OB Exam 2
What are the five sources of power and under which categories do they belong to?
--Organizational power-- Legitimate Reward Coercive --Personal power-- Expert power Referent power
Name the stages of non-linear team development. Describe this type of development
1. Forming and pattern creation 2. Inertia 3. Midpoint: Punctuated equilibrium 4. Process revision 5. Inertia Development is more likely non-linear. First meeting: make assumptions and patterns for first half of group lifespan. Midway point: paradigm shift -- realize that you need to change the plan to finish on time Basically, we are lazy up to the midpoint, and then we get ourselves into high gear!
How to influence an inclusive culture? (8)
1. Measure diversity and inclusion 2. Hold managers accountable 3. Support flexible work arrangements 4. Recruit and promote from diverse pools of candidate 5. Provide leadership education 6. Sponsor employee resource groups and mentoring programs 7. Offer quality role models 8. Make the chief diversity officer position count.
There's scientific support for the Time driven model of leadership. One study found that following the model resulted in effective decisions blank percent of the time. Not following the model resulted in effective decisions blank percent of the time. This model is not always practical.
68, 22
Describe negotiation
A discussion between two or more parties with the apparent aim of resolving divergent interests. "It's the art of letting them have your way".
What have twin studies revealed about ability?
About 60% of variation in ability is due to genetics, though the % varies by different types of ability. Ability is based on both experience (nature) and genes (nurture) Cog ability: about half genes, half nurture (e.g., schooling, job, hobbies, childhood health behaviors)
Conscientious individuals value blank blank, which is...
Accomplishment striving - a desire to complete tasks ALSO: This is important for all jobs. This trait is tough to gauge in job interviews because everyone "acts" conscientious. Low C employees might be late, or disorganized. These people live longer... less risky.
Conscientious employees have higher levels of blank blank and higher levels of blank blank. Conscientiousness has no effect on blank blank
Affective commitment and normative commitment Continuance commitment
What is emotional intelligence?
An ability that influences the degree to which people tend to be effective in social situations
Name and explain the four leadership styles in order of high follower control to high leader control
Autocratic: Leader makes decision alone Consultative: Leader consults followers, then makes final decision alone Facilitative: Leader's vote gets the same weight as anyone else's vote Delegative: Employee or team make the final decision
What does BATNA stand for? What is it?
Best alternative to negotiated alternative... the course of action you would take if a deal were not possible. Always enter a negotiation knowing your BATNA. This is your bottom line, walk-away point.
How do we get personality?
Between 35% and 50% of our personality is predetermined by our genes It's a combination of hereditary (genes), environment (culture, norms), and situation (constraits on behavior)
In addition to specific behaviors, how else can leaders be separated?
By the style they use when making important decisions. These styles vary in how much control is retained by the leader, and how much control is given to the followers. (Focus on how a leader decides, not what the decision is)
Individualistic vs. collectivistic
Collectivistic societies emphasize teamwork and typically suffer from fewer counterproductive and withdrawal behaviors. Value rewards based on equality over equity.
When does conflict arise?
Conflict arises when two or more individuals perceive that their goals are in opposition. Can be positive for group outcomes, but must be managed effectively 2 types: task and relationship Good: stimulate creativity Bad: Cause stress
Name and explain the two broad dimensions that encompass most leadership behaviors
Consideration Create climate of concern and communication Create relationships of trust, respect, & considering employee feelings Initiating Structure Defining and structuring roles of employees Directing activities (good for productivity. This type of leader would thrive in military)
What is expert power?
Derived from a person's expertise, skill, or knowledge on which others depend
What does diversity bring to the workplace?
Different perspectives and knowledge, which can complement one another
Name and describe the 3 types of member ability (DCA)
Disjunctive: Tasks with objective "best solution," member with the highest ability = most influence (trivial pursuit) Conjunctive: Team performance depends on the "weakest link" (pit crew in racing) Additive: Contributions of all members "add up" to determine performance (selling girl scout cookies, and then pooling sales revenue)
Describe neurotic individuals
Don't handle stress well, realize more stress, have an external locus of control (i.e., believe that bad events are due to bad luck/fate.) Second most important when it comes to job perf (behind conscientiousness). Highly neurotic employees tend to gripe.
How does leader emergence differ from leader effectiveness?
Emergence is simply who rises to the top, but has little to do with achievement once he/she gets there
What are four tips for nominal group technique?
Express all ideas that come to mind on paper. Go for quantity of ideas rather than quality. Don't criticize or evaluate the ideas of others. Build on the ideas of others
Name and describe the stages of linear team development (FSNPA)
Forming-Understand team boundaries and what is expected of team members Storming-Committed to ideas you brought to the team; unwilling to accommodate ideas of others, which leads to conflict Norming-Realize need to work together (cooperation); norms & expectations develop Performing-Comfortable working in roles; team is now making progress toward goal Adjourning- Members feel anxiety as they disengage and separate
Describe some key characteristics related to openness to experience. Think about what jobs they succeed in, and its correlation to job performance
Good for jobs that are fluid, and changing (e.g., sustainability, design). Also good for jobs that require creativity. Correlated with job performance (through creativity).
