Com 324 final test study guide

Conflict What is conflict?

(Putnam & Poole definition) "The interaction of interdependent people who perceive opposition of goals, aims, and values, and who see the other party as potentially interfering with the realization of these goals.

advantages and disadvantages of CSR

, advantages and disadvantages of CSR). Advantages: Close relationships, possibly better product Better reputation Morally sound Disadvantage: Might not always make as much of a profit?

vision

A vision is a mental mode of an ideal future state In transformational theory vision is one of the leading factors needed for leaders , A vision creates: a picture, a change, values, a map, and a challenge

prejudice

Negative attitudes toward an organization member based on his or her culture group identity

CSR definition

CSR (definition) A stance in which businesses attempt to have a positive impact on a variety of stakeholders including the environment, consumers, government, and the communities in which the company is impeded

class activity on faith based volunteerism

Class activity on volunteerism (case on faith-based volunteer organization, refer to your notes from the questionnaire/worksheet you completed in class) Activity with josh, Kevin, sally It's harder to make changes in a faith based community sometimes Human resources vs human relations Sally wanted to stick to the rules while Kevin wanted to let the people inside out of the cold Food in the grocery cart, kept moving it in because they thought people would take it

conflict management styles

Competition, collaboration, compromise, avoidance, accomidation

Features of new technologies

Computers, cell phones, everywhere you want the click of a button , asynchronization, e-commerce, e-mail, social media, world wide web

Conflict management styles and their critiques

Conflict management competition, compromise, avoidance, accommodation, collaboration Either concern for self or concern for others We all have different stoles that falls somewhere on the managerial/leadership grid Critiques: Individuals approach organizational conflict in regular and predictable ways However CRITIQUE: grid downplays the way in which people change their interaction with others in conflict situations Critique one: conflict styles approach treats the communicator as the sole benchmark for conceptualizing conflict and determining how it will develop Critique two: the conflict stoles approach relies too narrowly on two dimensional theoretical models that may not be internally congruent, exhaustive, or representative of conflict handling models in organization Critique three: the conflict style limits communication to verbal behaviors, especially those that are rational and uncomplicated, mutually exclusive, across different styles and static and unchanging 4: the conflux styles approach treats the organization as being in the distant background rather than the center stage

coping with stress at the workplace

Coping with stress and burnout at the workplace (individual and organizational strategies, what these strategies are) Social support Problem centered coping: involves dealing directly with the causes of burnout Appraisal centered coping: involves changing the way one thinks about the stressful situation Emotion centered coping: dealing with the negative affect outcomes of emotion centered coping Participative decision making

dual capacity model

Dual capacity model Every organizational medium has both data carrying capacity and symbol carrying capacity that involves additional meaning an individual might have for a particular medium

MORE FEMINISM CONFLICT MANAGEMENT

Form of conflict management: mutual inquiry Focus of conflict management: mutual understanding between conflicting sides Outcome of conflict management: transformation of the relationship between the conflicting sides Type of communication: based on the sharing of experiences, emotions and dialogue between the conflicting sides

forms of communucation during encounter (identify them in pairs)

Forms of communication during encounter Information seeking tactics Overt questioning Indirect questioning Third parties Testing limits Disguising conversation Observation surveillance

framing

Framing A way of managing meaning in one or more aspects The concept of framing is related to the agenda-setting tradition but expands the research by focusing on the essence of the issues at hand rather than on a particular topic. The basis of framing theory is that the media focuses attention on certain events and then places them within a field of meaning

glass ceiling

Glass ceiling Females have a harder time rising to higher positions, there is a point which they cannot pass because of their gender

globalization

Globalization (definition) The definition of globalization is the process of growing and expanding to exist throughout the entire world. An example of globalization is when a company has offices in the US, Europe, China, Mexico and throughout the world. Organizational types (Stool typology)

globalization effects

Globalization effects Time becomes more irrelevant Many underpaid and mistreated laborers Cultural uniqueness can be lost News spreads very fast Social media movements

emotional labor

Emotional labor refers to the process by which workers are expected to manage their feelings in accordance with organizationally defined rules and guidelines. Hoch child's (1983) The Managed Heart introduced this concept and inspired an outpouring of research on this topic.

