BA 350 Exam 2 (Chung-Herrera)

"blank" ski;;s are used where conversation has already happened & you begin to problem solve

initiating

"blank" and "blank" values have become important for young people's work choice: Achievement, care for others, fairness, honesty

instrumental; terminal

type of conflict that is between groups (i.e. multiple departments vying for the same lump sum of $$)

inter-group

type of conflict that is between organizations (i.e. lyft & uber)

inter-organizational

Organization factor: more of this equals more opp for conflict; i.e. someone passes off information to you that is incorrect

interdependence

type of conflict that is between 2 people (conflict between boss & employee)

interpersonal

3 issues that may or may not be in a particular stage of development:

interpersonal, task, & authority

Type of intrapersonal conflict that is between your roles; i.e. being a mother & professor

interrole

What are the 3 types of intrapersonal conflicts?

interrole, intrarole, & person-role

type of conflict that is within a group (conflict in GS)

intra-group

type of conflict that is within a person

intrapersonal

Type of intrapersonal conflict that is within a role; i.e. waiter's day manager says something that goes against what the night manager said; customers wants vs managers wants

intrarole

self-oriented group role: telling stories unrelated to task; take energy away from what the group is doing

jokers

conversation stopper that involves criticizing someone

judging

Organization factor: housekeeping & maintenance; overlapping

jurisdictional ambiguities

"blank" are probably insecure; ask them questions

know-it-alls

barrier to communication that involves type of "blank" (technical terms, acronyms, euphemisms, etc)

language

hemisphere of the brain that is concrete logical side —verbal, sequential, logical, analytical, rational, & plans

left

level of cognitive moral development that says that I behave according to rewards and punishment (self- interest)

level 1- premoral

level of cognitive moral development that says that I am going to behave according to my expectations, parents, society, law etc.

level 2- conventional

level of cognitive moral development that says that right is right and the wrong is wrong

level 3- principled

good "blank blank" include: remove physical barriers- i.e. desk; maintain eye contact; lean forward; allow pauses; nod to indicate understanding; avoid distractions

listening behaviors

an individual difference that affects ethical behavior that says that a more internal "blank blank blank" tends to yield more ethical behavior

locus of control

in a group we lose sense of responsibility; this can be a positive thing if people lost their sense of embarrassment to go help someone

loss of individuality

saying things that are not true

lying

communication tech & usage tip that involves adding thank you and please

maintain courtesy

5/9 vote yes; used when someone is always going to object

majority vote

initiating skill that says from what I understand, these are the options we have

making observations

"blank" try to solve the problem

men

conversation stopper that involves getting on moral high horse (i.e. you should stop smoking)

moralizing

An example of "blank" emotional dissonance would be parole officers

negative

The result of "blank" emotions at works are people that do things that will harm the company, retaliatory behavior

negative

consequences of "blank" emotions at work include job dissatisfaction, lack of commitment, unhealthy coping behaviors, poor health, workplace deviance.

negative

a coping technique for "blank" is to say what's the worst thing that can happen?; Do not get negative with them; direct them toward solutions; say if it is so bad what do you think we can do about this

negativists

An example of "blank" emotional dissonance would be doctors, judges, etc.

neutral

seating dynamic that includes putting someone in the middle of 2 people

non-communication

Ineffective Conflict MGT Strategies that involves doing othing; not replying to emails

nonaction

when dealing w/ conflict watch "blanks"; make sure you express physically what you intend to be expressing

nonverbals

most relationships last...

one year

seating dynamic that includes sitting kitty cornered (used for performance appraisal)

open communication

facilitating skill that involves not yes/no answers (i.e. How was your day? What happened today?)

