Com 324 final test study guide
Conflict What is conflict?
(Putnam & Poole definition) "The interaction of interdependent people who perceive opposition of goals, aims, and values, and who see the other party as potentially interfering with the realization of these goals.
advantages and disadvantages of CSR
, advantages and disadvantages of CSR). Advantages: Close relationships, possibly better product Better reputation Morally sound Disadvantage: Might not always make as much of a profit?
vision
A vision is a mental mode of an ideal future state In transformational theory vision is one of the leading factors needed for leaders , A vision creates: a picture, a change, values, a map, and a challenge
prejudice
Negative attitudes toward an organization member based on his or her culture group identity
CSR definition
CSR (definition) A stance in which businesses attempt to have a positive impact on a variety of stakeholders including the environment, consumers, government, and the communities in which the company is impeded
class activity on faith based volunteerism
Class activity on volunteerism (case on faith-based volunteer organization, refer to your notes from the questionnaire/worksheet you completed in class) Activity with josh, Kevin, sally It's harder to make changes in a faith based community sometimes Human resources vs human relations Sally wanted to stick to the rules while Kevin wanted to let the people inside out of the cold Food in the grocery cart, kept moving it in because they thought people would take it
conflict management styles
Competition, collaboration, compromise, avoidance, accomidation
Features of new technologies
Computers, cell phones, everywhere you want the click of a button , asynchronization, e-commerce, e-mail, social media, world wide web
Conflict management styles and their critiques
Conflict management competition, compromise, avoidance, accommodation, collaboration Either concern for self or concern for others We all have different stoles that falls somewhere on the managerial/leadership grid Critiques: Individuals approach organizational conflict in regular and predictable ways However CRITIQUE: grid downplays the way in which people change their interaction with others in conflict situations Critique one: conflict styles approach treats the communicator as the sole benchmark for conceptualizing conflict and determining how it will develop Critique two: the conflict stoles approach relies too narrowly on two dimensional theoretical models that may not be internally congruent, exhaustive, or representative of conflict handling models in organization Critique three: the conflict style limits communication to verbal behaviors, especially those that are rational and uncomplicated, mutually exclusive, across different styles and static and unchanging 4: the conflux styles approach treats the organization as being in the distant background rather than the center stage
coping with stress at the workplace
Coping with stress and burnout at the workplace (individual and organizational strategies, what these strategies are) Social support Problem centered coping: involves dealing directly with the causes of burnout Appraisal centered coping: involves changing the way one thinks about the stressful situation Emotion centered coping: dealing with the negative affect outcomes of emotion centered coping Participative decision making
dual capacity model
Dual capacity model Every organizational medium has both data carrying capacity and symbol carrying capacity that involves additional meaning an individual might have for a particular medium
MORE FEMINISM CONFLICT MANAGEMENT
Form of conflict management: mutual inquiry Focus of conflict management: mutual understanding between conflicting sides Outcome of conflict management: transformation of the relationship between the conflicting sides Type of communication: based on the sharing of experiences, emotions and dialogue between the conflicting sides
forms of communucation during encounter (identify them in pairs)
Forms of communication during encounter Information seeking tactics Overt questioning Indirect questioning Third parties Testing limits Disguising conversation Observation surveillance
framing
Framing A way of managing meaning in one or more aspects The concept of framing is related to the agenda-setting tradition but expands the research by focusing on the essence of the issues at hand rather than on a particular topic. The basis of framing theory is that the media focuses attention on certain events and then places them within a field of meaning
glass ceiling
Glass ceiling Females have a harder time rising to higher positions, there is a point which they cannot pass because of their gender
globalization
Globalization (definition) The definition of globalization is the process of growing and expanding to exist throughout the entire world. An example of globalization is when a company has offices in the US, Europe, China, Mexico and throughout the world. Organizational types (Stool typology)
globalization effects
Globalization effects Time becomes more irrelevant Many underpaid and mistreated laborers Cultural uniqueness can be lost News spreads very fast Social media movements
emotional labor
Emotional labor refers to the process by which workers are expected to manage their feelings in accordance with organizationally defined rules and guidelines. Hoch child's (1983) The Managed Heart introduced this concept and inspired an outpouring of research on this topic.