Describe Ambiverts
Individuals that fall in the middle of the spectrum Example: an employee who is great in sales, but also likes to spend time alone
What are five things great leaders do?
Influence others in a positive way Use persuasion tactics in an ethical manner Don't coerce others Use influence to foster inclusion Use influence to manage conflict and negotiate in a collaborative way.
Name and describe the 4 moderately effective influence tactics. IPEA
Ingratiation-Use favors or compliments. Makes target like you more; sucking up. Its correlation with performance is r = .35 (moderate) with subjective ratings of task performance & r = .50 (strong) with interview performance Personal appeals-Ask for something based on personal friendship Exchange-Offer reward to target for performing request Apprising-Clearly explain why request will benefit the target too
What's the best locus of control to have, internal or external?
Internal has higher job satisfaction and better health
Explain the effectiveness of the following: 1. Internalization 2. Resistance 3. Compliance
Internalization (most effective)- target agrees with and becomes committed to request. Behavioral and attitudinal changes. Engagement Compliance (middle)- target performs request with ambivalence (behavioral change only). Most common response Resistance (least effective)-target is opposed to request and attempts to avoid doing it. most common when influencer's power is low, or request is unreasonable
Blanks good at jobs that require listening, deliberate practice. Have a preference for less stimulating environments Blank ideal dominates western society ("the omnipresent belief that the ideal self is gregarious, alpha and comfortable in the spotlight."). Have a preference for more stimulating environments
Introvert/Extrovert
Masculinity vs. Femininity
Is your society more dominant, bold (masculine) or caring and kind (feminine)?
Are smaller or larger teams better?
It depends on the type of team. More is better for management and project teams because work is more complicated. Production teams engage in more routine tasks, so additional members results in coordination and communication problems Too many can lead to social loafing. Optimal number is often around 4 or 5, but it depends. "If a team can't be fed by two pizzas, it's too large." - Jeff Bezos CEO Amazon
Who is better at building towers - B-school students or Kindergarteners?
Kindergarteners B-schoolers think there is one best solution, and work too hard trying to figure that out. K's just try things, and see what works...
Order the different types of task interdependence according to the amount of coordination needed for each (Low to high) (PSRC)
Low to high: pooled, sequential, reciprocal, comprehensive
Task Interdependence has a blank blank effect on team performance (higher in teams that require more complex work) and a blank blank effect on team commitment (stronger in teams that require more complex work)
Mod Pos./Weak Pos.
What personality traits do we focus on? The Big Five (OCEAN)
Most personality traits cluster around five dimensions: Openness to experience (e.g., curious, creative) Conscientiousness (e.g., organized, dependable) Extraversion (e.g., outgoing, talkative) Agreeableness (e.g., tolerant, warm) Neuroticism (e.g., anxious, irritable)
Name and describe the 4 negotiation myths
Myth 1: Good negotiators were born. Training is useful and relevant; everybody can learn to be a good negotiator Myth 2: Experience is a great teacher. Experience: we have selective memories. More experience --> overconfidence but not more accurate Myth 3: Good negotiators take risks. Better results if rely on precise calculations of your BATNA and interests vs. theirs Myth 4: Good negotiators rely on intuition. Need to be extremely well prepared; know your side so you can be firm and know their side so you can frame negotiation properly
What are the negative effects of the two types of diversity?
Negative effects of surface diversity tend to go away over time (as people get past surface information) Negative effects of deep level diversity amplify over time, as these differences become apparent
What is the Wonderlic Personnel Test?
One of the most widely used measures of general mental ability 50 questions in 12 minutes Score of 10: Indicates literacy Score of 20: Average (equivalent to an IQ of 100)
Describe Action Team Life Span Member involvement Examples
Perform complex task that vary in duration and take place in highly visible or challenging circumstances Varies Varies Surgical team, musical group, sports team, expedition team
Describe how personality changes throughout one's lifetime Which of the big 5 dimensions goes up (2)? Which go down (1)? Which remain stable after an initial increase (2)?
Personality is relatively stable in the short term (i.e., 5-10 years) but can change over the long term. C, A, go up. N goes down. E and O stay stable after an initial increase
Name 5 other dimensions (NOT THE BIG 5) PNSSL
Positive affectivity - "glass half full" Negative affectivity - "glass half empty" Self-monitoring - social chameleons Self-efficacy - belief in one's ability to do the job. Locus of control - external or internal explanation for things that happen
why are some teams more than the sum of their parts?
Potential team performance + process gains - processs losses=actual team performance. The goal is to maximize gains and minimize losses
Is having power enough to make someone a leader?
Power is necessary but not sufficient to being a "leader," however leaders must possess some form of power. Often the most powerful employees don't even realize how influential they could be.