open-ended questions

Ineffective Conflict MGT Strategies that involves trying to buy time by telling people the check is in the email, it has been looked over, etc

administrative orbiting

conversation stopper that involves premature giving advice; rule- give advice if it is asked

advising

More info & knowledge, Increased acceptance & commitment, & greater understanding are "blank" of group decision making

advnatages

the emotion in what you say (Saying "I'm okay" differently)

affect

small group (decentralized) communication network that is Used when a lot of communication is needed

all channels

Organizational climate & culture, Code of conduct, Ethics committee, Norms, Training, Modeling & Rewards and punishment make up "blank" influences

organizational

cultural communication style that is collectivist countries where you don't want to hurt peoples feelings causes people to not answer questions directly

oriental

take on roles assigned to you based on stereotypes, group membership, etc.; i.e. Professor Chung put on marketing committee & was asked to book hotel, dinners, etc.; don't take on roles that you do not want and avoid stereotyping

other-imposed roles

non-verbal comm that includes varying in tones; someone who speaks moderately quickly are given the most credibility

paralanguage

Disadvantage of group decision making: decisions in groups take more time

amount of time

characteristic of effective groups: Clear "blanks" are made & accepted

assignments

characteristic of effective groups: comfortable, informal; tasks/goals are understood & accepted; express both feelings and ideas (b/c they have trust); disagreements occur over ideas not about personalities

atmosphere

An aspect of dealing with emotional labor is hiring employees with the right "blank" and teach the job "blank"

attitude; skills

decision made by leader; used when it is an unpopular decision but has to be made

authoritative

self-oriented group role: Opposite of friendly followers; push people away

avoiders

Which 2 conflict mgt styles do Singapore tend to use?

avoiding & accomodating (unassertive)

which 2 conflict mgt styles are not effective?

avoiding & competing (both uncooperative)

Guest speakers' leadership lesson 1:

be humble and honest. Treat everyone as equals no matter what their rank is

initiating skill that says based on the discussion and both of our needs, I would like to see this...

being direct

Communication style to avoid that involves getting people defensive

blaming

Keys to "blanking": —Not evaluating- no shaking head —Encourage building on other people's ideas- tell me more about that —Forget seniority- Don't let it stop you —Quantity not quality —Want wild ideas —Don't express agreement/disagreement

brainstorming

communication tech & usage tip that involves meeting people in person

build in face time

small group (centralized) communication network that involves a hierarchical structure (branch manager, regional manager, store manager, etc.)

chain

pair-wise communication network that involves a series of people

chain network

effective Conflict MGT Strategies that involves putting people in positions that fit them better and possibly changing the structure of their job

changing personnel

Ineffective Conflict MGT Strategies that involves dealing with conflict by saying a person is lying or doesn't know what they are talking about

character assassination

taking unfair advantages

cheating

a coping technique for "blank" is to focus them on the topic of conversation; may have to interrupt them to get them to stop talking

chronic talkers/interrupters-

small group (decentralized) communication network that involves everyone talking to people that are close

circle

someone that is unresponsive when you ask them a question; ask them open-ended questions & eventually say since I am not hearing from you this is what I am going to do

clams

Points from sub-arctic exercise: do we stay or do we go?

clarity of purpose

communication style to avoid that involves yes/no questions (use only when trying to end the conversation or trying to get a direct answer); also don't use leading questions

close-ended questions

things that are okay and not

code of conduct

what is the best conflict mgt style to use?

collaborating (assertive & cooperative)

Which 3 conflict mgt styles do the US & Canada tend to use?

collaborating, compromising, and competing (mostly assertive)