emotional work
Emotional work involves people who are not in front line service jobs but instead hold professional positions in industries such as healthcare r human services
homophobia
Homophobia Discriminating against homosexuals
identity
Identity What you associate yourself with, what DEFINES YOU Identification The perception of one ness with or belongingness to a collective, where the individual defines his or her self in terms of the collective
New-comer information-seeking tactics
Interview - key communication processes entering organization Interview as recruiting and screening tool: screen resumes and then the person face to face (pg. 127) Interviewing as an information gathering tool-Glimpse of possible future for employer Interview for as a tool for socialization- start having realistic job previews
Phases of organizational conflict (definitions of each),
Latent conflict-grounds for conflict exist because parties are interacting in interdependent relationships in which incompatible goals are possible Perceived conflict-one or more parties perceive that their situation is characterized by incompatibility and interdependence Felt conflict-parties begin to personalize perceived conflict by focusing on the conflict issue and planning conflict management strategies Manifest conflict -conflict is enacted through communication, interaction might involve cycles of escalation and de-escalation as various strategies are used Conflict aftermath -conflict episode has both short term and long term effects on the individuals, their relationship, and the organization
meaningful work
Meaningful work (definition) Something that gives you purpose and passion, not just a job, would do it without compensation (well maybe)
media richness model
Media richness model Mangers will choose the media that match the ambiguity of the message
transgender
a gender swap
articulating a vision
adapting the vision, highlight the values, choosing the right language IN GENERAL one must: adapt content to audience, emphasize intrinsic value, select words and symbols that are uplifting, use language that is inclusive
leadership styles
benevolent team leader laissez fair autocratic-controlling Laissez Fair (uninvolved) team leader-engaged, team oriented benevolent leader-people oriented, paternalistic
Ways of managing conflict (bargaining/negotiation)
come back (can bargain and negotiate as a way of managing conflict??)
outcomes of identification
come back feel strongly towards a certain group willing to do more for that group
telecommuting and telework, pros and cons
Pro: more time with family, MIGHT get more work done if your house is work friendly, much more convenient and spend less time commuting Con: sometimes can be harder to work at home, fewer friends from the office,
service economy
Shift in economic activity to primarily services including retail, financial transportation, healthcare, and construction among others
situational theory
Situational theory- The situational theory of leadership suggests that no single leadership style is "best." Instead, it all depends upon the situation at hand and which type of leadership and strategies are best-suited to the task.
disembodied organizaitons
Social relations become increasingly spread over time and space People work at home not necessarily embedded in economy Not constrained by non-economic establishment
Phases of organizational socialization (and the features of each phase)
Socialization- when an individual learns about the requirements of a job, or decides that dressing formally will help him fit into the organizational culture Phases: Anticipatory: occurs before person enters an organization encounter: at the organizational "point of entry" metamorphosis: when a new member has made the transition from outsider to insider
stigma
Stigma A mark of disgrace associated with a particular circumstance, quality, or person
convergence
The need f organizations to adapt their practices to the social market
divergence
The need of organizations to emphasize the cultural distinctiveness found around the world
CSR class activity (Starbucks case, http://youtu.be/Nly_OdvORQY)
They claim that their coffee is more expensive because they make sure to pay their foreign workers a living wage They try and maintain relationships with their farmers (close interpersonal relationships)
How are social movement's organizations?
