Final MGT 308
Which of the following best summarizes the research on emotional contagion?
- happy employees lead to happy customers -happy managers lead to happy employees
Span of control
-# of employees under 1 manager -implications of cost, complexity, autonomy, efficiency
centralized and decentralized
-Degree to which decision-making is concentrated at a single point in the org. -Impact on speed in problem-solving, voice in decision-making, participation and autonomy
Based on the research evidence on the outcomes of diversity in teams, which of the following is true?
-Diversity in teams often leads to greater team conflict. -Diversity in teams often leads to greater team innovation and problem-solving. -Deep-level diversity has a stronger relationship to increased team performance than surface-level diversity.
When it comes to the relationship between job satisfaction and job performance, which of the following is true, based on the evidence in organizational behavior?
-Employees with higher job satisfaction are more likely to have higher levels of performance. -Being more satisfied with one's job often leads one to work harder and thus have higher job performance. -Being recognized for having high job performance often leads one to like the job more.
In class and in the book we have discussed a handful of team/group decision making techniques (e.g., brainstorming, nominal group technique, Delphi technique). What do we know based on the research regarding how effective each technique is? (*You may want to refer also to your Ch.9 notes here.)
-The effectiveness of each technique depends on how interactive the group is with one another. -The effectiveness of each technique depends on the type of decision to be made. -The effectiveness of each technique depends on the goals of the team.
Ethical decision-making research has focused recently on understanding behavioral ethics, and the impact organizations have on individual ethical behavior. This area of research has few 'certainties' but what can we say with great confidence based on the research thus far?
-The environment of the organization is likely to impact individual ethical behavior. -Individual behavior does not always align with that individual's ethical/moral standards. -We have a natural tendency to see ourselves as more moral than we are, and to see others as less moral than they are.
Which of the following explains a key way in which the strategy of an organization impacts an employee of that organization?
-The strategy influences the organizational culture, which shapes the everyday experience of an employee and the underlying norms of all employees. -The strategy influences strategic objectives, which translate into team and individual performance objectives, directly impacting the kind of work an employee does. -The strategy influences what kinds of performance and behaviors are valued by the organization, directly impacting how an employee is rewarded and motivated.
2 years after it was founded, the culture of Fin's Animal Sanctuary continues to strengthen. The organization remains committed to the founding leaders' core values and initial vision, and each new hire is carefully selected such that the person-organization fit is maximized. Which of the following is a likely outcome at Fin's, based on this information?
-The turnover rate is likely quite low. -Employee satisfaction is likely quite high. -There is likely a natural barrier to diversity.
Expectancy theory (vroom)
-effort performance relationship: if i do it, i get rewarded -performance- reward relationship: if i do it, i get rewarded -reward-personal goals relationship:whatever i get from it, ill like it
Candace (the Disney princess employee described in the last question) is having a bad day. Her fiancé got laid off yesterday and she just learned a dear friend is moving away. She feels more like crying than smiling, but knows she must act happy while at work today anyway. Which of the following is Candace likely to experience and/or engage in at work today?
-emotional dissonance -surface acting
To increase employees' attitude of organizational fairness (i.e., justice), and specifically procedural fairness attitudes, managers should focus on...
-giving employees a voice in the decision making process -being transperant throughout the decision making process
Self awareness
-inward focused knowing what you are and aren't able to know, right from wrong
Predictors
-team composition -team context -team processes
Team effectiveness
-team perfromance -team cohesion -individual growth
Based on the cumulative research on effective teams and planned organizational change, which of the following is NOT an evidence-based recommendation for forming a coalition (i.e., an action team) to lead the change initiative?
??
The Heath brothers (authors of 'Switch') offer evidence-based 'tips' for implementing organizational change to complement the steps in Kotter's model. The Heath brothers use a comparison of cigarette pack warning labels across the globe to illustrate which evidence-based tip?
????Organizational change leaders should recognize the impact of the global environment
According to Lewin's3-step model of organizational change, what must be done before any change is implemented?
???A clear and compelling vision for the change must be communicated???
What was the big 'take home message' from the TED video of Margaret Hoffman (who told the story of the female researcher who discovered that x-raying pregnant women led to childhood cancer)?
???Conflict is necessary to reach the strongest conclusions
According to the dual process model of decision making, which of the following is true?