emotional work

Emotional work involves people who are not in front line service jobs but instead hold professional positions in industries such as healthcare r human services

homophobia

Homophobia Discriminating against homosexuals

identity

Identity What you associate yourself with, what DEFINES YOU Identification The perception of one ness with or belongingness to a collective, where the individual defines his or her self in terms of the collective

New-comer information-seeking tactics

Interview - key communication processes entering organization Interview as recruiting and screening tool: screen resumes and then the person face to face (pg. 127) Interviewing as an information gathering tool-Glimpse of possible future for employer Interview for as a tool for socialization- start having realistic job previews

Phases of organizational conflict (definitions of each),

Latent conflict-grounds for conflict exist because parties are interacting in interdependent relationships in which incompatible goals are possible Perceived conflict-one or more parties perceive that their situation is characterized by incompatibility and interdependence Felt conflict-parties begin to personalize perceived conflict by focusing on the conflict issue and planning conflict management strategies Manifest conflict -conflict is enacted through communication, interaction might involve cycles of escalation and de-escalation as various strategies are used Conflict aftermath -conflict episode has both short term and long term effects on the individuals, their relationship, and the organization

meaningful work

Meaningful work (definition) Something that gives you purpose and passion, not just a job, would do it without compensation (well maybe)

media richness model

Media richness model Mangers will choose the media that match the ambiguity of the message

transgender

a gender swap

articulating a vision

adapting the vision, highlight the values, choosing the right language IN GENERAL one must: adapt content to audience, emphasize intrinsic value, select words and symbols that are uplifting, use language that is inclusive

leadership styles

benevolent team leader laissez fair autocratic-controlling Laissez Fair (uninvolved) team leader-engaged, team oriented benevolent leader-people oriented, paternalistic

Ways of managing conflict (bargaining/negotiation)

come back (can bargain and negotiate as a way of managing conflict??)

outcomes of identification

come back feel strongly towards a certain group willing to do more for that group

telecommuting and telework, pros and cons

Pro: more time with family, MIGHT get more work done if your house is work friendly, much more convenient and spend less time commuting Con: sometimes can be harder to work at home, fewer friends from the office,

service economy

Shift in economic activity to primarily services including retail, financial transportation, healthcare, and construction among others

situational theory

Situational theory- The situational theory of leadership suggests that no single leadership style is "best." Instead, it all depends upon the situation at hand and which type of leadership and strategies are best-suited to the task.

disembodied organizaitons

Social relations become increasingly spread over time and space People work at home not necessarily embedded in economy Not constrained by non-economic establishment

Phases of organizational socialization (and the features of each phase)

Socialization- when an individual learns about the requirements of a job, or decides that dressing formally will help him fit into the organizational culture Phases: Anticipatory: occurs before person enters an organization encounter: at the organizational "point of entry" metamorphosis: when a new member has made the transition from outsider to insider

stigma

Stigma A mark of disgrace associated with a particular circumstance, quality, or person

convergence

The need f organizations to adapt their practices to the social market

divergence

The need of organizations to emphasize the cultural distinctiveness found around the world

CSR class activity (Starbucks case, http://youtu.be/Nly_OdvORQY)

They claim that their coffee is more expensive because they make sure to pay their foreign workers a living wage They try and maintain relationships with their farmers (close interpersonal relationships)

How are social movement's organizations?

They fulfil all five of the criteria 1. Social collective 2. Goals 3. Coordinative activities 4. Structure 5. Environmental embeddedness

Social movements and communication (what is the connection between the two - social media), class activity on social movements, online petition (everything we have covered about this)

They require communication Social media actually may be hindering social movements because they get started so quickly and the people involved haven't put the time in and really haven't spent the time to feel connected to their cause The rise of "slacktivism" it's easy to share a post on social media but when it comes to actually doing something very few people do

Organizational assimilation (definition)