"blank" cultures have higher levels of conformity, higher team effectiveness & suppress conflict (which can be good/bad b/c we have conflict to express ideas)

collectivist

Organization factor: people fight for the same things

common resources

seating dynamic that includes sitting across from someone

competition

a coping technique for "blank" is to focus on solutions; ask what they would like to do differently

complainers

part of intimacy cycle that includes working through the "blank" results in a deeper relationship

conflict

positive consequences of "blank" include: -new ideas/stimulates creativity -motivates change -diffuses more serious conflict -reduces energy expenditure -personal growth for self/other -strengthens personal

conflict

to clash; be in opposition; do battle

conflict

each country has different levels of how much they are pressuring people to conform

conformity

effective Conflict MGT Strategies that involves dealing with and talking about conflict directly

confronting & negotiating

Guest speakers' leadership lesson 4:

connect w/ your people; share a piece of yourself; you cannot be effective as a distant boss

we all try to live with it; used if it effects everyone deeply

consensus

the words that are said

content

seating dynamic that includes sitting next to someone

cooperation

task-oriented group role that people that try to clarify relationships between suggestions & ideas

coordinators

if you need a "blank blank", an individual is better than a group

correct answer

teams that have different functions; use this for coordination and improved communication and to get people together

cross-functional teams

a coping technique for "blank" is if someone starts crying you could ask them if they need a moment, give them some tissue, but still share whatever information you were going to share

cryers

individual factor: different values

cultural differences

what are the 3 ways to communicate w/ each other (in a team)?

debate, discussion, & dialogue

characteristic of effective groups: "blanks" based on consensus, not majority: everyone can live with it=consensus (not always everyone's first choice); easier w/ smaller group

decisions

a conversation w/ another person that builds a personal connection

deep conversation

part of intimacy cycle that says that occurs if you work through conflict

deeper relationship

conversation stopper that involves playing an amateur psychologist

diagnosing

Pressure to make a decision, Domination, & Amount of time are "blank" of group decision making

disadvantages

2nd part of intimacy cycle that comes after PEA

disillusionment

You are telling me something important and I interrupt you by telling a joke. This is an example of:

diverting

conversation stopper that involves own story: your friend in a car accident tells his story but you cut him off to tell him about your car accident, intellectualizing: hasn't that been proven in history, & joking: don't take attention off of what they are saying

diverting

Disadvantage of group decision making: a strong person can dominate

domination

self-oriented group role: interrupt all of the time

dominators

Ineffective Conflict MGT Strategies that involves a procedure set up for conflict that is so difficult that no one uses it; i.e. complicated sexual harassment SOPs

due process nonaction

pair-wise communication network that involves 2 people

dyad

A process through which the emotions of one person are transferred to another, consciously or unconsciously, through nonverbal channels (i.e. through nonverbal cues, facial expressions, body language, vocal tones, emotions); Affects jobs that have interpersonal interactions

emotional contagion

effort, planning, and control needed to express organizationally desired emotions during interpersonal transactions; Display rules - "Smile: we are on stage"; Emotional dissonance

emotional labor

individual factor: the more "blank" emitted = more conflict

emotions

virtual team principle: spend time forming & getting to know each other

Focus on relationships before tasks

Enhancing creativity at work: get a word from the dictionary, write out all the attributes of that word & then fit it to that problem you are trying to solve; etc. Time bomb example= time-release tablets

Forced association

If I use a word out of the dictionary to help me solve a creativity problem, I am using the ____ technique

Forced association

every team creates these; they are standards that can be implicit/explicit; i.e. whoever comes in first makes the coffee or that we call each other by last names; the higher the norm= the better performance

Norms of behavior

7 steps to dealing w/ conflict:

Openly state the problem (focus on future) Ask for their viewpoint L? Provide feedback on what you heard - paraphrase Tell your side and ask for feedback Agree on problem Commit to work together

orgs abuse their members ie abuse power, stay late and not get paid, having to get someone's laundry

Organizational abuse

part of intimacy cycle that includes: physically emitting chemicals that make you attracted to the person (lasts for 6 months)

PEA

Points from sub-arctic exercise: everyone has to be willing to Talk

Listen to/incorporate everyone's opinion

acquiring power by manipulating people; basically that the means justify the means; emotionally detached from people; solve by working in teams

Machiavellianism

facilitating skill that involves saying what someone said in my own words; if you do it correctly it is really affirming but if you get it wrong you may make the person upset because they may think you are not listening

Paraphrasing

A Climate for Creativity: i.e. suggestion box (company saving half million of dollars on mail)

Participate decision making/reward creativity

task is getting done; primary issue: task

Performing

A Climate for Creativity: allow people to make mistakes

Permit creativity/supportive environment

aiming below excellence to do less work

Personal decadence

characteristics of creative people: unique; nonconformist; self-confident; take risks; dry-sense of humor; thrill seekers; persistent

Personality

factors in decision making: Thinking vs. feeling (MBTI)

Personality

Enhancing creativity at work: what would our customers, employees , suppliers say?