???Decisions made about other people are always susceptible to biases.
Patagonia has decided to adopt the Authentic Leadership model for identifying and developing its leaders. Which of the following should be targeted in their new leadership development programs based on this theoretical framework?
???Mastery of dominance behaviors
According to Job Characteristics Theory, what should you do to impact job satisfaction and motivation of employees?
???re-design the job itself so that it includes a wider variety of tasks
According to the research discussed in class, how is team diversity related to team effectiveness?
???team diversity leads to increased team conflict????
As part of a strategy formulation process, you have been asked to conduct an analysis of the general environment as it affects your company. Which strategic analysis tool would be best for this task
??PEST
what organizational behavior as a field?
A field of study that integrates knowledge from many varied disciplines, including psychology, sociology, and anthropology.
Bureaucratic model
Advantages: -efficiency in function due to well defined practices and procedures -organizational rules prevent favoritism -recognition of and requirement for expertise stresses the value of employees Disadvatages: -inflexibility and rigidity due to rules and procedures -neglects the social and human processes within the organization -"one best way" of organization design does not apply to all organizations
Which of the following is true regarding an effective SWOT analysis?
An effective SWOT integrates internal analysis (of strengths and weaknesses) and external analysis (of opportunities and threats) for a given organization.
Cindy has limited motor skills in her left hand as a result of a serious car accident several years ago. She recently applied for a job as a department administrative assistant at State College. Cindy was turned down for the job, because according to the department chair "the job required fast typing and other activities that require full motor skills in both hands". Based on federal Equal Employment Opportunity (EEO) laws, which of the following is true?
Based on the Americans with Disabilities Act, the department must make reasonable accommodations for such a candidate
Which of the following pieces of advice for new managers would follow directly from self-determination theory & cognitive evaluation theory?
Be careful in how you reward your employees, as rewards can sometimes undermine intrinsic enjoyment of the task.
According to Herzberg's 2-factor theory of motivation, ________.
Before addressing aspects of the job that lead to job satisfaction and motivation, any 'hygiene factors' causing dissatisfaction and negative motivation must be fixed.
Bill has been with his company for 35 years. He has slowly 'climbed the ladder' to a senior manager position and enjoys his current role and the comfort of knowing both the ins and outs of his company and also knowing what to expect on any given day in his job. Based on these quick descriptors of Bill, evidence would suggest him to play which of the following roles in organizational change?
Bill is likely to resist dramatic change initiatives due to his established power, habits, and sense of security.
The strategic practice at TOMS which leads them to donate one pair of shoes to someone in need for every pair of shoes sold represents which of the following goals in organizational behavior?
CSR
Candace works at Disney World as a Disney princess (i.e., she dresses up like Cinderella and greets/interacts with visitors for the majority of her work day). Candace is expected to embody the pure joy and grace of a Disney princess character every hour of every day at her job. Which of the following is true regarding Candace's work experience?
Candace is exposed to high levels of emotional labor at work
Organizational actions and policies that take into account all stakeholders' expectations as well as the 'triple bottom line' meet the goals (by definition) of:
Corporate social responsibilty
Which of the following correctly identfies rewards as intrinsic vs. extrinisc?
Employee-of-the-month programs: intrinsic; Merit-based pay: extrinsic
Which of the following is NOT supported by the research evidence in regards to the impact/outcomes of emotions and moods in the workplace?
Employees in bad moods are more likely to make good decisions and effectively solve complex problems than those in good moods
If an employee is lacking in self-efficacy, which of the following is the key component of motivation that will be lacking according to Expectancy Theory?
Expectancy (effort-performance relationship)
According to the Deloitte white paper on diversity, why has research shown that Fortune 500 companies with more women on the board have higher economic performance than those who don't?
Gender diversity at top leadership levels within an organization serves as a key indicator of the organization valuing diversity and inclusion throughout
What can one take away from Zimbardo's Prison Experiment regarding group and team dynamics?
Group and team roles should be assigned and utilized thoughtfully, as roles and titles can have a dramatic impact on individual behavior.
Which of the following best captures a key point made in Tuckman's model of group development (the '-orming' model)?
Group conflict (i.e., 'storming') is necessary for groups to become cohesive.
Stacey places a high priority on being independent and courageous, and it is most important to her that her career allows her to have freedom and pleasure. Which of the following is true regarding Stacey's values?