Those ongoing behavioral and cognitive processes by which individuals join, become integrated into, and exit organizations

tokenism

Tokenism Women and minorities often tokens or representatives

tools of framing

Tools of framing, Dialogue, including metaphors, symbols, allusions, contrast, and stories. Mixed messages Come back

trait and style theories of leadership

Trait and style theories of leadership Leaders are born not made is reflected in trait theories of leadership Theories propose that there are particular qualities that will tend to be associated with leaders and that will result in success of leadership activities TRAITS: intelligence, self-confidence, determination, integrity STYLE THEORIES: managerial grid, concern for people concern for production somewhere in the middle, so the leader's STYLE

transformational leadership model

Transformational leadership model-leadership perspective that suggests that through communication processes leaders create a relationship with followers that helps followers reach their full potent ion while transforming both the leader and the follower

types of identification

Types of identification 1) Situated- temporary 2) Deep structure-fundamental

• Organizational Change:

Types of organizational change There are organizational life cycles Planned and UN planned change come back

types of social movements

Types of social movements, 1. reform movements-aim to change something about a specific structure 2. revolutionary movements-change all aspects of society 3. redemptive movements-aim to change spiritual growth 4. alternative movement-aim towards self-improvement and change of individual behavior 5. resistance movement-prevent change to social structure

discrimination

Observable behavior for the same reason

organizational crisis

Organizational crisis Unplanned change Crisis is dangerous to organization in many ways but also provides opportunity to address crisis at hand and reshape perceptions across the community Praises: signal detentiction, prevention, crisis preparations These sub crisis will take precedence in different ways During the CRISIS stage there is a trigger that threatens organizational survival or reputations Great deal of uncertainty Then shifts to the post crisis stage, focuses on determining responsibility, communicating with stakeholders, and apologizing

organizational exit

Organizational exit (what is this?) Organizational exit: Leaving the organization pal more likely to go from job to job now When someone chooses to leave the organization, disengagement Final exit: retirement

reactions to organizational change

Organizational members must have schemata-or knowledge structures- that define in visual and collective beliefs about how organizations work and how change happens Problems identified in change process: 1. Lack of management support 2. Top managers forcing change 3. Inconsistent actions by key managers 4. Unrealistic expectations 5. Lack of meaningful participation 6. Poor communication 7. Purpose of program was not clear

Trends in modern volunteering

Our age (21-25) has the LOWEST rate of volunteerism High school is decently high The highest rate is in the 40's/ 50's?? (COME BACK FIND OUT FOR SURE)

invisible illness

When someone has a disability and are discriminated or not given proper treatment in the workplace

workplace bullying

Workplace bullying refers to repeated, unreasonable actions of individuals (or a group) directed towards an employee (or a group of employees), which are intended to intimidate, degrade, humiliate, or undermine; or which create a risk to the health or safety of the employee(s). Examples of workplace bullying A boss bullying a subordinate (bullying down)

workplace incivility

Workplace incivility Workplace incivility has been defined as low-intensity deviant behavior with ambiguous intent to harm the target. Uncivil behaviors are characteristically rude and discourteous, displaying a lack of regard for others. Characteristics of workplace incivility Could be a boss being uncivil to his workers, or coworkers, etc. (COME BACK?)

Role related information -

encompasses the information, skills, procedures, and rules that a person must grasp to perform on the job.

Class activity (your identification with Purdue, what answers did you give?)

student member of PMO

3 I's of conflict

incompatible goals, interdependence, interaction

Cultural information-

learning about the culture within an organization

gay

men like men

multicultural organizaiton

mixture of many culture

organizational change

scenerio, practice for understanding strategy for organizational change

volunteerism

service for free, giving back

communication used for coping with stress and burnout (you need to know the participation approach and the social support approach, as well as what they mean and what is included in them),

social support (COME BACK )), empitonal support, informational support, instrumental support Participation approach:::percieved participation reduced burnout in the workplace. Employees who had the opportunity to participate in decisions experienced lower levels of stress

types of identification

special lingo or language formed in the group, maybe the way they dress, inside jokes, etc (check )

shifting organization identity (shifting in regards to what)

there is a lot of organizational identity (mcdonaldization, ford, disney...household names) its getting harder for organizations to establish a clear identity shifting landscape of whom belongs to whom, widespread mergers, companies try to impose themselves on their environment, rather than adapt to them. they attempt to shape their environmenet by their presence in it, by what they do and say. THREE FACTORSSSSSSSSSSSSSSSSSSSSSS: global, image, service economy

