LEADERSHIP MIDTERM
which responses from management suggest a suppression approach to diversity issues?
"quit whining" "you've got to pay your dues"
benefits of emotional intelligence
- better social relationships - greater well-being - increased satisfaction
heider's attribution theory proposed that behavior can be attributed to either ____ factors, such as ability, or _______ factors, such as a difficult task
- internal - external
perceived organizational support
Increased organizational commitment organizational citizenship behavior task performance lower turnover
cognitive ability
ability to learn and acquire new knowledge and skill - best predictor of task performance - if you pick it up faster, better job knowledge
the relationship building response to diversity issues seeks to foster relationships between diverse employee groups characterized by which features
acceptance understanding
what is the three - step problem solving approach and why is it important
define the problem identify OB concepts to solve the problem make recommendations and take action it closes the gap between an actual and a desired outcome
locus of control
describes how much personal responsibility someone takes for their behavior and its consequences
what situation factors
elements outside us that influence what we do, the way we do it, and the ultimate results of our actions
which process theory explains how people strive for fairness and justice in social exchanges or give-and-take relationships
equity theory
barriers to implementing successful diversity programs
ethnocentrism prejudice inaccurate stereotypes
narcissism
excessive self-love and self-absorption
what are the three components of a (personal) attitude
feelings or opinions about people, places, and objects
what are some ways to promote goal commitment
giving yourself a reward for making progress on your goals creating a record of your goals
according to goal setting theory, which of the following are needed in order for goals to motivate employees
goal specificity ability to achieve the goal commitment to the goal
organizational commitment leads to
greater employee retention greater motivation in pursuit of organizational goals
reinforcement theory states that you can
increase desired behavior by providing pleasing consequences strengthen desired behaviors by withdrawing a displeasing consequence
in adam's equity theory, knowledge, experience, education, and effort expanded are all perceived as
inputs
which of the following are true of personality? - It is comprised of constantly changing characteristics - it results from the interaction of genes and the environment - it is relatively stable across situations - it combines characteristics that give people unique identities
it results from the interaction of genes and the environment it is relatively stable across situations it combines characteristics that give people unique identities
what are reasons for employees to have negative reviews of performance management systems
limited guidance on how to improve performance infrequent feedback failure of managers to understand the responsibilities of the jobs they are reviewing
using vroom's expectancy theory to predict motivation, it can be said that
motivation will be high when all three elements are high
the acquired needs in mcclelland's acquired needs theory include the
need for achievement need for power
the idea that older coworkers are less motivated is a
negative stereotype
a cognitive pattern that enables us to interpret and understand our surroundings is called
perception
object recognition is a major function of
perception
in Vroom's expectancy theory, instrumentality is the relationship between which two factors
performance outcomes
in the isolation approach, managers respond to diversity issues by
placing certain employees in functionally independent "silos"
the three acquired needs stated in mcclelland's theory are the needs for achievement, affiliation, and
power
barriers to successful diversity programs at work
prejudice and stereotyping of women and minorities negative diversity climate assumption that majority culture is universal
the form of organizational justice that reflects the perceived fairness the process and procedures used to make organizational decisions is
procedural justice
emotional stability
relaxed, secure, unworried
barriers to successful diversity programs whilst at work
resistance to change lack of organizational priority for diversity a poor performance appraisal and reward system
which theory assumes that our behavior and well-being are influenced by three innate needs: competence, autonomy, and relatedness
self-determination theory
one's inclination to take more credit for success than failure is called ____ ____
self-serving
4 steps in the goal-setting process
set goals promote goal commitment provide support and feedback create action plans
the acronym SMART refers to which step in the goal-setting process
setting goals
what are strong situations
situation strength is the degree to which norms, cures, or standards dictate appropriate behavior - driving or a code red
what is trait activation
some situations, events, or interventions "activate" a trait more than others
SMART goals are those that include
time bound results oriented specific
the action option that is among the least preferred responses to diversity issues
toleration
agreeableness
trusting, good-natured, cooperative, softhearted
what are the main ideas behind the access-and-legitimacy perspective?