Her instrumental values include independent, and her terminal values include freedom. Instrumental value: things you are in the process of doing "ing" Terminal value: things you can have, freedom
You are in charge of hiring several new personal bank tellers and are interested in somehow including intellectual ability (e.g., IQ or General Mental Ability) in the application/hiring process. Which of the following is true based on the research and best supports your case for including intellectual ability here?
IQ is one of the, if not the single, strongest predictor of job performance across jobs
Based on what we know about factors that influence our perception, which of the following is true?
If 2 people are looking at the same scene, they are likely to perceive differently based on things like their own experiences and expectations
How does group/team decision making compare to individual decision making in terms of effectiveness and efficiency of the decision making process? (*You may want to refer also to your Ch.9 notes here.)
Individual decision making is often more efficient, but group decision making is often more effective.
One of the key contributions of Lewin's 3-step model of planned change is...
It emphasized the importance of first breaking from current habits and patterns prior to making a change.
Which of the following is true about intuitive decision making?
It is more emotionally charged than other decision-making approaches
Lane and Charlie are both managers in governmental agencies, with varying views on conflict and the implications of conflict for employee and group performance. Lane sees conflict as a result of 'letting one's emotions get the best of oneself' and ultimately as a distraction from getting work done in a team. Charlie sees conflict as a sign of engaged group members and ultimately as a critical component to getting great work done in a team. Which of the following best captures Lane and Charlie's views on conflict?
Lane has a traditional view of conflict; Charlie has an interactionist view of conflict.
Which of the following is the core idea within Leader-Member Exchange Theory?
Leaders differentiate among followers, considering some to be in their 'in-group' and some in their 'out-group'
Mr. Fox works outside and makes 80k per year. Mr. Bear works inside and makes 70k per year. Based on the research evidence on employee attitudes, what can we conclude?
No relevant information is provided regarding who has higher job satisfaction
Which of the following statements is true regarding Locke and Latham's goal-setting motivation theory, and the related research evidence?
People do better when they get feedback on how well they are progressing toward their goals.
Based on research on individual differences and decision-making, and specifically how individual differences may influence our reliance on decision-making shortcuts, which of the following statements is backed by evidence?
People with higher levels of self-esteem are more likely to rely on the 'self-serving bias' than people with lower levels of self-esteem
if you give employees a raise,will their job satisfaction automatically increase too?
SOmetimes, though it will often come back down in the long run
How can stereotypes influence motivation, within the framework of self-efficacy theory?
Stereotypes can lead to the self-fulfilling prophecy, impacting self-efficacy and motivation along the way.
Which of the following is true regarding surface-level vs. deep-level diversity?
Surface-level diversity has more direct ties to the 'legal case' for diversity than deep-level diversity
What is one contingency variable that would make it less likely for an attitude to align with behavior?
The behavior is subject to social desirability bias
Which of the following would illustrate that New Belgium Brewery has applied Schneider's ASA (Attraction-Selection-Attrition) Model, as discussed in class?
The hiring process involves an assessment of applicants' culture fit.
What is one key point made in Shein's 3-level model of organizational culture (the 'iceberg model')?
The majority of culture lies beneath the surface and is not immediately visible, especially to outsiders.
When applied to understanding the effectiveness of groups and teams, the gestalt principle would suggest which of the following?
The output of an effective team is greater than the simple sum of individual members' contributions.
Based on the research evidence, which of the following is true regarding the relationship between team cohesion and team performance?
The relationship between team cohesion and team performance depends on the performance norms of the team.
Both Situation Strength Theory and Trait Activation Theory provide explanations for which of the following phenomenon?
The roles of both personality and the situation/environment in determining one's behavior
Based on the cumulative research surrounding trait theories of leadership, what do we know about how traits predict leadership?
Traits are more predictive at predicting leadership emergence and appearance of leadership than they are at predicting leadership effectiveness.
Task significance
Understand meaning, how you are impacting others, gaining knowledge to impact others
Sex-based discrimination remains a hot-button issue in Organizational Behavior & in American workplaces. Based on the scientific research and federal legislation, which of the following conclusions is supported?|
Women today still earn less money than men for the same positions and are more likely than men to be discriminated against in hiring and in access to professional development opportunities
Let's say you personally believe gossiping is harmful and you try never to engage in it. Yet, when you're around a certain group of co-workers you find yourself chiming in and laughing along with their office gossip. Which of the following moderators of the attitude->behavior relationship most likely explains this experience?
