MANAGEMENT CLASS
What are the different types of ability and how do they differ?
verbal abilty: exrpess yoruself oral and writting quantiatative : number facility and mathamathaical reasoning reasoning : sensing and solving probelms using insight rules and logica deductive reasonign like a judge refers and general rule inductive : consider new ingo to create new ruel
When is intuition most beneficial?
when youre an eperrt tacicicle
Is stress a good thing or a bad thing?
- Sometime stress can motivate us, make us rise to the challenge Good stressors = challenge stressor Bad stressor= hindrance stressor
Syllabus: What are the three main purposes of the class?
1. Be an effective and successful person and employee 2. Work effectively with others and within teams 3. Be a positive influence (leader) in the lives of others
o How do we overcome our short cuts and biases?
1. Don't jump to conclusions - Be open-minded 2.. Don't assume causality (record and test) 3.. Get evidence beyond your own experience 4.. Look for disconfirming evidence 5. Use confidence estimates
o What are the four hallmarks of successful people according to Carol Dweck?
1. Love learning 2. Seek challenges 3.Value effort 4.Persist in the face of obstacles
§ What are the three different types of employee performance?
1. Task Performance Employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces Usually part of our job description Do you do what you are expected to do well? 2. Organizational Citizenship Behaviors (OCBs) Voluntary employee activities that may or may not be rewarded but that contribute to the organization by improving the overall quality of the setting in which work takes place Key: Voluntary & Optional Not part of your job description These behaviors include: Helping, courtesy, sportsmanship (keeping positive attitude), voice (speaking up for change), civic virtue (volunteering), & boosterism 3. Counterproductive Work Behaviors (CWBs) Employee behaviors that intentionally hinder organizational goal accomplishment Examples Theft Wasting resources Substance abuse Gossiping Incivility Harassment Abuse
o Goal Setting Why are goals so important?
1. They provide direction (in two ways) Give you something to shoot for, to accomplish What becomes our default if we do not have something to shoot for? "Not losing" Does "not losing" = success? Direct behavior toward relevant behavior and away from other behaviors 2. They energize and increase persistence Having a standard against which you can continually compare your performance will increase your striving to attain the standard 3. They trigger the creation of task strategies (that wouldn't come about otherwise) Spend more time think about how to get from A to B In all: goals provide long-term vision and short-term motivation Give you direction Enhance your focus Enhance your energy and persistence Be the driver of your life and not the passenger
Why do we need to be concerned about stress?
60-90% of all doctor visits are related to stress Physiology: Headaches, illness, high blood pressure, diabetes Psychology: Depression, anxiety Behaviors: Drinking, drugs, anger, relationship conflict
o Why should we care about abilities?
Abilities play a role in the selection process Does employees have the cognitive, emotional, and physical abilities to perform the job?
o Is personality something that we can change readily?
About 35-49% of our personality is based upon genetics
o What is attribution theory? What are the three factors that we uses to determine whether something is internally or externally caused?
Attribution Theory Attempt to determine whether an individual's behavior is internally or externally caused Why might we be interested in determining if something is internally or externally caused? It affects how we see and evaluate others 3 Factors Distinctiveness If behavior is unusual = Perceived cause is external factors Consensus If everyone else does it = Perceived cause is external factors Consistency If it happens consistently = Perceived cause is internal factors
o What are all of the different short cuts and biases that we discussed in class and that were in the textbook? Be able to define and identify each
Attribution theory, Fundamental attribution error, self-serving bias, overconfidence bias , confidence bias, availability bias, selective perception , halo effect, risk aversion, contrast effects, stereotyping, anchoring bias, escalation of commitment, hindsight bias , randomness error
§ What is the personal value equation comprised of?
BENEFIT RECIEVE - (price and hassle) = VALUE
o Why is the study of organizational behavior important?
Be an effective and successful person and employee Work effectively with others and within a team Be a positive influence (a leader) in the lives of others...
What does it mean to be intentional?
Being deliberate Doing things on purpose/with intention
What is the opposite of being intentional?
