OB chs 6,7,8,9,10
Compromising
A middle-ground conflict-handling style, in which a person has some desire to express their own concerns and get their way but still respects the other person's goals as well.
Work around the world
Over fifty percent of Americans who work over 50 hours a week do not use their vacation.
Individual performance
Piece rate, individual bonuses, merit pay, and sales commissions tie pay to
production tasks
Tasks that include actually making something such as a building, product, or a marketing plan.
virtual teams
Teams where members are not located in the same physical place.
cognative dissonance
a term that refers to a mismatch among emotions, attitudes, beliefs, and behavior. genuine acting
leadership and authority
Team _________________ vary, depending on whether the team is traditionally managed, self-managed, or self-directed.
top management team
Teams appointed by the chief executive officer (CEO) and, ideally, reflect the skills and areas that the CEO considers vital for the company.
Most effective
Teams are ____________ when they comprise members with the right skills for the tasks at hand, are not too large, and contain diversity across team members.
empowered teams
Teams that have the responsibility as well as the authority to achieve their goals.
cross-functional team
Teams that involve individuals from different parts of the organization.
self-managed teams
Teams that manage themselves and do not report directly to a supervisor. Instead, team members select their own leader, and they may even take turns in the leadership role.
informal work groups
Two or more individuals who are associated with one another in ways not prescribed by the formal organization.
role ambiguity
Vagueness in relation to our job responsibilities.
(BLANK) are teams in which members are not located in the same physical space.
Virtual teams
role conflict
Facing contradictory demands at work.
What is true about performance appraisals?
Feedback is most effective if it immediately follows performance.
emotion
Feeling that occurs quickly and profoundly in response to an event that is desired (positive) or undesired (negative). Malleable & contagious
emotionally
Firms like Apple are interested in how products are perceived ___________ because strong positive emotions make individuals more likely to use a product and recommend it to others.
Job Characteristics Model
Five core job dimensions, leading to three critical psychological states, which lead to work-related outcomes.
Adequate Notice
communicating performance criteria before the apprasial
intrapersonal conflict
conflict that arises within a person
Team roles
consist of task, social, and boundary-spanning roles
empowerment
contemporary way of motivating employees through job design
conflict management techniques
changing organizational structures to avoid built-in conflict, changing team members, creating a common "enemy," using majority rules, and problem solving
Universally Valid
job design, goal setting, performance appraisals, and incentives should be designed while considering the national culture context, because they may not be ____________________.
Alternatives to Job Specialization
job rotation, job enlargement, job enrichment
sematics
the meaning of a word or phrase
sender
the person initiating the communication
receiver
the person who a message is intended to reach
selective perception
the personal filtering of what we see and hear to suit our own needs.
decode
the process of assigning meaning to a received message
product development teams
a team in charge of designing a new product
goal commitment
The degree to which a person is dedicated to reaching the goal.
Piece rate systems
paying employees based on their output
GAS model order
1. Alarm 2. Resistance 3.. Exhaustion
5 phases of negotiation
1. Investigation 2. Determine your BATNA 3. Presentation 4. Bargaining 5. Closure
What is the stage, in group evolution, where group members not only get work done but also pay greater attention to how the work is being done? A. Performing B. Forming C. Adjourning D. Norming E. Storming
A
Cara was off sick for two days. When she returns to work, she has 108 emails, three messages, and two meeting requests. Cara has (BLANK)... A. Information overload B. Selective perception C. Multitasking D. Proximity Overload
A
What is created when team members articulate and agree upon the goals, roles, leader, decision-making process, and meeting times for the team? A. Team Contract B. Team Rules C. Team Arrangement D. Team Charter
A
When might using avoidance as a conflict handling style become a problem? A. When there is an important issue B. When deciding which restaurant to eat at C. When the issue is not important D. During a friendly competition
A
Which root cause of conflict might predict conflict when two departments report to the same executive? A. Organizational structure B. Team composition C. Communication problems D. Task interdependence
A
group
A collection of individuals who interact with each other such that one person's actions have an impact on the others.