They fulfil all five of the criteria 1. Social collective 2. Goals 3. Coordinative activities 4. Structure 5. Environmental embeddedness
Social movements and communication (what is the connection between the two - social media), class activity on social movements, online petition (everything we have covered about this)
They require communication Social media actually may be hindering social movements because they get started so quickly and the people involved haven't put the time in and really haven't spent the time to feel connected to their cause The rise of "slacktivism" it's easy to share a post on social media but when it comes to actually doing something very few people do
Organizational assimilation (definition)
Those ongoing behavioral and cognitive processes by which individuals join, become integrated into, and exit organizations
tokenism
Tokenism Women and minorities often tokens or representatives
tools of framing
Tools of framing, Dialogue, including metaphors, symbols, allusions, contrast, and stories. Mixed messages Come back
trait and style theories of leadership
Trait and style theories of leadership Leaders are born not made is reflected in trait theories of leadership Theories propose that there are particular qualities that will tend to be associated with leaders and that will result in success of leadership activities TRAITS: intelligence, self-confidence, determination, integrity STYLE THEORIES: managerial grid, concern for people concern for production somewhere in the middle, so the leader's STYLE
transformational leadership model
Transformational leadership model-leadership perspective that suggests that through communication processes leaders create a relationship with followers that helps followers reach their full potent ion while transforming both the leader and the follower
types of identification
Types of identification 1) Situated- temporary 2) Deep structure-fundamental
• Organizational Change:
Types of organizational change There are organizational life cycles Planned and UN planned change come back
types of social movements
Types of social movements, 1. reform movements-aim to change something about a specific structure 2. revolutionary movements-change all aspects of society 3. redemptive movements-aim to change spiritual growth 4. alternative movement-aim towards self-improvement and change of individual behavior 5. resistance movement-prevent change to social structure
discrimination
Observable behavior for the same reason
organizational crisis
Organizational crisis Unplanned change Crisis is dangerous to organization in many ways but also provides opportunity to address crisis at hand and reshape perceptions across the community Praises: signal detentiction, prevention, crisis preparations These sub crisis will take precedence in different ways During the CRISIS stage there is a trigger that threatens organizational survival or reputations Great deal of uncertainty Then shifts to the post crisis stage, focuses on determining responsibility, communicating with stakeholders, and apologizing
organizational exit
Organizational exit (what is this?) Organizational exit: Leaving the organization pal more likely to go from job to job now When someone chooses to leave the organization, disengagement Final exit: retirement
reactions to organizational change
Organizational members must have schemata-or knowledge structures- that define in visual and collective beliefs about how organizations work and how change happens Problems identified in change process: 1. Lack of management support 2. Top managers forcing change 3. Inconsistent actions by key managers 4. Unrealistic expectations 5. Lack of meaningful participation 6. Poor communication 7. Purpose of program was not clear
Trends in modern volunteering
Our age (21-25) has the LOWEST rate of volunteerism High school is decently high The highest rate is in the 40's/ 50's?? (COME BACK FIND OUT FOR SURE)
invisible illness
When someone has a disability and are discriminated or not given proper treatment in the workplace
workplace bullying
Workplace bullying refers to repeated, unreasonable actions of individuals (or a group) directed towards an employee (or a group of employees), which are intended to intimidate, degrade, humiliate, or undermine; or which create a risk to the health or safety of the employee(s). Examples of workplace bullying A boss bullying a subordinate (bullying down)
workplace incivility
Workplace incivility Workplace incivility has been defined as low-intensity deviant behavior with ambiguous intent to harm the target. Uncivil behaviors are characteristically rude and discourteous, displaying a lack of regard for others. Characteristics of workplace incivility Could be a boss being uncivil to his workers, or coworkers, etc. (COME BACK?)
Role related information -
encompasses the information, skills, procedures, and rules that a person must grasp to perform on the job.
Class activity (your identification with Purdue, what answers did you give?)
student member of PMO
3 I's of conflict
incompatible goals, interdependence, interaction
Cultural information-
learning about the culture within an organization
gay
men like men
multicultural organizaiton
mixture of many culture
organizational change
scenerio, practice for understanding strategy for organizational change
volunteerism
service for free, giving back
communication used for coping with stress and burnout (you need to know the participation approach and the social support approach, as well as what they mean and what is included in them),
social support (COME BACK )), empitonal support, informational support, instrumental support Participation approach:::percieved participation reduced burnout in the workplace. Employees who had the opportunity to participate in decisions experienced lower levels of stress
types of identification
special lingo or language formed in the group, maybe the way they dress, inside jokes, etc (check )
shifting organization identity (shifting in regards to what)