- an organization's workforce should reflect the diversity of its customers - an organization's markets and constituencies are culturally diverse
what are three ways people are motivated to reduce cognitive dissonance
- changing attitudes, behavior, or both - belittle the importance of the inconsistent behavior - find consonant elements that outweigh dissonant behavior
four workplace attitudes include
- organizational commitment (what is it and what are its outcomes) - employee engagement (what is it and what are its outcomes) - perceived organizational support (what is it and what are its outcomes) - job satisfaction (what Is it and what are its outcomes)
barriers to implementing successful diversity programs
- unsupportive or hostile work environment - negative diversity climate - poor career planning
psychopath
Cold & no facial affect, antisocial, thrill-seeking, like police officer task performance (like POWER)
what is cognitive ability and how is it related to job performance
ability to learn, or potential to learn, and acquire new knowledge and skills because they can learn it leads to job knowledge and then better job performance
criteria determining which employee is promoted
ability to manage people strong team skills ability to build and manage relationships managers type soft skills
emotional intelligence
ability to monitor one's own emotions and those of others, to discriminate among them, and use this information to guide one's thinking and action
what are personal values
abstract ideals that guide our thinking and behavior across all situations
recognition that the organization's markets and constituencies are culturally diverse is call a(n) ____ - and - _____ perspective on diversity
access legitimacy
musical
appreciate, compose, and perform music
job satisfaction or dissatisfaction leads to
attitudes - motivation - job involvement - withdrawal cognitions - perceived stress behaviors - job performance - organizational citizenship behavior - counterproductive work behavior - turnover
what are considered outputs in equity theory
bonuses recognition
individual differences are determined by
both genetics and environment
the ____ ______ option in thomas' framework is based on the belief that good relationships can rise above differences
building relationships
the most preferred action responses to diversity issues
building relationships mutual adaptation inclusion
ways in which organizations pursue an assimilation approach to diversity issues
by using recruitment practices that emphasize company values by employing orientation programs that introduce standard operating procedures by providing policies that instruct employees on what to do in specific situations
emotional stability
calm under pressure, able to keep team focused on task under stress may not understand or empathize with others' emotional reaction
spatial
can recognize and use patterns
steps in the process of stereotyping
categorization inferences maintenance expectation
what are person factors
characteristics that give individuals their unique identities
distinctiveness
compares a person's performance on one task to behavior on other tasks
consensus
compares an individual's behavior to that of his or her peers
self-determination theory assumes that our behavior and well-being are influenced by these innate needs
competence autonomy relatedness
what are examples of intrinsic rewards
completing quarterly financial statements without errors providing donations to a food cupboard
emptions
complex, relatively brief responses aimed at particular person, information, experience, or event can change off of psychological and physiological states felt vs. displayed felt = feelings expressed = what others can see
kelley hypothesized that people make casual attributions by observing three dimensions of behavior called
consensus, distinctiveness, and consistency
a person who attributes behavior to external causes would give a low rank which dimension of behavior?
consistency
what type of common perceptual error occurs when an employee is rated as being average after being compared to top performers
contrast effect
logical
deductive reasoning, problem analysis
the first step in the goal-setting process is to
define clear goals
components of the performance management process include
defining expectations creating consequences overseeing performance
a firm that lacks diversity among its workforce but insists that the company does not take into account factors such as age, gender, or ethnicity in making hiring decisions is using which generic action option in response to diversity issues
deny
the ___ option in thomas's framework means people refute that differences exist
deny
conscientiousness
dependable, responsible, achievement oriented, persistent
the key components of an organizational reward system include
desired outcomes distribution criteria types of rewards
maintenance
differentiating minority individuals from ourselves
comparing performance on one task with performance on other tasks is characteristic of which dimension of attribution theory
distinctiveness
the form of organizational justice that reflects the perceived fairness of how rewards are allocated is
distributive justice
according to research on the elements of organizational justice, two of them relate strongly to desired outcomes
distributive justice procedural justice
toleration differs from isolation as an approach to diversity issues in that
diverse people are included, but their differences are not valued or appreciated
what has been shown to kick-start mutual adaptation
diversity training
openness to experience
eager to entertain alternative points of view, think "big picture", eager to learn new information, skills, etc. - may be indecisive as a decision maker
big 5 personality traits
emotional stability extraversion openness to experience agreeableness conscientiousness
what is affective events theory and can you provide an example to explain it
employees react emotionally to things that happen to them at work, and this reaction influences their job performance and satisfaction ex. Coworker randomly delivers coffee and you feel happy and surprised
the outcomes of an equity comparison include
equity negative inequity positive inequity
which term describes the idea that not all individuals prefer an equal ratio of output to incomes
equity sensitivity
managers have more influence over
flexible individual differences
fundamental characteristics of action plans include
focusing on results incorporating specific time limits being specific about what will be achieved
the ____ option in thomas' framework means people are willing to adapt or change their views for the sake of creating positive relationships
foster mutual adaption
one's tendency to blame other people's behavior on that person's personal characteristics as opposed to situational influences know as __ _____ bias
fundamental attribution
categorization
grouping criteria such as gender, age, race, and occupation
which term describes someone who cares more about what they put into a group project than the rewards they receive from participating in the project
high equity sensitivity
it is important to monitor progress toward goal achievement in order to
identify problems while pursuing a goal
commitment to goals can be promoted by
identifying who or what might keep you from achieving them imagining how you will feel when you achieve them
which statement is an example of Vroom's concept of instrumentality
if I meet my performance goals, I will receive a promotion
wage compression
in order to hire them in at or above what others are making
which generic action option is an outgrowth of affirmative action programs and attempts to either increase or decrease the number of diverse people throughout an organization
include/exclude
employee engagement leads to
increased customer loyalty and satisfaction increased employee engagement well-being greater financial performance
openness
intellectual, imaginative, curious, broad-minded
which element of organizational justice has the weakest relationship to desired workplace outcomes
interactional justice
what are two common means for timing the administration of positive reinforcers
intermittent reinforcement continuous reinforcement
a person who ranks both consensus and distinctiveness low and consistency high is likely to attribute behavior to _____ causes
internal
expectation
interpreting people's behavior according to our expectations
why does self-determination theory emphasize intrinsic motivation
intrinsic motivation is longer lasting and more positive than extrinsic motivation
managing diversity and targeting specific demographics
is a good business move
consistency
judges whether a person's performance on a task is consistent over time
the theory that explains how people strive for fairness in social exchanges is ___ theory
justice
lindsay is a manager who wants to use mcclelland's theory when assigning responsibility for a major project. to which employee should delegate leadership of the team
kyle, who has a strong need for personal power
what are some of the biggest perceived detriments of the performance management system
lack of clarity on how to improve lack of fairness by managers too much focus on pay and incentives
linguistic
learn and use spoken and written languages
agreeableness
likely to build good relationships, cooperate + high emotional competency may lack ability to make tough calls
naturalistic
live in harmony with the environment
monitoring performance involves
measuring the progress toward the goals tracking the achievement of the goal
reasons for managing diversity go beyond its ___, _____ or ___ dimensions
moral social legal
according to mcclelland's acquired needs theory, which need involves the desire to influence or teach others to achieve?