Your attitude about gossiping is taken over by the social pressures of your co-workers
We know from OB research that for some people, increasing their motivation will increase the quality of their performance, while for other people, increasing their motivation will have no impact on their performance. One variable that helps determine whether increased motivation will impact performance is the knowledge and skill sets of the people in question - people without the necessary knowledge and skills cannot improve their performance even when highly motivated. In this example, having the necessary knowledge and skills represents which of the following?
a contingency variable
Which of the following accurately captures one evidence-based conclusion regarding the role of moods and emotions in the negotiation process?
a negotiator who feels guilty is likely to concede more
Servant leadership
a paradoxical approach: leaders feel as servants
extrinsic motivation
a reward is motivating you, what you get as a result from the motivation
Emotional intelligence
ability to detect and manage emotional cues and info
Which of the following is NOT a common source of status for individual group members?
ability to quickly conform to group norms
One particularly important 'people' decision that gets made in the workplace is the decision of who to hire for a job opening. Which of the following is an evidence-based practice for limiting the impact of biases and other shortcuts on a hiring decision?
actively seeking out information that counters your initial impression of each candidate
Emotianal regulation
actually changing the way you feel by refocsing such as refocusing energy by doing yoga
compeitive rivalry
amount and type of competition among the players in the industry
Authentic ledership
approach to leadership that is focused on honest, true, authentic -based on integrity and ethical behavior that is open to all stakeholders
Threat of substituetes
are those alternative substititues
Early research on the power of norms and conformity, such as Asch's 'Line Experiments', shed light on how and why individuals conform to group norms. As discussed in class and highlighted in Asch's findings, which of the following is NOT a key reason why people conform?
because they dont know building group consensus leads to innovation and creativity
short term wins
break sown into smart goals
need for affiliation
build and maintain relationship, creating harmony
Contrast bias
change evaluation based on what we just saw or witnessed EX: singer who was bad then good
Individualized consideration
coach and empower leader connects with each person in a unique way EX: going green in workplace and showing how everyone should car for that
Research in OB has found that how managers spend their time can tell us a lot about how effective and how promotable any given manager is likely to be. According to this research (discussed in the text), to be an effective manager (though not necessarily one who will get promoted), one should spend the most time (relative to other activities) doing which of the following?
communication
Person organization fit
compatibility between people and organization that occurs when they share similar values
Erin is in a conflict with her babysitter. She has set a schedule and payment plan for the care and asked her babysitter to agree. However, her babysitter would like to negotiate a few changes. Erin stands her ground, stating that either her conditions are met or she will find a new sitter. Which of the following conflict-handling intentions does Erin seem to be exhibiting?
competing
In the same scenario as in question 2, the babysitter seems to have a different intention for handling this same conflict. She adores watching Erin's kids and feels that surely they can have an open discussion about the details in order to settle on a final arrangement that may not be exactly what everyone had in mind but that seems acceptable to all parties. Which of the conflict-handling intentions does the babysitter seem to be exhibiting?
compromising
Your boss wants to include you in the decision-making about a new hiring process at work. She asks you to select one personality trait to measure in all applicants as part of the hiring decision. Based on the evidence regarding personality traits predicting job performance, which trait should you select?
conscientiuos
trait approach
consider personal qualities and charectoristce that differentiate leaders from non leaders
situational/ contingency approaches
contingency theory that focuses on follower readlinss
Establish ergency
convince people change is necessary
Fred is upset because he was passed over for a promotion he had really worked hard for. In response to his anger, he has started gossiping about the manager to his colleagues and putting unnecessary blame on his coworkers. Fred's behavior is an example of ___________
counterproductive (deviant) behavior
Which of the following is not an evidence-based strategy for stimulating task-related conflict within a team?
create a time- sensitive super- ordinate goal
Procedural justice
decision makings at work -voice -transperacy
attribution theory
decision tree, system 2
As the nature of business in the United States continues to change based on the growing knowledge-based era, changes in technology, and increased numbers of millennials entering the workforce, which of the following trends in organizational structure are we likely to continue to see?
decreased formalization
formalization
degree to which jobs are standardized (and to which employees have autonomy and freedom over how work is done)
he most effective culture type for an organization to have is...
dependent on the organizations goals
Patagonia is viewed as producing sports equipment and outerwear that is built to last longer and through more challenging 'wear and tear' conditions than that produced by similar companies. Which of the 4 criteria of competitive advantage is Patagonia illustrating here?
difficulty to imitate
Which of the following questions would help one to best understand an employee's organizational commitment?
do you believe in the organizations mission?
