Org. Comm Exam 3

Social Exchange Theory (def and 5 components)

A theory that examines on how individuals weigh the costs and benefits of beginning, continuing, or ending a relationship. The components are: Social, Economic, Comparison Levels, Comparison Levels of Alternatives.

Parts of a resume:

personal/contact information, job objective, education, work experience, additional skills

Name questions employers are not allowed to ask

race, religion, sex, age, handicap, ethnic origin, marital status

Threats to group decisions

social loafing, conformity, production blocking, downward norm setting

According to Blake and Mouton's Managerial Grid, what kind of management style is categorized with high concern for production but low concern to people?

Authority Compliance

What does BATNA stand for?

Best Alternative to a Negotiated Agreement

Workplace Bullying (include 4 actions, 5 types/tactic, and outcomes)

Bullying: Repeated/Persistent negative acts towards one or more individuals 4 actions: Intensity, Repitition, Duration, and Power Disparity. 5 types/tactics: General Physical Aggression, Self confidence attacks, manipulation of workplace, ostracizing/ isolating, and threats.

The M&A process is characterized by four phases marked by critical differences in events and communication. Name the three of the four phases.

Pre-merger phase, in-play phase, transition phase, and stabilization phase.

Janet is being transferred to a new position at her office, at this point in time her boss is explaining to her where her new office is and a general overview of the tasks that she will be performing, what phase of the job transfer process is Janet in?

Pre-move Phase

Job Transfers (Pre-move, Adjustment, and Tightening Phases)

Pre-move: Getting ready to transition, things that lead up to it. Transition: Actually moving to a different dept./ organization. Tightening: Actually fitting into the role.

There are seven steps to conflict management which one is characterized by: an attempt to build group emotional intelligence which includes working on individual as well as group emotions?

Step 6

What is stress & what are the effects? (sources/checklist?)

Stress is a psychological response to a situation that is seen as important, involves uncertainty & is interpreted as being an opportunity, constraint, or demand. Situation is percieved to be threatning or situation can catch people off guard. When you're under stress you can face: Physical reactions: elevated heart rate, fight or flight, alcohol or drug abuse Emotional Reactions: Angry outbursts, depression, alienation Mental: bored, anxious, confused or worried Spiritually: Detached. Stress can be causes by work changes (ex. new clients), work pressures (deadlines), workplace environment (bad lighting), home and life cycle issues (family conflict or time demands), or outside environment (traffic, local issues). Stress checklist includes: Death of a loved one, divorce, financial problems, car trouble, etc.

The "Dark Side" of Organizational Membership

"Drink the Kool Aid": This is recognizing that being apart of an organization can have a dark side. The phrase refers to how the members of the People's Temple committed suicide by drinking arsenic laced Kool-Aid at the direction of their leader. This example demonstrates that people can become so identified with their organization that they commit violence to themselves and others that they would not normally consider.

Medved (2014) OR Human Resource Management & Credibility

"HRM must provide leadership that is honest and inspiring and competent with respect to work-life issues." HRM credibility must be established across relationships: -credibility with executives enables HRM advocate policy/strategy - HRM credibility must also be established with mid-level managers (the gatekeepers of policy implementation) - HRM must be seen as a credible source of information, advice, and conflict-resolution.

Conflict Management - "Seven Steps Forward"

1) Manage time constraints & deadlines (keeping track of key events, achieve momentum, etc.) 2) Create a group covenant (promote participation, establish the needs for creating shared expectations; being accountable. 3) Reframe the parties view of each other (parties need to know there is more than one way to view the other party, the issues, the process of resolving it, etc.) 4) Constructive/ Controversy (allow each person to express his or her own opinion, everyones view is listened to, taking in consideration of all issues, and its important to collaborate and cooperate). 5) Build conflict management efficacy (look at chart in notes) 6) Build group emotional intelligence (caring about individuals and group norms. emotions). 7) Apply integrative negotiation skills (finding best way out of conflict, find common ground, offer alternatives).

3 basic consulting questions

1) What are we doing wrong? 2) What are we doing right? 3) What do we need to be doing?

Voluntary Exit (3 types, 4 reasons and 4 processes)

3 types: -Planned Exits (Expected) - Shocks (disruptions to the workplace) - Gradual Disenchantment (slowly liking it less and less) 4 reasons: Network Location, Career Opportunities, Career Changes, and Retirement. 4 processes: Pre-announcement phase, Announcement phase, Exit Phase, Exit Interview (asking why you left the job, where you might be going, etc.)

At his workplace, Bob not only communicates with the people in his department, but is also the one ins charge of liaising with advertising department next door. According to the Network Analysis Theory, what is Bob?

A link

Stress in communication

A person under stress is more likely to communicate to others in a stressful manner. Stress is communicated with too much or too little information. Don't take stressful messages personally and understand underlying issues.