Gainsharing
A companywide program in which employees are rewarded for performance gains compared to past performance.
Collaborating
A conflict-handling style that is high on both assertiveness and cooperation.
competing
A conflict-handling style that is highly assertive but low on cooperation.
accommodating
A cooperative and unassertive conflict-handling style.
job enrichment
A job redesign technique allowing workers more control over how they perform their own tasks.
after-action review
A meeting conducted at the end of a project or event, where team members discuss what went right, what went wrong, and what could have been done differently. Commonly used alternative names include "retrospective meeting", "debrief meeting", or post mortem.
Storytelling
A narrative account of an event or events.
Arbitration
A process that involves bringing in a third party, the arbitrator, who has the authority to act as a judge and make a binding decision to which both parties must adhere.
negotiation
A process whereby two or more parties work toward an agreement.
positive reappraisal
A psychological coping technique. This method involves finding meaning in seemingly negative life events.
one-on-one meeting
A short, frequent, and regular meeting with an employee to provide timely feedback and support.
flow
A state of consciousness in which a person is totally absorbed in an activity.
360-degree feedback
A system where feedback is gathered from supervisors, peers, subordinates, and sometimes even customers.
Groupthink
A tendency to avoid critical evaluation of ideas the group favors
Affective Events Theory (AET)
A theory that explores how events on the job cause different kinds of people to feel different emotions. can help explain the relationship between emotions and work
interpersonal conflict
A type of conflict between two people.
task force
A type of temporary team which is asked to address a specific issue or problem until it is resolved.
choice, challenge, competence
A work environment that fosters the experience of flow should include _______, __________, and _________.
Avoiding
An uncooperative and unassertive conflict-handling style.
Which of the following are examples of nonverbal communication cues (select all that apply)? A. Space B. Posture C. Eye contact D. Touch
A, B, C, D
What are the different types of conflict (select all that apply)? A. Intrapersonal B. Intragroup C. Interpersonal D. Intergroup
A, C, D
Which of these are typical characteristics of collectivist societies? Select all that apply A. Feel loyalty is critically important B. Members are only responsible for their individual actions C. Have employees who adapt well to changing teams D. Value interpersonal relationships over personal achievement
A, D
Communication performs all of these functions in an organization. Select all correct answers. A. Transmitting information B. Increasing stock values C. Assessing attendance and tardiness D. Coordinating plans E. Skill acquisition F. Sharing feelings G. Organizing information
A, D, F, G
team contract
Agreements on established ground rules, goals, and roles. addresses team values and goals, team roles and leadership, team decision making, team communication expectations, and how team performance is characterized.
telecommute
Allowing employees the option to _________ reduces work-life conflict.
a appraisal system where each employee is assessed individually without enforcing a comparison is called __________ whereas, __________________ is one in which an individual is assessed compared to other employees.
An absolute ranking system, a relative ranking system
integrative approach
An approach to negotiation in which both parties look for ways to integrate their goals under a larger umbrella.
rumination
An inability to let go of past events and obsessively thinking about them.
Burnout
An ongoing negative emotional state resulting from dissatisfaction.
Putting into perspective
Another psychological coping technique, involves minimizing the perceived importance of a situation.
fair hearing
Appraisals that are more effective give employees adequate notice, ___________, and judgment based on evidence. Ensuring that there is two-way communication during the appraisal process and the employee's side of the story is heard.
Personality, individual beliefs, affect-driven behaviors
As explained by the Affective Events Theory (AET), job satisfaction is derived from __________, ___________, and ____________ and is not always a function of organizational perks.
Job Characteristics
Autonomy and feedback are the most important elements in deciding the motivating potential score. Feedback can be detrimental to performance. Employees working the same job may have differ perceptions about the job characteristics.
employee recognition awards
Awards, plaques, or other symbolic methods of recognition that convey appreciation for employee contributions.