Intrinsic motivation
doing the task itself because it is fulfilling and you have a purpose with the task
Availability bias
easier to think of more names that start with r than have it in the 3rd position so you think there are more words that start with r even though that isnt true
In addition to potentially impacting the motivation level of employees, which of the following pay/rewards plans would likely have the strongest positive impact on employee organizational commitment and perceived ownership of the organization (if implemented correctly)?
employee stock ownership plans (ESOP)
satisfaction hygiene
extrinsic factors -dissatisfied and unmotivated
Reinforcement theory
extrinsic motivation -behavior is rewarded by rewards and punishments, what gets rewarded gets done -wrong behavior can also be rewarded such as with advising
Feedback
feedback on how you are doing your work
transformational/ charismatic approach
followers make attributions of heroic or extrodinary leadership abilities
Which of the 6 elements of organizational structure directly addresses questions about rules and policies for employee behavior and performance?
formalization
enactive mastery
giving tools to increase confidence and to help them accomplish the goal EX: cant do dishes so you give them the tools to get it done
internalized moral perspective
greater impact on world and behavior alligning
George is conducting quarterly performance evaluations of his team. He comes to Sally's evaluation - George has never liked Sally personally and did not support her being hired last year. Although objective measures of her performance are similar to the rest of the team's, George has a far more difficult time coming up with positive comments to write on her evaluation. Which of the following 'shortcuts' in decision-making/perception is likely to influence George's evaluation here?
halo/ horns effect
levels of organizational culture "iceburg model"
hard to capture because it is hard to see culture -you can only see the tip top of it
Form coalition
have representation pf all stakeholders, all area of company to implement change, have people ready for change
Knowing about the research on diversity and team effectiveness, which of the following forms is NOT likely to positively impact team performance?
having a range of different relevant priorities and team goals
Non substitutability (long term win)
having something you cant substitute with (tv can be replaced with laptops)
George would be described by many as 'old school' in his approach to management. He holds a strong belief that all emotions should be checked at the door, as emotions should play no role in employees' work or in an effective business. Which of the following best explains George's approach?
he believes in the myth of rationality
Organizational citizenship behavior (OCB)
helpful to your organization outside of your work EX: helping a new teacher when they are new
Keith works on the assembly line at a dog toy manufacturing plant. Though Keith is a high performing worker, he has low levels of job satisfaction. He feels frustrated that his job is limited to simply supervising the plastic molding machine at the beginning of the assembly line. He feels his job is meaningless, and he has no idea how the rest of the assembly line works or even how the dog toys look at the end. According to Job Characteristic Theory (Hackman & Oldham), which of the following explains Keith's low job satisfaction?
his job has low task identity
Threat to new entrant
how easy and difficult it is to enter the industry
Skill variety
how many skills are you using in your job
Power of customers
how much control do the purchasers of goods and services from the industry have to set prices
power of supplies
how much control do these who supply materials and labor to the industry to have set prices
Relation transperacy
how others view you
need for power
how you influence other people, positions of heriarchy, positions of leadership
leadership effectiveness
impact of leaders on group members and shared goals
What is the impact of increased work specialization in terms of employee performance, motivation and attitudes?
increased work specialization leads to more efficient performance, but also to lower intrinsic motivation and job satisfaction.
