MHR

what other influences tactics do managers use in organizations

-leading by example -assertivness -rational persuation

how do teams stay in constant learning mode?

-leads to individual development & higher team performance -coaching of teams improves learning -unusual problems facilitates learning

Fiedler's contingency theory

-least-preferred coworker scale used to measure leadership style -situational control: the degree to which the leader can control & influence the outcomes of group effort - high amount of situational control by leader: task-motivated leaders perform best when they have the most control

functions a self-managed work team

-members plan, control, and improve their own work process -members set their own goals & inspect own work

what factors contribute to political behavior

-political nature -pyramidal structure -managers welcome receiving accolades -political behavior by top manager -limited opportunities for advancement -strong need for power of executives -machiavellianism (personal gain)

negative consequences of conflict

-poor physical and mental heath -wasted resources -poor performance and sidetracked goals -heightened self-interest -workplace violence

how is coaching used in terms in organizations?

-positive coaching: supportive & reinforcing -negative coaching: actively intervenes in problem solving -coaching can be motivational, consultative, or educational

what are the key components of crisis leadership?

-provide directive leadership -project self-confidence & trustworthiness -exert emotional intelligence

how can dysfunctional politics be controlled

-rely on objective measure of performance -open communication

personality traits of leaders

-self awareness (know thyself) - self-confidence (essential) -proactivity (takes initiative) -trustworthiness and authenticity (behavioral consistency) -emotional intelligence (passion for the work and person included)

opportunities of self-managed teams

-self-nomination is good for selecting members -managers can be advisor & resource -halo effect

job characteristic model

-skill variety: many skills to use -task identity: beginning to end -task significance: makes an impact -autonomy: can choose procedures -feedback: job indicates performances

how is teamwork developed in organizations

-team building exercises such as offsite or outdoor training

continuous learning by teams

-team learning orientation -unusual problems & crises -collective problems solving -team coaching

consideration

-the degree to which the leader creates an environment of. emotional support, warmth, friendliness, and trust

challenges of self-managed teams

-training is required -decision making process is longer

role overload

demands on managers and professionals are at an all time high as companies attempt to increase work output and decrease staffing at the same time

hubris syndrome

disorder of the possession of power particularly when power is linked to long-term success

An important part of making an inspirational appeal is to

display emotion as needed

A recommended way of determining if a particular behavior is motivated by political or merit considerations is to

evaluate the intent of the actor

An important way in which outdoor training contributes to leadership and teamwork skills is by helping people

exceed their self-imposed limitations

transformational leadership

focuses on increasing employee motivation & engagement & attempts to link employees sense of self with organizational values, leading by example

Jennifer thinks that one of her subordinates, Conrad, is a substandard performer. Jennifer is using an unethical political technique when she

gives Conrad a very favorable performance evaluation to make him transferable

Sal exerts a high level of leader political support. As a result his subordinates

have the resources they need to accomplish their goal

A distinguishing characteristic of a self-managed work team is that the team members

have total responsibility for a product or service

role conflict

having to choose between competing demands or expectations

The usual purpose of a territorial game is to

hoard some resource that might give you power

removal of the stressor

includes actions and reappraisals of the situation to provide some escape from stressor

control

includes emotional support, good work habits and time management

symptom management

includes exercise, the relaxation response and yoga

A study about peer control in self-managed work teams found that when team members knew that part of their pay was dependent on the recommendations of other team members,

individual and team performance increased

halo effect

individual members blamed for team not accomplishing its mission

The term halo effect refers to the idea that team failures are usually blamed on

individual team members

organizational politics

informal approaches to gaining power through means other than merit or luck

line versus staff differentiation

line managers may perceive that the staff professionals are attempting to heavily influence his or her decisions

hostile working environment

occurs when someone in the workplace creates an intimidating, hostile or offensive working environment

what are the sources of power and influence

position and personal

Political skill is now regarded as a

positive force that includes social astuteness

legitimate power

power based on ones formal position within the hierarchy of the organization

position power

power granted by the organization

personal power

power streaming from the individual

Which one of the following would be the least effective approach to minimizing the frequency of organizational politics?

practicing closed rather than open communication

Transactional Leadership

promotes compliance with existing organizational goals and performance expectations through supervision and the use of rewards & punishments

The resource dependence perspective suggests that an individual can gain power by

providing the organization with an important resource

A potential limitation of self-managed work teams is that they

require a high-caliber work force

self-managed work team

responsible for entire work process, has ownership

A recommended approach to selecting members for team assignments is by

self-nomination

Marketing specialist Misty says to her supervisor Max, "You touch me once more and I am going to report you to upper management. Which type of power is Misty exercising?