Choose the most accurate statement. A. Communication can be more effective when multitasking between multiple conversations. B. Multitasking is really just an illusion because your brain cannot truly handle the processing of that much information at one time. C. Multitasking has been shown to increase task performance. D. Computers and cell phones help to filter out important information from the overload of various media.
B
Conflict can have positive outcomes one of which is A. convincing colleagues that you were right. B. increased participation and creativity. C. team bonding. D. correcting toxic environments.
B
Making concessions is A. a positive contribution to the negotiation. B. a demonstration of cooperativeness. C. a good alternative to failure. D. a sign of weakness.
B
What is NOT a fundamental factor that affects group cohesion? A. Group size B. Location C. Level of support provided D. Similarity of group member backgrounds
B
Why do researchers compare conflict to the common cold? A. It's extremely contagious B. Everyone knows what it is but understanding the cause is more challenging C. There is no cure D. Inoculating yourself against it still doesn't fully protect you
B
What are common mistakes in negotiating (select all that apply)? A. Not recognizing your boss' authority B. Getting overly emotional C. Letting your ego get in the way D. Having realistic expectations
B,C
genuine acting
Behavior requiring an individual to display emotions aligned with their own.
Deep Acting
Behavior requiring an individual to try to experience the emotions they are displaying.
surface acting
Behavior requiring individuals to exhibit physical signs, such as smiles, that reflect emotions they don't feel. requires a high level of emotional labor
affect-driven behavior
Behavior that occurs when emotions trigger you to respond in a particular way.
negotiate ethically
Being honest during negotiations, keeping your promises, and treating others as you would like to be treated
Encoding is the communication process of (BLANK)... A. organizing data B. prioritizing C. translating an idea into words D. translating from one language to another
C
Hardball tactics should not be used because A. individuals also have a tendency to think that they are more ethical than the average person. B. you'll have a reputation for being a good negotiator. C. the negotiation is likely not to be the last time you will interact with the other party. D. deception is morally questionable.
C
Type A
Caleb's colleagues describe him as competitive and impatient with a _______ personality
Emotional Labor
Can have lasting negative health effects when employees behave in a way that is different from their beliefs
(BLANK) is the degree of camaraderie within the group where members are attached to each other and act as a singular unit.
Cohesion
pay for performance
Companies that pay for performance achieve higher productivity, profits, and customer service. Employees try harder and increase their effort when they are paid for their performance. Less productive employees are more likely to quit under this type of pay system.
intergroup conflict
Conflict that takes place among different groups, such as different departments or divisions in a company, or between union and management, or between companies, such as companies who supply the same customer.
Of the 10 team roles, which ones are considered boundary-spanning roles? 1. Consul 2. Creator 3. Contributor 4. Cooperator 5. Coordinator 6. Critic 7. Communicator 8. Completer 9. Contractor 10. Calibrator
Consul, Coordinator
Japan
Countries vary a great deal in how many hours the average worker puts in at work, with _________ working the most hours, followed by those in the United States.
Trust
Creating _______ within an organization can increase employee self-esteem which reduces stress.
idea-generation tasks
Creative tasks such as brainstorming a new direction or creating a new process.
An effective method of crisis communication is A. to have the company's public relations department handle communication. B. to fire the person who made a mistake. C. to wait until the situation calms down before addressing it. D. to have the company's highest ranking official communicate the situation
D
During the presentation phase of negotiation, you should A. ask a lot of questions. B. tell your opponent your BATNA. C. discuss your goals in seeking an agreement. D. assemble the information you've gathered.