Pet peeve technique

happiness, pride, contentment

Positive emotions

Self-Help Techniques to Develop Creativity: Mad-libs; i.e. Lawyers learning how to be a stand-up comic

Practice creativity-enhancing exercises

What are the 3 levels of cognitive moral development?

Premoral, conventional, & principles

Techniques for Decision making: everybody comes up with an idea (could be oral or written)

Nominal Group Technique

start to develop cohesion; a lot of task behaviors & decisions; primary issue: task AND interpersonal (stage that has both)**

Norming

behave a certain way in a company

Norms

A Climate for Creativity: give employees $$ to go to conferences

Provide tools

model of decision making: decision maker is aware of all possible scenarios (computer model); 90% of the time we don't use this

Rational

self-oriented group role: people that talk about themselves, being in a superior position

Recognition seekers

virtual team principle: Have airport meetings

Recognize limits

facilitating skill that involves what therapists do; reflect the emotions you hear in the conversation (i.e. you seem very upset); summarizing the emotions you hear in the conversation

Reflecting

virtual team principle: things that are easy in face to face are not in virtual

Respect the challenges

A Climate for Creativity: set tone by being creative yourself

Role model

bring people to your office, use the car on the weekends

Rule Violations

virtual team principle: establish relationships & be clear what needs to be done

Seek clarity

characteristics of creative people: whether your family supported our creativity or not (i.e. Jim Carey's father supported him to be an actor); family difficulty can effect creative (if you are poor you created your own prom dress); people are more creative when they are younger; a good mood is more creative except for love songs (T-swift)

Social habits & up bring-

relationship-oriented group role that is the cheerleader

encouragers

cultural communication style that is straight forward, cause and effect

english

solutions to avoid "blank" of "blank": group-decision making; disperse decision making in different steps so no one person feels completely responsible, allow for graceful exits (have exit points built in), & allow people to admit to a mistake

escalation of commitment

Enhancing creativity at work: i.e. come up w/ at least 10 ideas (i.e. close pin ex)

establishing idea quotas

effective Conflict MGT Strategies that involves i.e. travel funds policy changed to reimbursing only those presenting at conferences

expanding resources

non-verbal comm that includes watching what people's face is doing (looking to left you are lying; in some countries eye contact is good, in some it is not

facial & eye behavior

"blank" skills are used to get the conversation going

facilitating

Points from sub-arctic exercise: Be willing to voice your opinion -Work as a group; no "blanks"

factions

the two steps to having a deep conversation (from the improvement pill video) include avoiding "blank" and seek "blank"

facts; emotions

Guest speakers' leadership lesson 3:

fill in the information; when people have the same info, they reach similar conclusions

relationship-oriented group role: helpers; does work of team

followers

What role are you assuming if you are the one who mediates conflict and relieves tension in a group?

harmonizer

relationship-oriented group role: people that mediate conflict and relieve tension

harmonizers

The "blank" the cognitive moral development level and stage you are, more likely you are to cheat; they will also make more ethical decisions

higher

"blank blank" people are openly emotional; my job is too stay calm, be proactive

hostile aggressive

people that don't make decisions; afraid of making decisions; set deadlines for decisions; set up little decisions; if they don't make certain decisions by the deadline then you will have to do it for them

indecisive stallers

task-oriented group role that goes out find facts

info givers

task-oriented group role that asks questions

info seekers

when dealing w/ conflict avoid "blank" words (always, never, stupid, etc.)

