become so motivated to win conflict, they may perform at a higher standard -increase diagnostic information: conflict can provide valuable info about problem areas in the department or organization
define leadership
-involves influencing others to attain individual and organizational objectives -leaders focus on inspiration, vision, and human passion
leader-member exchange(LMX)
-leaders develop unique working relationships with each group member -in-group members have attitudes & values similar to the leader -out-group members have less in common
Charlotte wants to become a highly meritorious office politician, so which one of the following techniques should she use?
Bring forth solutions rather than problems
Group 11:CPT group
Issues: communication sucks, lack of motivation, difficult learning Solutions: use 401K program, modeling and shaping to use with learning
Group 12:walt Disney company
Issues: lack of motivation in workplace, hard to schedule workers for shifts Solution: allow managers to job craft, empower subordinates, short term gratification to long term gratification, show employees importance within the company
Group 9:Facebook
Problems: lack of motivation, different employee personalities, difficult to transition employees to other positions Solutions: relate to employees, become friends; employees can voice opinions face to face or in a google docs, communicate well, take initative
Group 10:planet fitness
Problems: staff does not work well, some employees don't fit into the company culture, they aren't doing there work Solutions: Have a contingency plan., Anticipate employees like this in the future and have a plan to deal with them, Continue to promote hard work, teamwork and other core values to the company to prevent employees from straying from those values.
political skill
a combination of social astuteness with the capacity to adjust & adapt behavior to different situational demands
role ambiguity
a condition in which the jobholder receives confused or poorly defined job roles
homophobia
a form of heavy anxiety stemming from having no access to a smartphone or the phone battery being low
relaxation response
a general purpose method of learning to relax by oneself, which includes making oneself quiet and comfortable
servant leader
a leader who serves constituents by working on their behalf to help them achieve their goals, not the leaders own goals
confrontation and problem solving
a method of identifying the true source of conflict and resolving it systematically
In negative coaching, the coach
actively intervenes in the team's problem solving
behavioral approach to leadership
an attempt to specify how the behavior of effective leaders differs from their less effective counterparts
job demands-job control model
an explanation of job steps contending that workers experience the most stress when the demands of the job are high yet they have little control over the activity
implicit leadership theory
an explanation of leadership contending that group members develop prototypes specifying the traits and abilities that characteristic an ideal business leader
open door policy
an understanding in which any employee can bring a gripe to the attention of upper-level management without checking with his or her immediate manager
Motivational coaching tends to be the most helpful at the
beginning of a performance period
Negative lifestyle factors
behavior pattern predisposing a person to job spree, including poor exercise and eating habits and heaving consumption of caffeine, alcohol, tobacco and other drugs
A recommended approach to continuous team learning is
collective problem solving
mindfulness
concentrating on the present moment without making judgments about what is happening
relationship conflict
conflict that focuses on personal, individual oriented issues
task conflict
conflict that focuses on substantive, issue-related differences pertaining to the work itself
coercive power
controlling others through fear or threat of punishment
reward powers
controlling others through rewards or the promise of rewards
competing work and family demands
when the individual has to perform multiple roles-worker, spouse and often parent or guardian
factional groups and intragroup conflict
when there are different subgroups within a group with different points of view and different loyalties
information overload
workers often have to process so much information that their brain circuits become overloaded
A key characteristic of a code of conduct for building teamwork is that the code is
written and signed by the team