D
What is NOT considered a barrier to being an effective team? A. Poor performing team members B. Dominating team members C. Lack of time management D. Having a clear starting point
D
What is a primary influence on whether or not a doctor is sued for malpractice? A. A cold and analytical demeanor B. How often a doctor smiles C. A doctor's perceived age D. A warm, personal communication style
D
What is the stage, in group evolution, where the group dissolves once the goal has been achieved, or alternatively, through situations such as organizational restructuring? A. Forming B. Storming C. Norming D. Adjourning E. Performing
D
Structural Empowerment
Decision authority Leadership styles Organizational structure Access to information Organizational climate The aspects of the work environment that give employees discretion and autonomy, and enable them to do their jobs effectively.
Advantages of job rotation
Decreased turnover Increased ethical behavior Decreased stress levels
challenge stressors
Demands and circumstances that cause stress but also promote individual growth.
time management
Development of tools or techniques that help to make us more productive when we work.
Crucial Conversations
Discussions in which the stakes are high, opinions vary, and emotions run strong.
Judgement based on evidence
Documenting performance problems and using factual evidence.
wellness programs
Employee sponsored offerings that support and promote employee health.
work-life conflict
EU prohibits employees from working more than 48/hrs a week Individuals that have stress in one area of their life tend to have greater stress in other areas as well. Has increased over time due to technology When the demands from one's work and other aspects of one's life are negatively affecting one another.
negative emotions
Emotions such as anger, fear, and sadness that can result from undesired events.
positive emotions
Emotions such as joy, love, and surprise that can result from desired events.
Stressors
Events or contexts that cause a stress reaction by elevating levels of adrenaline and forcing a physical or mental response. Major _______________ at work include role stressors, information overload, work-life conflict, interpersonal stressors, life changes, job insecurity and unemployment, organizational change, as well as anticipating and ruminating about stress.
job enlargement
Expanding the tasks performed by employees to add more variety.
stock option
Giving an employee the right, but not the obligation, to purchase company stocks at a predetermined price.
Control
Giving employees _______ in how they interact with customers can reduce the effects of emotional labor.
White collar
Goal setting theory has not been tested in ____ industries
more effective
Goals are _____________ in motivating employees when employees receive feedback on their accomplishments, have the ability to perform, and are committed to goals.
(BLANK) is a group pressure phenomenon to conform that increases the risk of the group making flawed decisions by allowing reductions in mental efficiency, reality testing, and moral judgment.
Groupthink
Positive emotions
Having____________can lead to upward positive spirals of good emotions.
Production Tasks
Includes actually making something as a building, product, or marketing plan
Idea Generation Tasks
Includes brainstorming a new direction or creating a new process
Problem-Solving Tasks
Includes coming up with plans for actions and making decisions
Alternative Dispute Resolution (ADR)
Includes mediation, arbitration, and other ways of resolving conflicts with the help of a specially trained, neutral third party without the need for a formal trial or hearing.
Researchers agree that the grapevine is an (BLANK) part of organizational life, with (BLANK) of all organizational communication occurring at the grapevine level.
Inevitable/ 70%
information overload
Information processing demands that exceed the supply or capacity of time available for such processing.
Formal Group Work
Is made up of managers, subordinates, or both with close associations among group members that influence the behavior of individuals in the group
Psychological detachment
Leaving work at work and focusing on non-work activities.
adequate notice
Letting employees know what criteria will be used during the appraisal.
supervisor
Most appraisals are conducted by the __________.
job rotation
Moving employees from job to job at regular intervals.
leniency
Occurs when managers want to avoid confrontation can be combated by using relative ranking
exhaustion
Our body depleted its stores of fats and sugars Disease or death can result when our body is in this stage
Alarm
Our body reacts to a stressor and initiates a reaction
Resistance
Our body releases cortisol and draws on its reserves of fats and sugars
Mindfulness
Paying complete attention to one's feelings without reaction or judgment.
procrastination
Postponing doing important tasks, even knowing that you will experience problems later.
job crafting
Proactive changes employees make in their own job descriptions
Public Relations
Professionals who create external communications about a client's product, services, or practices for specific receivers.