trigger

"blank" decision strategy- spend time on this one (i.e. president coming to our hotel

unprogrammed

Type of intrapersonal conflict that is conflict between my values & what's expected of me in that role; i.e. software developer tasked with selling software that I know is faulty

person-role

when dealing w/ conflict do not mention "blank" characteristics

personnel

barrier to communication that involves sometimes we don't work anywhere close to the people we work with

physical separation

conversation stopper that asks "why did you do that?"; makes people feel like they are under gun

playing lawyer

An example of "blank" emotional dissonance would be the Ritz Carlton

positive

The result of "blank" emotions at works are people that usually think and feel better and have better coping mechanisms, these people are happier in life overall

positive

consequences of "blank" emotions at work include OCBs, improved cognitive functioning, physical & psychological health, creativity, etc.

positive

Use a "blank" decision if it is routine, recurring & predictable (hiring for summer, people returning stuff after holidays)

programmed

study of space, distance, & use of space around you; the first band for the US is intimate space (1.5 ft and below), personal (1.5-4ft), social (4-12ft), & public (12+ft); bands are different in diff. Countries; in colder climates there is a larger space; warmer countries have closer distances; people touched each other about 100x in an hr. Of talking in South America, 4x in America, & 0x in England

proxemics

type of team created by Demming in US; companies in US didn't adopt it so he took it to Japan; a small group of representative volunteers that come together on company time to look @ company/quality problem; i.e. Kodak & Ford

quality circle

conflict frame that involves caring about the relationship of the people involved vs focusing on what needs to be done

relationship vs. task

type of roles that bring team together

relationship-oriented

The guest speaker Ghazala Sharieff's first rule of negotiation is:

you won't know until you ask

Ineffective Conflict MGT Strategies that involves hiding issues away

secrecy

take on roles based on interest, socialization, etc. i.e. SDSU MBA building boat & Cornell making commercial

self-imposed roles

a team that governs itself; no appointed leader; i.e. Saturn, Southwest, GE, etc.

self-managed team

type of group role that group should make sure they do less of...

self-oriented

cultural communication style that is Arabic, Old Testament (a lot of of ands and ors), a lot of parallel arguments

semitic

As "blank", make sure nonverbals are sending what you intend to send and as "blank" make sure you are reading it correctly.

sender; receiver

individual factor: age gap

skills & abilities

cultural communication style that has a clear beginning and ending (Russian, USSR, etc); middle can get side-tracked

slavic

"blank" group = faster decisions but sometimes lower quality decisions

small

"blank" school is a training technique used to teach employees how to conduct customer service

smile

in the background making public comments or jokes while presenting; put the sniper on the spot; call them out and address them every time; don't let them hide & get peers involved

snipers

Organization factor: focus on 1 job

specialization

relationship-oriented group role that expresses standards for team to achieve

standard setters

If part-time and full-time employees are often engaged in conflict, what might that be due to?

status differences

barrier to communication that involves making sure you set up some type of trust (i.e. suggestions box)

status differences

Organization factor: i.e. professor vs lecturers, secretaries vs managers, etc; i.e. Cornell secretaries having to park a mile away

status inconsistencies

taking things that don't belong to us

stealing

What are the 12 common ethical issues?

stealing, lying, fraud and deceit, conflict of interest/influence buying, hiding or divulging info, cheating, personal decadence, interpersonal abuse, organizational abuse, rule violations, accessory to unethical acts, & ethical dilemmas

when dealing w/ conflict use "blank blanks" (I see this, I feel this, etc.); it is about me not them

"I" statements

what are the 3 factors of programmed/unprogrammed decision strategies?

1. routine/no routine 2. recurring/non-recurring 3. predictable/non-predictable

issue that may/may not be in a particular stage of development: fighting for leadership & which roles you take on

Authority

Cognitive moral development is separated into "blank" levels with "blank" stages per level

3; 2

What is the optimal size for a team?