Autonomy
independence, choice of control of what you are doing, felixbility, may be your own boss
Which of the following is true regarding the difference between informal leadership and formal leadership?
informal leadership is often associate with the referent base of power
Intellectual stimulation
innovate and learn. questioning status quo. learn from mistakes, come up with new ideas
Which of the following steps in Kotter's 8-step plan for implementing change represents the 'refreezing' step in Lewin's 3-step model?
institutionalize the change by making ir part of employees routines and the organizations culture/ climate
Cameron is the type of leader who refuses to accept 'this is just how we've always done things' as a good reason for anything. He is a boundary-pusher and sees change as not only good but as necessary for a thriving organization and team. Based on this information, which of the four dimensions of Transformational Leadership does Cameron seem to be strong in?
intellectual simulation
International justice
interpersonal communication with supervisor
keep momentum
intrinsic and extrinsic motivation, someone needs to be formatlly knowledgable or what is going on
Satisfy motivation
intrinsic factors -satisfied and motivated
self determination theory
intrinsic motivation -motivation comes from true enjoyment and having control over our actions
Which of the following is likely to have the strongest (positive) impact on employees' perceived organizational support based on the research in organizational behavior?
investing in employee development and training
Chain of command
involves authority and unity of command
Which of the following is the most effective way to structure an organization?
it depends on the organizations strategy and culutre
Which of the following is NOT true, based on the research evidence, regarding the Myers-Briggs Type Indicator (MBTI)?
it is highly predictive of job performance and reccommended as a hiring tool
JOb design/ work specialization
job rotation, job enlargement, job enrichment, work teams
Sandy works for a major medical organization, wherein the employees are largely professional medical providers. The leadership team for this organization seems to assume that the ethical behavior of employees will largely be determined by employees' own medical professional codes of conduct (e.g., the Code of Ethics of the American Medical Association). Which type of ethical climate seems to best describe Sandy's organization?
law and code
As an upper-level manager, you need to make a decision regarding big changes to your employee wellness and benefits programs. Surveying employees regarding their attitudes and preferences related to such programs would represent gathering which kind of evidence relevant in evidence-based management?
local data (organizational evidence)
COnformation bias
look for assumptions based on a preconseeved notion to what you thought to be true EX: packer v viking player
Job charectoristics theory
make the job/ tasks themselves better to make employees happier
Which of the following organizational structures is usually best for a 'cost minimization' strategy (see textbook)?
mechanistic
Language and communication
mission, values, and vision of the company to support practices
McClellands trait needs theory
motivation as driven by our own individual needs (varies with each person)
Cognitive dissonance theory
negative perception on soemthingbut go or eat there anyways and feel bad about yourself afterwards
Rites and rituals
not what you can see but patterns and behaviors, norms EX: having a beer every friday, outside events or work
Which of the following is NOT an evidence-based strategy for promoting diversity in an organization?
offering a 1-time workshop on the benefits of gender diversity
Rarity (short term win)
offers something rare many private sales, and what you offer
______________ is a framework for large-scale change (including many different methods for change) that values individual and organizational growth and often utilizes collaborative, inquiry-based practices to involve all organizational members in the change process.
organizational development
Sally works as a manager at an environmental non-profit organization. She is currently working on a global warming project and focusing on who will do what, and who will work together on each team. Specifically, she is deciding which members of her team will work on engaging with the public and which will work on lobbying with the government. She is also assigning people to different roles on each team. Which of the following categories of Fayol's management functions is Sally undertaking?
organizing
Balanced process
outward focused decision making, seeks out counter information back decision making
Difficult to imitate (long term win)
patent
The effectiveness of Holland's Vocational Interest (i.e., Vocational Personality) model is based on which of the following?
personality job fit theory
empower others
providing emotional and resources support and removing obstacles
According to Job Characteristics Theory, what should you do to impact intrinsic motivation of employees?
re-design the job itself so that it includes a wider variety of tasks
Institutionalize
refreezing stage have it in policy and procedures and noms, how to train employees
Distributive justice
rewards and outcomes at work EX: pay
Idealized influence
role model, enstilling trust, people look up to you
need for achievement
satisfied by crossing things off your list, feedback driven, like to get exam scores back
As equipment manager for the basketball team, George sees up close how Coach Ryan interacts with the players. He notices that Coach is always focused on helping each player on the team - not just the starters - be the best they can be, both on and off the court. He continually supports each player and is always asking, 'how can I help you succeed'? Which of the following theories of leadership best captures Coach Ryan's approach?
servant leadership
Inspirational motivation
set and drive the vision. pull people together towards purpose, why we do everything
While at work you notice a new client as she enters the building. She storms in, yelling at someone on her cell phone, then walks up to the reception desk where she checks in (15 minutes late, you overhear) for her appointment with your colleague. Assuming your judgment of this new client is impacted by the fundamental attribution error, which of the following judgments are you most likely to make?