Being passive/Being reactive Being the passenger instead of the driver
What are the five dimensions of the Big Five Taxonomy? • Be able to define and identify each o Here is a Big Five personality assessment you can take: http://www.scienceofpeople.com/personality/ • Be able to identify the benefits and limitations of each
Big Five Taxonomy - CANOE Conscientious ↑: dependable, organized, reliable, hardworking ↓: careless, sloppy, inefficient, negligent, lazy Most important personality trait for job performance Best predictor Less likely to engage in unhealthy or risky behaviors Agreeableness ↑: kind, cooperative, sympathetic, helpful, courteous, warm ↓: critical, antagonistic, callous, selfish, rude, cold Important for some jobs (e.g., customer service) Good predictor of OCBs and of not engaging in counterproductive work behaviors Neuroticism Neuroticism (↑): nervous, moody, emotional, insecure, unstable Emotional Stability (↓): calm, steady, relaxed, at ease, secure, contented Emotional stability: Second most important, in terms of its relationship to job performance Best predictor of life and job satisfaction Openness ↑: curious, imaginative, creative, complex, refined, willing to go outside of comfort zone ↓: seek familiar, conventional, conforming, traditional, likes predictability Beneficial for some jobs, but not others Particularly those jobs that require adaptability or creativity (e.g., leadership) Extraversion ↑: talkative, sociable, passionate, assertive, bold ↓: quiet, shy, reserved, inhibited, bashful Important for some jobs (e.g., sales) More strongly related to leadership emergence than leadership effectiveness
CLOSED MIND SET
CLOSED MINDSET: CLOSED TO OPINIONS AND IDEAS OF OTHERS focus: being right and having ideas validated approach: answers questions rather then ask, "out of touch" behavior: avoid feedbacks belief: disagreement = threat
o What personality traits are most strongly related to job performance (including OCBs and counterproductive work behaviors) leadership effectiveness, leadership emergence, and satisfaction?
Contentiousness is the best predictor of job performance Emotional stability is best predictor of life satisfaction and job satisfaction Extraversion is a good predictor of (1) job performance in social roles and (2) leadership emergence Contentiousness & Openness are good predictors of effective leadership Agreeableness is a good predictor of OCBs and of not engaging in CWBs
What are the four sets of mindsets? • How do they each affect our focus, approach, behaviors, and beliefs?
FIXED --- GROWTH OPEN ----CLOSE PREVENTION --- PROMOTION INWARD --- OUTWARD
What is the difference between emotions and feelings?
Emotions: Instinctual reactions to a situation or event Feelings: Mental portrayal of an emotion
o When is intuition useful?
Expert decisions based on intuition can be useful and accurate However, when we (non-experts) follow intuition, we often get into trouble Negotiation It is not uncommon for me to hear people say that organizational behavior and management is common sense. If that is the case, there are a lot of people without common sense
What is the difference between explicit and tacit knowledge?
Explicit= information that's easily communicated , like reading instructions Tacit= you learn through experience
FIXED MINDSET focus approach behavior belief
FIXED: BELIEF THAT ONE IS UNABLE TO CHANGE HIS OR HER TALENTS, ABILITY AND INTELLIGENT focus: looking good, validating talents approach: avoiding challenges gives up easily behavior: provide low quality feedback belief: success should come naturally Fixed mindset : closed, prevention, inward
o What is the difference between fixed and growth mindsets?
Fixed Mindset They believe that their basic qualities, like their intelligence or talent, are fixed traits Growth Mindset They believe that their most basic qualities can be developed through dedication and hard work
GROWTH MIND SET
GROWTH MINDSET : BELIEF THAT ONE IS ABLE TO CHANGE HIS OR HER TALENTS, ABILITY AND INTELLIGENT focus: learning , growing, performing and excelling approach: embrace challenges , and dont gives up easily behavior: provide high quality feedback belief: success takes effort
o What is the best predictor of future job performance? How much variance does it explain in future job performance?
General intelligence Only explains about 25% of future performance
o Why is it important to understand cultural values?
Helps one better understand and communicate with others with different cultural values (negotiation, conflict management, reward preferences)
INWARD
INWARD: see others as objects FOCUS: benefiting self APPROACH: self is more important than others BEHAVIOR: seek spot light BELIEF: people are not doing their best
§ Performance is a function of what three things? In other words, if you wanted to improve the performance of an employee, what are the three primary things you would consider focusing on?
If you were going to improve the performance (TP, OCB, CWB) of an employee, what would you focus on? Performance = f(Ability x Motivation x Opportunity)
o What three personality traits make up the dark triad? How are they related to leadership?
Machiavellianism - Degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means Narcissism - Tendency to be arrogant, have a grandiose sense of self-importance, require excessive admiration, and have a sense of entitlement Psychopathy - Tendency for a lack of concern for others These traits are predictive of leadership emergence, but not of leadership success
What are mindsets?