Employee Assistance Program (EAP)
Programs that provide support to employees to help them deal with personal problems than can affect performance, health, and well-being.
forming-storming-norming-performing model
Proposed by Bruce Tuckman in 1965 and involved a four-stage map of group evolution. useful in prescribing stages that groups should pay attention to as they develop
Stereotypes
Raters have preconceived beliefs about a group that is generalized to other members of the same group can be combated by training managers to accurately observe and evaluate performance
problem solving tasks
Refers to coming up with plans for actions and making decisions.
sales commissions
Rewarding sales employees with a percentage of sales volume or profits generated.
Goal Setting Theory of motivation
SMART (specific, measurable, aggressive, realistic, and time-bound) SMART goals motivate employees because they energize behavior, give it direction, provide a challenge, force employees to think outside the box, and devise new and novel methods of performing.
Tell gabe the reasons and work with gabe on making an action plan
Samuel is a new team leader and is conducting his first performance appraisal with Gabe who is not performing up to expectations. What strategies should Samuel employ to ensure the meeting is effective (select all that apply)?
Management by Objectives (MBO)
Setting companywide goals derived from corporate strategy, determining team- and department-level goals, collaboratively setting individual-level goals that are aligned with corporate strategy, developing an action plan, and periodically reviewing performance and revising goals. Companies tie individual goals to company goals using ______________
Relative Ranking
Some companies use _________________ in which employees are compared to each other, but this system has many disadvantages
Performing
Stage when participants are not only getting the work done, but they also pay greater attention to how they are doing it.
Norming
Stage when participants find it easy to establish their own ground rules (or norms) and define their operating procedures and goals.
storming
Stage when participants focus less on keeping their guard up as they shed social facades, becoming more authentic and more argumentative.
Forming
Stage when the group comes together for the first time.
BANTA
Stands for the "best alternative to a negotiated agreement." Determining your BATNA is one important part of the investigation and planning phase in negotiation.
Hindrance stressors
Stress caused by factors that detract us from our personal goals and prevent personal growth.
anticipatory stress
Stress caused by visualizing events that may (or may not) happen in the future.
55%
Surprisingly, _____ of face-to-face communication comes from nonverbal cues such as tone or body language
Stress
The body's reaction to a change that requires a physical, mental, or emotional adjustment or response.
perfomance management
The collection of tools, methods, and procedures aiming to improve employee performance.
task interdependence
The degree that team members are dependent upon one another to get information, support, or materials from other team members to be effective. works well with self-managing teams
growth need strength
The degree to which a person has higher order needs, such as self-esteem and self-actualization.
task identity
The degree to which a person is in charge of completing an identifiable piece of work from start to finish.
autonomy
The degree to which people have the freedom to decide how to perform their tasks
Feedback
The degree to which people learn how effective they are being at work.
Psychological Capital (PsyCap)
The degree to which the individual has high efficacy, optimism, hope, and resilience. Individuals with ________ are more resilient
Filtering
The distortion or withholding of information to manage a person's reactions.
skill variety
The extent to which the job requires a person to utilize multiple high-level skills.
adjourning phase
The fifth and final stage later added to the Tuckman model.
investigation
The first step in negotiation in which information is gathered.
Barganing
The fourth phase of negotiation in which parties discuss their goals and seek agreement
Grapevine
The informal gossip network within a given organization.
Closure
The last part of negotiation in which you and the other party have either come to an agreement on the terms, or one party has decided that the final offer is unacceptable and therefore must be walked away from.
Which of the following statements is correct about culture and the creation of a motivating work environment (select all that apply)?
The paternalistic nature of Mexican companies makes methods of increasing employee empowerment difficult to implement. Countries with high power distance respond negatively to appraisal systems in which subordinates provide feedback to their supervisors. Chinese employees respond better to very difficult and less specific goals than do Western employees.