subordinate

machiavellianism

tendency to manipulate others for personal gain

expert power

the ability to influence others because of one's specialized knowledge, skill or abilities

referent power

the ability to influence others that stems from one's desirable traits and characteristics; the basis of charisma

charisma

the ability to lead others based on personal charm, magnetism, inspiration and emotion

leader political system

the concept refers to tactics of organizational politics and influence engaged in by leaders to provide followers with necessary resources to advance individual, group, or organizational objecives

initiating structure

the degree to which the leader establishes structure for group members

quid pro quo

the employees submission to or rejection of unwelcome sexual advances is used as a legal basis for a tangible employment action the employee

resource dependence perspective

the need of the organization for a continuing flow of Human Resources, money, customers, technological inputs, and material to continue to function

organizational conflict

the opposition of persons or forces given rise to some tension, or a disagreement between two or more parties who are independent

contingency theory of leadership

the position that the best style of leadership depends on factors relating to group members and the work setting

power

the potential or ability to influence decisions and control resources -influence over others' actions

empowerment

the process of sharing power with group members, thereby enhancing their feeling of self-efficacy

personalized power

the use of power primarily for the sake of personal gain

socialized power

the use of power to achieve constrictive ends

emotional behavior

the worker is stressed because of feeling obliged to act in a way that conflicts with his or her true feelings

most unethical political tactics

-backstabbing -embrace or demolish -stealing credit -territorial games

five classical conflict management styles

-competitive: high concern for self, low concern for others -accommodative: low concern for self, high concern for others -collaborative: high concern for self; high concern for others -sharing: looks for compromise -avoidant: low concern for self, low concern for others

what are some of the negotiating and bargaining suggestions presented?

-compromise -allow room for negotiation but be plausible -use facts more than threats -focus on interests not positions

most ethical political tactics

-develop power contacts through networking -manage your impression -make your boss look good -keep informed

how do organizations try to address the issue of stress

-emotional support from the manager -wellness program: a formal organization-sponsored activity to help employees stay well and avoid illness -napping on company premises -walking meetings

challenges & opportunities in creating virtual teams?

-geographic dispersion -use formal, signed work agreements -agree on network technology -organizational chart about whom to contact for every part of the project -occasional face-to-face meetings

positive consequences of conflict

-increased creativity: talents and abilities surface in response to conflict -increased effort: people become so motivated to win conflict, they may perform at a higher standard -increase diagnostic information: conflict can provide valuable info about problem areas in the department or organization

define leadership

-involves influencing others to attain individual and organizational objectives -leaders focus on inspiration, vision, and human passion

leader-member exchange(LMX)

-leaders develop unique working relationships with each group member -in-group members have attitudes & values similar to the leader -out-group members have less in common

Charlotte wants to become a highly meritorious office politician, so which one of the following techniques should she use?

Bring forth solutions rather than problems

Group 11:CPT group

Issues: communication sucks, lack of motivation, difficult learning Solutions: use 401K program, modeling and shaping to use with learning

Group 12:walt Disney company

Issues: lack of motivation in workplace, hard to schedule workers for shifts Solution: allow managers to job craft, empower subordinates, short term gratification to long term gratification, show employees importance within the company

Group 9:Facebook

Problems: lack of motivation, different employee personalities, difficult to transition employees to other positions Solutions: relate to employees, become friends; employees can voice opinions face to face or in a google docs, communicate well, take initative

Group 10:planet fitness

Problems: staff does not work well, some employees don't fit into the company culture, they aren't doing there work Solutions: Have a contingency plan., Anticipate employees like this in the future and have a plan to deal with them, Continue to promote hard work, teamwork and other core values to the company to prevent employees from straying from those values.

political skill

a combination of social astuteness with the capacity to adjust & adapt behavior to different situational demands

role ambiguity

a condition in which the jobholder receives confused or poorly defined job roles

homophobia

a form of heavy anxiety stemming from having no access to a smartphone or the phone battery being low

relaxation response

a general purpose method of learning to relax by oneself, which includes making oneself quiet and comfortable

servant leader

a leader who serves constituents by working on their behalf to help them achieve their goals, not the leaders own goals

confrontation and problem solving

a method of identifying the true source of conflict and resolving it systematically

In negative coaching, the coach

actively intervenes in the team's problem solving

behavioral approach to leadership

an attempt to specify how the behavior of effective leaders differs from their less effective counterparts

job demands-job control model

an explanation of job steps contending that workers experience the most stress when the demands of the job are high yet they have little control over the activity

implicit leadership theory

an explanation of leadership contending that group members develop prototypes specifying the traits and abilities that characteristic an ideal business leader

open door policy

an understanding in which any employee can bring a gripe to the attention of upper-level management without checking with his or her immediate manager

Motivational coaching tends to be the most helpful at the

beginning of a performance period

Negative lifestyle factors

behavior pattern predisposing a person to job spree, including poor exercise and eating habits and heaving consumption of caffeine, alcohol, tobacco and other drugs

A recommended approach to continuous team learning is

collective problem solving

mindfulness

concentrating on the present moment without making judgments about what is happening

relationship conflict

conflict that focuses on personal, individual oriented issues

task conflict

conflict that focuses on substantive, issue-related differences pertaining to the work itself

coercive power

controlling others through fear or threat of punishment

reward powers

controlling others through rewards or the promise of rewards

competing work and family demands

when the individual has to perform multiple roles-worker, spouse and often parent or guardian

factional groups and intragroup conflict

when there are different subgroups within a group with different points of view and different loyalties

information overload

workers often have to process so much information that their brain circuits become overloaded

A key characteristic of a code of conduct for building teamwork is that the code is

written and signed by the team