4-12

Professor Chung's favorite team size is...

5-7

if you see someone do something unethical and don't report it

Accessory to unethical acts

communication tech & usage tip that involves not everyone being in front of their computer

Don't assume immediate response

having to redo things on some occasions b/c of a new member

Adjourning (on occasion)

"blank"% Japanese, "blank"% Americans, "blank"% Italians believe it is inappropriate to get emotional in business

83; 40; 29

Liabilities in group decision making: Consensus seeking behavior that led teams to make undesirable choices that individuals would not have made on their own

Abilene Paradox

Points from sub-arctic exercise: Caution of "blank "blank"- do not do something by avoiding conflict

Abilene paradox

We can avoid the "blank blank" by using: —Careful questioning: Who else wants to have steak? —Play devil's advocate: Is the steak any good there? —Make a commitment to always voicing your opinion: I am going to speak up whether I like it or I do not like it

Abilene paradox

causes of the "blank blank" include: —Thinking someone has more expertise than you —Lack of confidence in self —Thinking it is an unimportant issue —Pressure from others to conform

Abilene paradox

virtual team principle: don't get mad in conflict

Be a cool-headed problem solver

virtual team principle: find out what issues are w/ separation

Be proactive

conversation stopper that involves not being distracted

Being bored or absent minded

self-oriented group role: people who are stubborn, negative, resistant, etc; keep bringing back topic that has been discussed

Blockers

model of decision making: what we do most of the time; our rule of thumb; managers do not explore all possible alternatives

Bounded rationality

Techniques for Decision making: coming up with as many ideas as possible without evaluating

Brainstorming

-Don't sit down at a meeting w/ a "blank" company because everyone has an assigned seat

Chinese

Points from sub-arctic exercise: how are you going to get to the purpose

Clear strategy

communication tech & usage tip that involves re-reading what you wrote and making sure you are sending the right message

Completeness in message

doing business that conflicts with your companies policies

Conflict of interest/influence buying

conflict frame that involves maximizing people getting along vs getting results & winning

Cooperate vs. win

virtual team principle: have template for doing things

Create order

factors in decision making: Tends to be something that employers are seeking; the more creative you are the better decisions you would make

Creativity

barrier to communication that involves what country you are coming from

Cultural Diversity

defeat, telling, attack person & ideas

Debate

Techniques for Decision making: use experts for decision making; either go to them first or come up with ideas then go to them

Delphi Technique

virtual team principle: Make a group contract

Develop shared operating agreements

Techniques for Decision making: Play the opposite; critique it; try to find holes in it

Devil's Advocacy

Techniques for Decision making: set up a debate between both sides; play the other side of what you really feel

Dialectical Inquiry

understand by asking questions & drawing out others' values & positions; teams that discuss crises more are better off; use as much as possible; i.e. Norman Brinker (Creator of Macaroni Grill)

Dialogue

to persuade, sell, change others' position

Discussion

conflict between required and what is expected

Emotional Dissonance

conflict frame that involves caring about feelings vs results

Emotional vs. intellectual

mental states that typically include feelings, physiological changes, and the inclination to act; Short-lived; intense reactions (only lasting about 10s.)

Emotions at work

Enhancing creativity at work: i.e. basketball, ping-pong, crazy colors @ an advertising firm

Equipping a kitchen for the mind

factors in decision making: tendency to continue putting resources towards a losing course of action (i.e. Vietnam, Iraq war, etc.);

Escalation of commitment

acting in ways consistent with one's personal values and commonly held values of the organization and society.