Communication
The process by which information is exchanged between individuals through a common system of symbols, signs, or behavior. vital to organizations functions: coordination, transmission of information, and sharing emotions and feelings
emotional labor
The regulation of feelings and expressions for organizational purposes. higher when one is asked to act in a way that is inconsistent with personal feelings
Empowerment
The removal of conditions that make a person powerless.
workaholism
The tendency to work excessively and compulsively.
punctuated equilibrium
The theory that change within groups occurs in rapid, radical spurts rather than gradually over time. groups often move forward during bursts of change after long periods without change. Groups that are similar, stable, small, supportive, and satisfied tend to be more cohesive than groups that are not.
presentation
The third phase of negotiation in which information is assembled in a way that supports one's position.
distributive view
The traditional fixed-pie approach in which negotiators see the situation as a pie that they have to divide between them.
encode
The translation of ideas into words.
biases
There are intentional and unintentional __________ inherent in appraisals and being aware of them, increasing rater accountability, and training managers may be useful in dealing with some of them.
Type A personalities
Those who display high levels of speed/impatience, job involvement, and hard-driving competitiveness.
Type B personalities
Those who tend to be relatively calm and tend to think through situations as opposed to reacting emotionally Individuals with __________ are less prone to stress
What is the purpose of external communications?
To create a specific message that the receiver will understand and share with others.
(BLANK) are appointed by the chief executive officer (CEO) and, ideally, reflect the skills and areas that the CEO considers vital for the company.
Top management teams
Increase Resources
When a stressor can not be eliminated, organizations need to ___________ to help employees cope with stress better.
General Adaptation Syndrome
When there's a threat to the individual's nature balance, the body responds by engaging in a "fight or flight" response. 1. ALARM PHASE 2. RESISTANCE PHASE 3. EXHAUSTION PHASE
task significance
Whether a person's job substantially affects other people's work, health, or well-being.
role ambiguity
While role overload, role conflict, and role ambiguity all impact performance, research has shown that ____________ is the strongest predictor of poor performance.
rewarded/ reward
While these systems may be effective, people tend to demonstrate behavior that is being __________ and may neglect other elements of their performance. Therefore, _________ systems should be designed carefully and should be tied to a company's strategic objectives.
Telecommuting
Working remotely such as from home or from a coffee shop for some portion of the workweek. Higher job satisfaction lower work like conflict higher productivity
What are the three basic types of communication?
Written Nonverbal Verbal
leisure time
_________ is important for avoiding the exhaustion phase of the stress cycle.
Poorly derived goals
_____________ have the downsides of hampering learning, preventing adaptability, causing a single-minded pursuit of goals at the exclusion of other activities, and encouraging unethical behavior.
Negative emotions
______________ can result from an event such as not having your opinions heard by your supervisor.
Mindfullness-based programs
_________________ are increasingly being utilized by organizations as a way to help employees combat stress at work.
team
a cohesive coalition of people working together to achieve mutual goals
gainsharing
a company wide program that rewards employees for performance improvements
collective efficacy
a group's perception of its ability to successfully perform well when __________ is high, groups tend to perform better
Meditation
a process in which an outside third party (the mediator) enters the situation with the goal of assisting the parties to reach an agreement.
Conflict
a process that involves people disagreeing can be healthy and necessary
profit sharing
a program in which a percentage of a company net revenue are shared with employees
Jargon
a specific set of acronyms or words unique to a specific group or profession
mistakes made negotiating
accepting the first offer made, letting egos get in the way, having unrealistic expectations, getting overly emotional, and letting past negative outcomes affect the present ones
Conflict Management Styles
accommodating others, avoiding the conflict, collaborating, competing, and compromising
process loss
any aspect of group interaction that inhibits group functioning
noise
anything that interferes with or distorts the message being transformed can disrupt or distort communication
Culture is a shared set of (BLANK) and experiences common to people in a specific setting. The setting that creates a culture can be (BLANK), religious, or professional.
beliefs/ geographic
Goal setting
can improve performance by up to 25% Widely supported by research most influential theory of motivation
Barriers to teams
challenges of knowing where to begin, dominating team members, the poor performance of team members, and poorly managed team conflict.