What type of conflict management style consists of high concern for self and low concern for others?

Competition

Kelman's Model of Attitude Change- Compliance, Identification, Internalization (look it up)

Compliance: Obtains rewards & avoids punishment, which means control, and induced by surveillance. Identification: Attraction to that person, which means attraction and its induced by salient rewards. Internalization: Consistent with your value system, which mean credibility, and is induced by value- relevant appeals and means.

Clyde is perceiving that his coworkers are opposing his goals, aims, and values. He thinks his coworkers are potentially interfering with the realization of these goals. What is Clyde experiencing?

Conflict

Open ended questions facilitate what kind of thinking?

Divergent thinking

Workplace Aggression

Efforts by individuals to harm others with whom they work or have worked with (Neuman & Baron). Any form of behavior that is intended to harm co-workers (Rutter & Hine).

Paternity Leave

Fathers are worried about work-life balance and nearly half of men think work interferes with family. Most workers have no access to paid parental leave at all, and if any, maternity leave is more common. California, New Jersey, and Rhode Island provides paid leave for both parents.

You have been living with your first roommate for nearly 3 months now, and you are starting to get irritated when she doesn't pick up her clothes from the floor after you have repeatedly asked her to. At this point, you think she is doing it on purpose. What stage of conflict are you in?

Felt conflict

Chapter 5 of Kramer and Bisel discusses which communication channel that includes job performance reports, task procedures, problem reports, and policy response and feedback?

Formal Upward Communication

Time and motion studies is indicative of what type of classical theory of management?

Frederick Taylor's Theory of Scientific Management

Involuntary Exit (Immediate/ Summary Dismissal, Progressive Discipline; 3 components)

Immediate/ Summary Dismissal: When what an employee does can lead to immediate dismissal, such as committing a criminal act, being under the influence of drugs or alcohol, stealing from the organization, etc. This is when an employee is protected by a contract, the action are most likely clearly identified in the contract but is limited to a small amount of behaviors. Many employees don't have a contract, and therefore managers can feel free to fire at will. Progressive Discipline: This occurs when employees who don't meet the criteria for immediate dismissal. P.D focuses on managing employees who are ineffective in their jobs and need to either improve significantly or be dismissed. The 3 components are as followed: 1) Problem-solving breakpoint: The decision made by a manager that an employee requires improvement. The manager will try to find ways to improve or get better. 2) Termination Breakpoint: When the supervisor decides that the employee should no longer be retained. The cost of retaining the employee is too high and the alternative seem better. 3) Dismissal Meeting: The formal meeting when the individuals employment is officially terminated. These meetings usually consist of asking the employee how they thought they preformed vs. what they actually preformed like. The rest of the meeting usually consist of things like paychecks and other logistics.

Media vary in in four different dimensions. The degree to which a communication channel can convey multiple information forms, provide immediate feedback, be personalized and informal is called what?

Information-carrying capacity

Name three types of authority

Legitimate/Traditional- Charismatic- Rational-legal-

Jim is a manager at his at his business firm, and his subordinates have been coming to him complaining about the lack of time off they get for the holidays, so Jim goes to his superiors to advocate for more time on behalf of his subordinate, What managerial role is Jim displaying?

Mediation (key: ADVOCATE)

Role of Managers (Mediation, Vision, Accountability, and Development)

Mediation: Advocate/ Intervene on behalf of employees with HRM & top management Vision: Share how the unit should function as a whole and assist each other Accountability: Hold fast to quality & relationship norms Development: Employee growth & development is key to unit and organization success.

Name 6 of the common mistakes in negotiation

Neglecting the other side's problem; Letting price bulldoze other interests; Letting positions drive out interests; Searching too hard for common ground; Neglecting BATNA; Failing to correct for skewed vision

Socialization vs. Individualism

Often organizations will focus on socialization and the goals of organizational leaders and exclude individualism. People can make changes to the organizational system so that it better meets individual needs. By making small changes in the organizational culture, we can gradually changes the culture in small ways so that it better serves us.

The process by which individuals decide on a career, enter the organization, become full members of the organization, and then exit

Organizational Assimilation

What is a burnout and what are the indicators?

Physical or mental collapse caused by overwork or stress. The indicators are lower motivation, lower job productivity, and lower job performance.

Typoligies (Physical vs. Verbal, Active vs. Passive, Direct vs. Indirect)

Physical vs. Verbal Active vs. Passive: Actual assault or insults vs withholding some action. How harm is produced by performing a behavior Direct vs Indirect: Ways aggression can be perpetrated. Directly towards the target, through an intermediary, or attacking something valued by the target.