Mindsets are mental frames or lenses that selectively organize and encode information, thereby orienting an individual toward a unique way of understanding an experience and guiding one toward corresponding actions and responses
OPEN MINDSET
OPEN MINDSET: OPEN TO OPINIONS AND IDEAS OF OTHERS AND GIVE THEM THOUGHTS focus: finding the truth approach: ask questions and seek to understand behavior: send feedbacks to invite new perspectives belief: disagreement = learning opportunity
OUTWARD
OUTWARD: see people as people and value them as such FOCUS: benefiting team APPROACH: others are a valuable partner BEHAVIOR: include others BELIEF: people are doing their best
What is the difference between a performance orientation and a learning orientation?
PERFORMANCE ORIENTATION: fixed mindset When the going gets tough: Their confidence tanks They beat themselves up They overemphasized their failures They got depressed They gave up easily They scored lower on exams that had unfamiliar questions Spent time worrying about their abilities and how they would look, instead of solving the problems They backed away from challenges LEARNING ORIENTATION: growth mindset When the going gets tough: Their confidence didn't fall They encouraged themselves They redoubled their effort They persisted They scored higher on exams that had unfamiliar questions Focused on how to solve problems, rather than worry about their abilities and how they look They accepted challenges
PREVENTION MINDSET
PREVENTION MINDSET : seeking to just NOT lose FOCUS: avoiding problems, things run smoothly APPROACH: doing the easy thing, maintaining status quo BEHAVIOR: being vilgilent , careful, few accidents BELIEF: avoid risk
PROMOTION MINDSET
PROMOTION MINDSET : seeking to win FOCUS: making gains, progress APPROACH: doing the right thing, making goals BEHAVIOR: anticiipate problems , higher engagement BELIEF: no risk no reward
What is stress?
Pressure or tension exerted on a material object --> Psychological response to demands that possess stakes for the person and that tax or exceed the person's capacity or resources "I am stressed out!"
What are the three different types of task performance?
ROUTINE TASK PERFORMANCE ADAPTIVE TASK PERFORMANCE responding to something unpredictable CREATIVE TASK PERFORMANCE the degree and individual develop ideas
What are ways you can be more intentional about your influence?
Reflect upon an interaction that you had today, where you knew you were going to have that interaction Were you purposeful or intentional about that interaction? What would happen to your ability to influence others if you: Identified the feelings you want others to have after leaving your presence, and intentionally tried to create those feelings Identified what you want others to feel or think about you after your interaction E.g., Call with a customer service agent
Why are mindsets important?
Research suggests that 90% of human actions, including thinking, feeling, judging, and acting, are driven by nonconscious automated processes Mindset --> thinking and behavior --> performance
o Why is it important to understand and consider personality in an employment context?
SLIGHT predictor of employee performance To better understand yourself and other to work more effectively with each other
o What are the steps of rational decision making? Which is most important?
Steps of Rational Decision Making -Define the problem Which job to select -Identify the decision criteria Cost of living, $, quality of life, proximity to family, etc. -Allocate weights to the criteria Quality of life > Proximity to family -Develop the alternatives CSUF, Marquette University, Oakland University -Evaluate the alternatives CSUF > MU & OU with regards to quality of life -Select the best alternative CSUF
What is stress?
Stress is defined as a psychological response to demands that possess certain stakes for the person and that tax or exceed the person's capacity or resource
What are stressors?
Stressors: the demands that cause people to experience stres
§ What does a top-performing employee do/not do?
TP: Do what is expected of you well OCB: Do things that benefit others/group/class/org CWB: Refrain from doing things that detract from others/group/class/org
Why is it important to be intentional?
The basic idea of intentionality is that excellence and success do not come about by chance. They come about by intention
o What is situation strength theory and what does it imply?
The content of the environment can change the choice we make Ex: I would rather write a paper instead of present. HOWEVER if the best grade I can get to write a paper is a B and the worse grade I can get for presentation is B , I will present. o The situation can you make consciousness
What is the difference between stressors and strains?
The demands that cause people to experience stress are called stressors. The negative consequences that occur when demands tax or exceed a person's capacity or resources are called strains
What is organizational behavior?
The study of individuals and their behavior within the context of a workplace setting
o Job performance § What is the primary focus of organizations?
The value of set of employee behaviors that contribute, either positively or neg. to organizational goal accomplishment. performance & profitability stratagy finanace marketing information system organization behavior
o What are the three general ways to make decisions?
There are three general ways to make decisions 1. Rational decision making 2. Bounded rationality 3. Intuition
What are examples of work challenge stressors?
WORK RELATED - time pressure - work complexity - work responsibility
o Why is poor thinking common?