Ethical behavior

strong choice between two undesirable or desirable choices

Ethical dilemmas

Offers advice

Ethics committee

task-oriented group role that assess teams functioning; devil's advocate; i.e. shadow chair

Evaluators

Enhancing creativity at work: Therapy; find a problem that someone has at work and put that problem on board (i.e. not finishing tasks on time) and allow everyone else put whatever words come to mind when they see that problem (free association)

Excursion method

initiating skill that says (i.e. I am concerned that this may create a we vs. they situation); expressing my own T&F

Expressing thoughts & feelings

just starting as a group; relationship-oriented behavior; getting to know each-other; trying to define what & how to do it; spending a lot of time together in this stage is very important; primary issue in this stage is interpersonal

Forming

creating or perpetuating misinformation

Fraud and deceit

model of decision making: A random decision; under time pressure; not looking at all facts; poor quality of decision; if it is good then it is luck

Garbage can

relationship-oriented group role: positive gatekeeper; makes sure everyone participates

Gatekeepers

barrier to communication that involves Diff people communicating differently based on their gender

Gender Differences

what country would be considered low conformity?

Germany

virtual team principle: If you are team leader spend lots of time getting to know everyone; will do extra on listening

Give team members personal attention

Advantage of group decision making: more people involved

Greater understanding

Liabilities in group decision making: Through discussions in group you become more polarized (one way or the other); i.e. Hiring professor for program- everyone hated her so Professor Chung went from rating her a 6 to rating her a 10 (Deliberations in Rush)

Group Polarization

Points from sub-arctic exercise: caution of "blank blank"- separate based on discussions

Group polarization

what are you there to do? I.e. put on a team that lists their purpose as: examine safety issues would not be a very clear purpose;

Group purpose

Liabilities in group decision making: to describe a dysfunctional process that groups do where they don't go through reality testing; teams get so cohesive that they don't look at alternatives; i.e. Challenger: blew up in 73 seconds (7 people died)

Groupthink

hiding/covering up info. that the other party has the right divulging: giving out information you're not supposed to

Hiding or divulging info

Advantage of group decision making: more people have a voice

Increased acceptance & commitment

task-oriented group role that offers new ideas

Initiators

Values that reflect the means to achieving goals. (courage, responsible)

Instrumental values

characteristics of creative people: curious about the world; not necessarily book smart

Intellectual abilities

issue that may/may not be in a particular stage of development: feeling accepted, comfort, trust/safety

Interpersonal

say things that are mean; discriminate, sexual harassment

Interpersonal abuse

factors in decision making: characteristics: occurs quickly, tends to be ethical, & is a positive decision making force

Intuition

Guest speakers' leadership lesson 5:

It's an all or nothing deal; responsibility & authority must come w/ accountability

what country would be considered high conformity?

Japan, France, Sweden

non-verbal comm that includes body movement; what you are showing w/ body

Kinesics

A Climate for Creativity: ie SDSU red tape (paper work); flexibility with how people dress

Minimize structure

Self-Help Techniques to Develop Creativity: draw pictures, write stories, write w/ left-hand

Miscellaneous

Role models

Modeling

Advantage of group decision making: more people involved

More info & knowledge

Fear, anger, anxiety, irritation

Negative emotions

when a group member relies on the efforts of everyone else (AKA Freerider); this can result from someone not agreeing with what the group is doing or that they have competing time commitments; the net effect is that it drags everyone down; you deal w/ them by talking to them, giving them an individual work unit to be accountable for & also do peer evaluations

Social loafing

Self-Help Techniques to Develop Creativity: talk to older people, kids, people @ market, etc.

Speak to different kinds of people

virtual team principle: have pictures, bios, chat areas, etc

Stay people focused

Self-Help Techniques to Develop Creativity: watch out for the kinds of things that will give us an "in"; i.e. cannabis industry (as an entrepreneur)

Staying alert to opportunities

occurs when conflict happens; i.e. fighting over issues, over roles etc; the more forming done in the beginning the easier this is; primary issue: authority

Storming

issue that may/may not be in a particular stage of development: about doing the thing; purpose, goals etc

Task

a process goal is about how the team functions together; a task goal: i.e. get research on xyz company by June 26th

Task & Process Goals

Values that represent the goals to be achieved (world peace, wisdom, respect)

Terminal values

used to gauge if you understood the message

The feedback loop

what ethical issues are

Training

what country would be considered moderate conformity?