Role of Human Resource Management (resource, coach, strategist)

Resource: - Disseminate work-life policy information - Gather info on employees needs in order to develop resources & make info available -Inform stockholders of familiar but often misunderstood notions. Coach: - For managers & employees (how to interact) - Upward influence strategies for employees & HRM staff (reporting problems, asking questions, etc.) Strategist: - Critical business needs & personnel needs - Work-life development programs - Flexibility vs. Adaptability programs - Implementation - Evaluation - Supervisor support, universality, negotiability, quality of communication, etc.

In Pavlov's dog experiment, he gave food to dogs in order to condition a specific behavior. In regard to the types of power, what type embodies this behavior?

Reward power

Suzie is noticing minor discrepancies between the expectations she had for her new job and what she is truly experiencing. What type of adjustment is Suzie experiencing?

Role Surprise (MINOR discrepancies)

What are the three forms of role making?

Secondary Adjustments, Enacting Peripheral roles, and role negotiation

The idea that we are only able to make sense of something after it has already happened to use, what principle of the sense-making theory?

Sense making is retrospective.

The process by which an individual acquires the social knowledge and skills necessary to assume an organizational role

Socialization

Maternity Leave (General issues, Negotiation Factors and Issues, Retention)

Some things that play into before asking for maternity leave could be bias against leave-takers, criticality of the role, career ambitions, etc. Some important factors of role negotiation is the timing of announcement, tactics/ behavior, how you approach the negotiation, and pressure to achieve resolution. Potential outcomes could include satisfaction with the process, and satisfaction with the outcomes, or the opposite. Things to include in your role negotiation might include what you will do while you are gone and what you will do when you come back. Some key issues with M.L is that is represent autonomy, not all benefit from it, career implications, personal events, coverage of work, investments in female employees, etc. Ways to retain working mothers is keeping in contact with female/male employees, offer retraining, flexible work hours, and consider paying for children.

Reversing a downward cycle (4 steps)

Step 1) - Make performance pubic to all employees - Respectful interactions/ demand them - Open dialogue (get to know employees. ex- suggestion box) - Enable collaboration between units - Reward initiative Step 2) - Don't blame others (especially top/middle managers) - Open Comm enivronment - Let employees know whats going on and why - Performance feedback Step 3) - Promoting dialogue (open channels at top, everyone deserves a response) - Engendering respect (show respect to others) Step 4) - Sparkling collab (cross-org feedback, have experts lead in key areas) - Inspire initiative (identifying/ making small wins, realizing that change is possible)

What is work/life balance?

The inter-role conflict where demand of work are contradictory to healthy lifestyles & relationships.

"A Third Form of Exit"

The third form of exit that blurs the distinction. In some situations, supervisors and peers focus attention on an underperforming employee with the intention of making the employee want to leave or or quit rather than be terminated. For example, something like this might include talking up another organization or criticizing the current workplace to make it seem less desirable. They will create a negative work environment so the employee leaves. This is desirable when managers want to save money or effort. If the employee leaves quickly it will eliminate the need for progressive discipline as well as the dismissal meeting.

Types of work/life conflict

Time Based Conflict: Can't be 2 places at one time. Ex) Picking kids up late from daycare because work meeting ran late. Energy Based Conflict: Coming home from work too tired for kids or family. Strain based conflict: Coming home from work cranky and losing your temper. Behavior based conflict: Coming home and acting like "the boss" to ones partner.

This is a series of similiarly framed questions, either open or closed, which allows for little probing

Tunnel sequence

Sexual Harassment (include types and outcomes)

Two Types: 1) Quid Pro Quo: Someone who does a sexual favor to get promoted 2) Hostile Environment: Someone creates an environment where you feel uncomfortable Outcomes: Loss of productivity and fear of being next.

Lewins 3 Stages of Org. Change (unfreezing, change, refreezing)

Unfreezing: Motivation and spark for change Change: Behaviors target, taught, reinforced & rewarded. Refreezing: Reinforcing targeted behaviors, reward, countering recidivism.

According to Chapter 15 of Kramer and Bisel, role stress and burnout are specific forms of gradual disillusionment that often leads to what type of organizational exit?

Voluntary exit

Sensemaking Theory (7 general principles)

When we experience a discrepancy in our routine, we attempt to make sense of it in our world. Ex) Moving offices 7 general principles of sensemaking theory: 1) Sensemaking is retrospective 2) Sensemaking is enactive of sensible environments 3) Sensemaking is a social activity 4) Sensemaking is ONGOING 5) Sense making is based on a subset of all possible inputs for interpretation 6) Sense making is driven by plausibility rather than accuracy 7) Sense making always involved identity

The degree to which a work group's productive output meets the standards of those receiving the product, and the degree to which the process of carrying out the work enhances the capability of members to work together in the future.

Work Group Effectiveness

Name advantages and disadvantages of moderately scheduled interviews

advantages - opportunity to probe into answers, easier to conduct, record answers, replicate disadvantages - preparation, requires ER listening, probing skills