she is likely a mean and self centered individual
Arousal
short term, getting pumped up
Emotinal labor
showing fake emotions Surface acting: bad mood but smile Deep acting: act happy so you try to feel happy to get rid of emotional dissonance
vicarious modeling
shows someone else how to do it EX: roomate doesnt know how to do laundry so you teach them how
George is still evaluating away and comes to another team member, Bill. George likes Bill, as he reminds him a lot of himself (20 years ago, anyway). They cheer for the same NFL team, have similar demographic backgrounds, and have an easy time chatting at breaks. George smiles as he writes yet another positive performance evaluation for Bill. Which of the following 'shortcuts' in decision-making /perception is likely to influence George's evaluation here?
similarity-attraction paradign
As the science of global warming continues to strengthen, so do the general values of environmental sustainability held by US and European consumers (Patagonia's primary markets). This is great news for the ongoing strategy of Patagonia, as the company's mission centers on environmental conservation and advocacy. Which of the following aspects of the general environment (captured in a PEST strategic analysis tool) is most relevant to understanding this trend and how it may impact Patagonia's strategy?
sociocultural
Verbal pursuasion
someone else telling you, you can do it, someone else believes in you (self fulfilling prophesy)
skills/style (behavioral) approach
specific behaviors differentiate leaders from non leaders
self fulfilling prophecy
stereotype leads you to treat people differently to try to fit your stereotype
Stories and legends
story or legend about how the organization came to be
Ainsley Furniture is looking to implement a strategic change in culture and decision-making toward a more participative decision-making process and open/transparent culture. However, the change is being met with a lot of resistance. Specifically, several formal policies of the company are incompatible with the change, as are the formal job duties listed in job descriptions (e.g., employees with managerial roles have formal responsibilities in their job descriptions regarding safeguarding information and personal accountability for decisions). What specific source of resistance to change is apparent at Ainsley?
structural intertia
leadership exchange theory
supports leaders creation of in/out groups, less turnover and greater job satisfactionq
fundamental attribution theory
system 1, automatic -jump to internal conclusions
organizational conflict
system shared meaning held by members that distinguish organization from other organizations -not something seen. felt
Communicate vision
talk about in different ways
In an effort to reduce social loafing and ensure everyone 'does his/her fair share' on a project, you have decided that individual team members will be given a bonus based on their own individual contributions to the team's project. Which of the following is a likely negative consequence of this decision?
team cohesion will most likely be low
When determining whether or not a team is effective, research on groups/teams typically breaks down team effectiveness into 3 dimensions. Which of the following does NOT represent one of the 3 dimensions of team effectiveness?
team leadership
Based on the article, "The New Science to Building Great Teams", the single most important factor in determining team effectiveness is _________
the pattern of communication among team members
Why is Maslow's hierarchy of needs motivation theory criticized?
there is little evidence that needs are structured or operate in the way it describes
Which of the following is NOT true regarding participative decision-making and participative management?
this approach has a positive impact on employee motivation and performance, regardless of context
Corporate social responsibility
triple bottom line
According to Hofstede's framework of cross-cultural values, ________ indicates the degree to which people in a country value structured as compared to unstructured situations.
uncertainty avoidance
According to Festinger's Cognitive Dissonance Theory, if we feel strongly about protecting the environment and then notice but fail to pick up litter, we are most likely to feel...
uncomfortable and perhaps guilty
lewins 3 step model
unfreezing- hanging- refreezing -thanksgiving turkey -cant neglect the unfreeezing stage, have to prepare people for change, break the statue quo, disrupt habit
The textbook categorizes 4 different ways employees are likely to respond to being dissatisfied. Of these, if employees go on strike in an attempt to actively change the working conditions (and thus, hopefully, their satisfaction), which response option are they taking?
voice
Superior value (short term goal)
what gives consumer a feeling they got a good price
Symbols and artifacts
what people are wearing, policy and procedures (employee benefits), what employees are doing, whats on the walls
Leadership emergence
who rises up in a group, extroversion comes out here
self serving bias
you got an a on an exam- got this becuase you studied a lot but if you got an f you would blame it on the professor for writing a bad exam
Task identity
you see what you are doing fits into the bigger picture, meaningful