there is a lot of organizational identity (mcdonaldization, ford, disney...household names) its getting harder for organizations to establish a clear identity shifting landscape of whom belongs to whom, widespread mergers, companies try to impose themselves on their environment, rather than adapt to them. they attempt to shape their environmenet by their presence in it, by what they do and say. THREE FACTORSSSSSSSSSSSSSSSSSSSSSS: global, image, service economy
Stereotype
things you think are true of people in one group
leadership in organizations : trump clip and hilary clinton
what models could be applied to their leadership abilities Trump: autocratic, controlling Hilary: transformational leadership, she identifies with the people, leadership style as a benevolant leader
lesbiam
women like women
social movement definition
Purposeful, organized groups striving to work towards a common goal Goals of social movements, 1. create change 2. resist change 3. provide political voice
feminist model of conflict management
COME BACK
organizational types (stool typology)
COME BACK AND FIGURE OUT
channel expansion theory
Channel expansion theory Consider users prior knowledge to the medium
characteristics of workplace bullying
Characteristics of workplace bullying • Physical or verbal abuse • Teasing or taunting • Mocking • The person is afraid to come to work
Media synchronicity theory
Communication between people at a different point in time Social informal the communication between coworker's supervisor and costumers and other affects media usage ion processing model Telecommuting and telework (pluses and minuses) Pro: more time with family, MIGHT get more work done if your house is work friendly, much more convenient and spend less time commuting Con: sometimes can be harder to work at home, fewer friends from the office,
contingency theory
Contingency theory-leadership perspective that emphasizes the match of the leader's style to the characteristics of the situation
Stohl Typology
DOMESTIC: identifying with one country and culture Multicultural: identification with one country, but recognizes it's own cultural diversity Multinational: identifying withone nationality but doing business in several countries Identifying with two or more countries: international Global: identification with the global ystem rather than the particular nation
identification
Identity What you associate yourself with, what DEFINES YOU Identification The perception of one ness with or belongingness to a collective, where the individual defines his or her self in terms of the collective
Class activity (your conflict management style, what were your results)
I was a comprimisor i believe tried to work together to come up with solutions that pleased everyone
contingent worker
Individuals without a permanent and full time connection to an organization
Pros and cons of new technology (in-class activity that we did)
Pros: much more convenience, time and space doesn't matter as much because we can just text or email (ASYNCHRONOS COMMUNICATION; communication between people at different points in time.) Cons: much less face to face interaction Less interpersonal communication?
sources of meaningful work
Sources of meaningful work, meaningful work and communication (how is meaningful work related to communication) Career that you love, people that make the job better, feeling like you have a PURPOSE and have VALUE, accomplishments
sources of workplace emotions
Sources of workplace emotions Could be working in a hospital and could get emotions from patients Empathetic or genuine concern or distant concern Bounded emotionality: look as emotions as central to the workplace
Communication in the change process (know the strategies) KNOW THESE!
Spray and pray: management showers employee with all kinds of information and hope that employees will be able to sort out significant bits of information Tell and Sell: management selects a limited set of messages regarding core organizational issues. Management "tells" employees about these issues and then "sells" employees on the wisdom of the approach Underscore and explore: management focuses on fundamental issues related to change success and allows employees the creative freedom to explore various possibilities Identify and reply: management listens to and identifies key concerns of employees and then response with the issues as they are brought up Withhold and uphold management withholds information as much as possible, when management is confronted with question or rumors they uphold the party line. THE MOST SUCCESSFUL: underscore and explore LEAST SUCCESSFUL: spray and pray, withhold and uphold
stages of social movements
Stages of social movements 1. preliminary stage-become aware of issue and leader emerges 2. coalescence stage-people join and publicize issue 3. institutional stage-establish organization with staff and structure 4. decline stage-people fall out, movement succeeds or fails
the stress process
The stress process (what are its parts?) Stressors- environmental factors that are difficult for a person to deal with (workload, role ambiguity, life events, and home/work conflict) Burnout- strain that results from ongoing stressors (emotional exhaustion, depersonalization, decreased personal accomplishment) Outcome-physiological attune and organizational results of burnout (heart disease, high blood pressure, less commitment)
feminist approach to conflict management
conflict as seen as a way to reframe organizational practices away from patriarical forms towards patterns that support collaborative and transformative behaviors concept of EXCHANGE putnam and kolb suggest that models of conflict that emphasize competition and exchange constitute a gendered practice. Specifically they argue that negotiation "is gendered in that the qualities of effective bargainers are linked to masculinity. the attributes typically labeled as feminine are less valued "trades" mutual gain, settlement, information exchange feminist concepts such as "mutual understanding" transformation and sharing experiences transforms the concept form one that values exchange to one that values collaboration
outcomes of identification
organizational collective: cooperation, effort, participation, prone to groupthink