Of the 10 team roles, which ones are considered social roles? 1. Consul 2. Creator 3. Contributor 4. Cooperator 5. Coordinator 6. Critic 7. Communicator 8. Completer 9. Contractor 10. Calibrator
cooperator, communicator, calibrator
One of the most challenging areas of effective business communication occurs in moments of (BLANK)
crisis management
Fair hearing
ensuring that there is a two-way communication process
Barriers to effective communication
filtering, selective perception, information overload, emotional disconnects, lack of source credibility, workplace gossip, gender differences, semantics, biased language, and poor listening skills, among others.
company performance
gainsharing, profit sharing, and stock options tie pay to
Merit pay
giving employees a permanent pay raise based on past performance
merit pay
giving employees a permanent pay raise based on past performance
employee recognition programs
giving employees acknowledgment for their contributions
concessions
giving up one thing to get something else in return
Promoting yourself through the grapevine at work is really just a form of (BLANK)
gossip
Some cultures have a preference for (BLANK) rather than overt conflict.
harmony
role overload
having insufficient time and resources to complete a job
Felt Empowerment
meaningful work, feeling confident about performing the job, having discretion and autonomy at work, ability to influence how the company operates
Effective team meetings
include preparation, management during the meeting, and follow-up on action items generated in the meeting.
outcomes of conflict
increased participation and creativity, while negatives of poorly managed conflict include increased stress and anxiety
perfomance appraisal
involve observing and measuring an employee's performance during an appraisal period, recording these observations, communicating results to the employee, and recognizing high performance while devising ways of improving deficiencies
Cohesion is (BLANK) advantageous to group performance.
not always
Bonuses
one-time rewards that follow specific accomplishments of employees
Causes of Conflict
organizational structures, limitations on resources, task interdependence, goal incompatibility, personality differences, and communication challenges
piece rate incentives
payment to employees made on the basis of their individual output
some companies have abolished these only a small % of companies use these to their fullest potentials an effective ______ system can lead to higher levels of trust in management
performance appraisals
emotional intelligence
refers to understanding how others are reacting to our emotions.
conflict management
resolving disagreements effectively
examples of psychological coping
return to school and get a college degree being thankful that their partner has a good job realizing that you can find a better job and you can focus on your hobbies
norms
shared expectations about how things operate within a group or team
Relative ranking systems
should only be used for short periods create a culture of competitiveness create a high performing culture
5 job components that increase the motivating potential of a job
skill variety, task identity, task significance, autonomy, feedback
SMART goal
specific, measurable, realistic and agressive
types of teams
task forces, product development teams, cross-functional teams, and top management teams.
traditional manager-lead teams
teams where the manager serves as the team leader
Cohesion
the degree of camaraderie within the group can help support group performance if the group values task completion too much can also be a concern for groups.
Job Specialization
the earliest approach to job design, originally describes by the work of Frederick Taylor leads to boredom and monotony Breaking down tasks to their simplest components and assigning them to employees so that each person would perform few tasks in a repetitive manner.
Liking
the relationship between the rater and the ratee bias the performance ratings can be combated by journaling
social loafing
the tendency of individuals to put in less effort when working in a group context increases as groups become larger
in-group bias
the tendency to favor the group to which one belongs
medium
the way a senders message is conveyed
Communication experts recommend (BLANK) during crucial conversations.
using "and" instead of "but"
Judgement based on evidence
using documentation and data to rate performance
Types of communication
verbal, nonverbal, written
Filtering is the (BLANK) or (BLANK) of information to manage a person's reactions.
witholding/distorting