We allow for individual, target, and contextual factors to carry greater weight than they should Our emotions or experience Did the target break norms, are there distractions? Setting We are prone to take shortcuts in our thinking, as a way to save cognitive resources
o How important is decision making and why?
We are not always great thinkers We allow various factors to carry greater weight than they should Emotions, setting/context, distractions We are prone to take shortcuts in our thinking Together, we are often biased toward certain ways of thinking, and these biases limit how effective we can be in our decision making We can improve our decision making if we can be more conscious of the shortcuts we commonly take and the biases that we have
What do you need to be intentional about?
Your life/future Your influence Your feelings Your energy
What is organizational behavior?
a field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations
What is the rational decision-making model and what are its main steps?
bounded rationally- know that you can think of all posssible outcome so you pick select few
What is cognitive ability and why is it important to consider when it comes to employees? • Why is each important?
capablilty of problem solving
What are the two different types of stressors?
challenge and hinderance p
What is the difference between challenge and hindrance stressors?
challenge: pushes us, motivate us hindrance:
What is an organization's most valuable resource? o
employees ?
What are common causes of stress (work/nonwork stressors and challenge/hindrance stressors)?
hindrance: WORK RELATED - role conflict - role ambiguity - role overload Daily hassles NON WORK RELATED work family conflicts negative life events financial uncertaintiy challenge: WORK RELATED time pressure work complexity work responsibility NON WORK RELATED family demand time postive life events perosnal developement
What are the five dimensions of cultural values? • Be able to define and identify each
individual- collectivism: power distance low power distributed evenly high one ruler uncertainty avoidance low: likes werid high: feels threatened by uncertainty masc- fem mask touch assertive fem: caring short therea nd long term short: past and presetn tradition long: future
What do the "boxes and arrows" in the textbook represent?
integrative model of organizational behavior
What are the different types of citizenship behaviors?
interpersonal : helping courtesy sportman ship organizational: voice- speaking up civic virtue- attending meetings boosterism - rep. comp in positive way
What is the primary outcomes of interest in the study of organizational behavior?
job performance and organizational commitment
What are the mechanisms and characteristics that drive these outcomes?
job satification stress motivation trust ethics justice learning decision making
§ What is the primary focus of organizational behavior?
organization is going to improve its performance through a focus on organizational behavior, what does the organization need to emphasize or focus on? Employee performance is the "ultimate focus" of organizational behavior Idea being: The better employees perform individually, the better the organization performs collectively
What are citizenship behaviors, and why are they important?
people who go above and beyond their job description
What is the difference between learning and performance orientations? Which is better to have?
performance is just wanting to look good
Employees are going to be more likely to excel if they have what mindsets?
physiological freedom Growth Open Promotion Outward
What are the four different forms of coping? Are any better than another?
problem focused is better
What are the different ways to cope with stress?
problem focused: address problem emotion focused : address emotion behavioral method: problem focused: Work harder Seek assistance emotion focus Engage in alternative activities (party/drink) Seek support/vent Avoid doing work cognitive method: problem focus: Strategize/plan Self-motivate emotion focus Change priorities Distance self, ignore Looking for the positive
What are the four types of counterproductive behaviors?
production deviance (organizational minor) wasting resources property deviance (oranication serious) sabotage , theft Political deviance (interperosn minor) gossiping, incivity personal aggression (serious) harrassment abuse
What is learning?
reflects relatively permanent change in employees knowledge or skill from experience
What are selective perception, projection bias, stereotyping, availability bias, fundamental attribution error, self-serving bias, escalation of commitment, and how do they affect our thinking?
selective perception: " you only see what you want to see" projection bias: you force your view onto others stereotyping: availability bias: based their opinion on info thats easier to recall. , fundamental attribution error: judge other behavior due to internal factor self-serving bias: blame our failure on external factors escalation of commitment, keep making bad choices and how do they affect our thinking
What is expertise? And what largely determines one's level of expertise?
set of skillsl and make you stand out from people, they want to learn
What is culture?
shared set of beliefs, values, knowledge, and patterns of behavior common to a group of people
What does the latest research teach us about stress?
stress is a good thing - If you change your mind about stress, it can change how your body respond to stress Your heart racing is getting your body ready for action
What is a meta-analysis, and what type of information does a meta-analysis provide?
takes all the correlations found in studies of a particular relationship and calculate a weighted avg of them
What is decision making?
the process of generating and choosing from a set of alternatives to solve a problem
• Class Questions o What does personality, values, and ability have in common?
the qualities or traits associated with "top talenT"
o When someone has a fixed mindset, how are they likely to interpret failure? Why?
they get depressed they give up their thoughts quickly denigrated