need for power
david mcclelland's theory states that employee behavior is driven by
needs we acquire as we live our lives
david mcclelland's acquired needs theory states that
one need often dominates over the others people vary in the extent to which they possess certain needs
skinner labeled behavior that is learned when one acts on the environment to produce desired consequences ____ behavior
operant
conscientiousness
organized, good planner, hard working may lack spontaneity, flexible, change orientation
extroversion
outgoing, social, talkative, and assertive
pay, promotions, challenging assignments, participation in decision making are all considered _____ in adam's equity theory
outputs
when a manager monitors, evaluates, and creates consequences for an employee's work so that it meets defined performance expectations, it is an example of
performance management
key components of emotional intelligence
personal competence - self-awareness - self management social competence - social awareness - relationship management
what is cognitive dissonance
physical discomfort a person experiences when they experience inconsistency between two or more attitudes (cognitions) or between behavior and attitudes
kaya and franklin just received their end-of-year bonuses. kaya's bonus was 10% larger than franklin's but kaya knows she regularly worked overtime while franklin rarely did. based on this equity comparison, which equity relationship is kaya most likely to perceive?
positive equity
central tendency
rating an employee average on all dimensions
halo
rating an employee high across all dimensions because they are likeable
leniency
rating an employee high across all dimensions regardless of actual performance
recency
rating an employee low for the year based on one late report at the end of the year
studies show that women have a harder time being perceived as effective leaders, which is a result of a negative
stereotype
which statements are consistent with Locke and Latham's findings about goal setting
successful goal achievement reinforces employee satisfaction and leads to setting higher goals people need the ability and resources to achieve the goal goals that are specific and difficult lead to higher performance
the ___ option in thomas' framework means that differences are squelched or discouraged
suppress
casual attributions refer to
suspected causes of behavior
machiavellianism
the degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means
external locus of control
the perception that chance or outside forces beyond your personal control determine your fate. - things happen to me, I blame others for failures, I cannot control the future - more anxious, earn less, receive smaller raises, less motivated by incentives
internal locus of control
the perception that you control your own fate - I make things happen, I can determine my future, I accept personal responsibility for failures - higher motivation, higher expectations, exert more offer when given difficult tasks
as part of the contingency approach to goal setting, what elements should fit in the situation
the policy the practice the behavior
according to equity theory, people compare
their output-to-input ratio to that of relevant others
what is true of people motivated by a high need for affilation
they prefer to work in cooperative teams
intrapersonal
understand and regulate oneself
interpersonal
understand, connect, and work with others
bodily
using one's mind and body to coordinate physical movement
the question that asks "how much do I value the outcomes I will receive by achieving my performance goals?" represents which element of Vroom's expectancy theory?
valence
schwartz's value theory and application of personal values impacting behavior
values are motivational and represent broad goals over time bipolar values are incongruent while adjacent values are complementary
application of schwartz's value theory entails...
workplace: managers can better manage when they understand employee's goals and if different goals are greater than conflicting employee actions personal: employees have more meaning for work when goals align with values
what is the dark triad
Machiavellianism, Narcissism, Psychopathy
extraversion
assertive, influential in group settings, sociable and likeable may generate status conflicts
according to mcclelland's acquired needs theory to motivate an employee with high need for achievement would include
assigning challenging but achievable performance providing balanced feedback so they can improve performance
the ____ option in thomas' framework of options that organizations use to deal with any diversity issue based on the premise that all diverse people will learn to fit in or become like the dominant group
assimilate
inferences
assuming people in a certain category possess the same traits
SMART goals are those that include which characteristics
attainable specific measurable
the premise that people infer causes for observed behavior is the basis of ___ theory
attribution