Stereotype

things you think are true of people in one group

leadership in organizations : trump clip and hilary clinton

what models could be applied to their leadership abilities Trump: autocratic, controlling Hilary: transformational leadership, she identifies with the people, leadership style as a benevolant leader

lesbiam

women like women

social movement definition

Purposeful, organized groups striving to work towards a common goal Goals of social movements, 1. create change 2. resist change 3. provide political voice

feminist model of conflict management

COME BACK

organizational types (stool typology)

COME BACK AND FIGURE OUT

channel expansion theory

Channel expansion theory Consider users prior knowledge to the medium

characteristics of workplace bullying

Characteristics of workplace bullying • Physical or verbal abuse • Teasing or taunting • Mocking • The person is afraid to come to work

Media synchronicity theory

Communication between people at a different point in time Social informal the communication between coworker's supervisor and costumers and other affects media usage ion processing model Telecommuting and telework (pluses and minuses) Pro: more time with family, MIGHT get more work done if your house is work friendly, much more convenient and spend less time commuting Con: sometimes can be harder to work at home, fewer friends from the office,

contingency theory

Contingency theory-leadership perspective that emphasizes the match of the leader's style to the characteristics of the situation

Stohl Typology

DOMESTIC: identifying with one country and culture Multicultural: identification with one country, but recognizes it's own cultural diversity Multinational: identifying withone nationality but doing business in several countries Identifying with two or more countries: international Global: identification with the global ystem rather than the particular nation

identification

Identity What you associate yourself with, what DEFINES YOU Identification The perception of one ness with or belongingness to a collective, where the individual defines his or her self in terms of the collective

Class activity (your conflict management style, what were your results)

I was a comprimisor i believe tried to work together to come up with solutions that pleased everyone

contingent worker

Individuals without a permanent and full time connection to an organization

Pros and cons of new technology (in-class activity that we did)

Pros: much more convenience, time and space doesn't matter as much because we can just text or email (ASYNCHRONOS COMMUNICATION; communication between people at different points in time.) Cons: much less face to face interaction Less interpersonal communication?

sources of meaningful work

Sources of meaningful work, meaningful work and communication (how is meaningful work related to communication) Career that you love, people that make the job better, feeling like you have a PURPOSE and have VALUE, accomplishments

sources of workplace emotions

Sources of workplace emotions Could be working in a hospital and could get emotions from patients Empathetic or genuine concern or distant concern Bounded emotionality: look as emotions as central to the workplace

Communication in the change process (know the strategies) KNOW THESE!

Spray and pray: management showers employee with all kinds of information and hope that employees will be able to sort out significant bits of information Tell and Sell: management selects a limited set of messages regarding core organizational issues. Management "tells" employees about these issues and then "sells" employees on the wisdom of the approach Underscore and explore: management focuses on fundamental issues related to change success and allows employees the creative freedom to explore various possibilities Identify and reply: management listens to and identifies key concerns of employees and then response with the issues as they are brought up Withhold and uphold management withholds information as much as possible, when management is confronted with question or rumors they uphold the party line. THE MOST SUCCESSFUL: underscore and explore LEAST SUCCESSFUL: spray and pray, withhold and uphold

stages of social movements

Stages of social movements 1. preliminary stage-become aware of issue and leader emerges 2. coalescence stage-people join and publicize issue 3. institutional stage-establish organization with staff and structure 4. decline stage-people fall out, movement succeeds or fails

the stress process

The stress process (what are its parts?) Stressors- environmental factors that are difficult for a person to deal with (workload, role ambiguity, life events, and home/work conflict) Burnout- strain that results from ongoing stressors (emotional exhaustion, depersonalization, decreased personal accomplishment) Outcome-physiological attune and organizational results of burnout (heart disease, high blood pressure, less commitment)

feminist approach to conflict management

conflict as seen as a way to reframe organizational practices away from patriarical forms towards patterns that support collaborative and transformative behaviors concept of EXCHANGE putnam and kolb suggest that models of conflict that emphasize competition and exchange constitute a gendered practice. Specifically they argue that negotiation "is gendered in that the qualities of effective bargainers are linked to masculinity. the attributes typically labeled as feminine are less valued "trades" mutual gain, settlement, information exchange feminist concepts such as "mutual understanding" transformation and sharing experiences transforms the concept form one that values exchange to one that values collaboration

outcomes of identification

organizational collective: cooperation, effort, participation, prone to groupthink