US, Brazil, Lebanon

Self-Help Techniques to Develop Creativity: write down new ideas

Use idea notebook

Self-Help Techniques to Develop Creativity: Use 5 senses (senses exercise)

Use multiple senses when seeking solutions

What are 4 Individual Differences That Affect Ethical Behavior?

Value systems, locus of control, machiavellianism, & cognitive moral development

Organization factor: customer service vs sales

goal differences

"blanks" are informal; i.e. a "blank" of us going play sports

group

interpersonal glue that keeps teams together and makes people feel connected to team; cohesion= higher job satisfaction, productivity, commitment, less tension & more control

group cohesion

skills needed, info needed, etc.; be more inclusive than exclusive

group composition

too big prob= conflict & not enough accountability; too small problem= not enough manpower or brain power

group size

the 7 tips on how to improve comm. skills from the "blank blank" video include: use pauses, conversational threading (ability to branch off into diff. Topics), use statements instead of Qs, humor, storytelling, & deep conversations; Types of statements: story statement, cold read statement, random statement

improvement pill

factor of programmed/unprogrammed decision strategies that asks: do we know all of the risk factors?

predictable/non-predictable

In a "blank" or "blank" a group is better

probability; estimate

factor of programmed/unprogrammed decision strategies that asks: does it happen often?

recurring/non-recurring

conversation stopper that involves reassuring: telling someone it is going to be alright, explaining: you explaining your part before someone is done, & interrupting: the number 1 issue that most executives have

responding too quickly

hemisphere of the brain that is the creative side; use this side to lie (looking up to the left=lie) —creative/artistic, spatial, visual, gestalt, intuitive, & nonverbal

right

factors in decision making: how much an org is willing to take "blank"; some people are afraid of risk & usually focus on negative outcomes; risk takers tolerate ambiguity; men are more risk takers; managers that take calculated risk do better

risk

cultural communication style that is Italian, French; tend to go off tangent when talking

romance

factor of programmed/unprogrammed decision strategies that asks: is it common or unusual

routine/no routine

What stage are you in if members are competing over leadership & authority issues?

storming

b/c there is one freerider in the group, it starts to drag everybody down; this reduces our own effort b/c of that person

sucker effects

make promises they cannot keep; part of the reason they agree is because they afraid of making you mad; tell them ahead of time that whether they can do this or not does not affect how I view them; have realistic deadline

super-agreeable

effective Conflict MGT Strategies that involves i.e. Russia & US having to build space station

superordinate goals

type of team: i.e. to improve diversity in org, to develop new transportation system, etc.

task force

what are the 3 categories of roles?

task-oriented, relationship-oriented, & self-oriented

"blanks" usually have a small number, complimentary skills, working towards a goal & responsible for reaching that goal; more formal

teams

Info database, email, listserve, voice mail, fax, etc.; All of our comm options can leave us with info overload and no affect

technologies

Guest speakers' leadership lesson 2:

tell your stories. openly share your experiences and learn from yours and others' mistakes

an individual difference that affects ethical behavior that says that stronger values = more ethical decisions

value systems

what do you really care about?; enduring beliefs that a specific mode of conduct or end state of existence is preferable over converse or other modes or states; Provides sense of right/wrong, basis of ethical behavior; Develops over time as one stabilizes; Shaped by culture, parents, others.

values

individual factor: taking a sick day every 10th day for mental health

values & ethics

small group (centralized) communication network that involves a central person w/ people talking to that one person (i.e. sales reps w/ a specific region); not the best

wheel

characteristics of creative people: a lot of knowledge about a lot of things

wide-knowledge base

"blank" go home and want to talk to their partner; they want their partner to listen not respond

women