Name and describe the 2 least effective influence tactics
Pressure-Threats and demands; can only lead to short term benefits Coalitions- Enlist other people to help influence the target
Name a pro and con for prehiring tests
Pro: more employees are staying, fitting in. Run the risk of: discrimination, homogenous workforce (low diversity
Describe Work Team Life Span Member involvement Examples
Produce goods or provide services. Long High Self-managed work team, production team, maintenance team, sales team (car assembly team, Subway sandwich makers)
Describe project team Life Span Member involvement Examples
Produce one-time output varies varies Product design team, research group, planning team (Teams in b-school)
Describe Parallel team Life Span Member involvement Examples
Provide recommendations and solve issues Varies Low Quality circle, advisory council, and committee (Committee composed of marketing, finance, ops, accounting, IT, etc. )
Name and describe the 4 most effective influence tactics. These tactics take advantage of blank blank and they are blanker.
Rational persuasion-Use of logic and fact. most commonly used Consultation-Allow target to participate in deciding how to carry out request Inspirational appeals-Appeal to target's values, creating an emotional reaction. Influencer must know something about target (e.g., values, hobbies, passions, personal interests) Collaboration-Provide resources to target makes it easier to complete request Personal power/softer ( appeal to emotions, more positive forms of influence)
Describe Team processes
Reflect the different types of communication, activities, and interactions that occur within teams that contribute to their ultimate end goals.
Under interpersonal processes, what are two types of conflict management?
Relationship conflict: disagreements among members in terms of interpersonal relationships or incompatibilities of values Task conflict: disagreements among members about team's task Conflict can be + to a point (if too high = disruptive). IN STUDENT TEAMS: + because fosters information sharing & leads to superior solutions to problems. Better resolved if address conflict proactively, rather than passively. Also, there is higher satisfaction with conflict handled in an agreeable manner
What is ability?
Relatively stable capabilities people have to perform a particular range of different but related activities. It's what people can do
Name and describe the four types of emotional intelligence?
Self awareness-The ability of an individual to understand the types of emotions he/she is experiencing, the willingness to acknowledge them, and the capability to express them accurately Other awareness-The ability of an individual to recognize and understand the emotions that other individuals are feeling Emotion regulation-The ability to quickly recover from emotional experiences and control one's feelings Use of emotions-The ability of an individual to harness emotions and use them to improve their chances of being successful in a given area
What are cultural values? What makes you fit in? What makes you stand out?
Shared beliefs about desirable end states or modes of conduct in a given culture. Cultural values provide societies with their own distinctive personalities. Important because of globalization. Culture influences one's personality. Adhering to cultural values means you are likely to fit in...Going against means you may stand out...
Short term vs. long term orientation
Short term-live in the present/instant gratification vs. long term-future oriented, thrifty, savings
Extroverted individuals value blank blank, which is...
Status striving - a desire to obtain power and influence others Easiest to judge in zero-acquaintance situations Happiest with most any job
Name and describe the two types of diversity?
Surface diversity: observable variables; negative impact early in team formation, but disappear as people get to know each other. Danger of fault lines. (Race, gender, ethnicity, age) Deep diversity: harder to observe (attitudes, values, personality); over time as you learn these about each other, these differences in underlying values cause problems of cooperation, vision, etc. (Attitudes, values, personality, interests, knowledge, skills)
Explain Leader Effectiveness
The degree to which the leader's actions result in achievement of goals, commitment of employees, and development of quality leader-member dyads
Indulgent vs restrained
This dimension is defined as the extent to which people try to control their desires and impulses, based on the way they were raised. Relatively weak control is called "Indulgence" and relatively strong control is called "Restraint". Cultures can, therefore, be described as Indulgent or Restrained.
Why are some leaders more effective than others? [TDDUT]
Traits Day-to-day behaviors Decision-making styles Use of Networks Transformational leadership behaviors
Blanks are more stable, while blanks can change
Traits/States (Neg. affectivity or Pos. affectivity)
Name jobs that fit the five types of cognitive ability
Verbal: (important for jobs that require understanding and communicating ideas and information to others) execs, therapists, entertainers Quant: CFOs, statisticians, Cashiers, accountants, bankers, Financial planners, analysts Reason: (problem solving jobs) Detectives, Surgeons, Judges Spatial: Pilots, Photographers, Interior designers Perceptual: Musicians, CIA agents
Name and describe the five types of cognitive ability
Verbal: Oral & written comprehension and expression Quantitative: Number facility and mathematic reasoning Reasoning ability: Problem sensitivity, Deductive reasoning, Inductive reasoning, and Originality spatial ability: Spatial orientation and Visualization perceptual ability: Speed & flexibility of closure, Perceptual speed, and Patterns of information
What is Comprehensive Task Interdependence?
Very complex. Good: flexibility. Bad: inefficient Ex. Product development for next generation of smart phone.
Name and describe the 4 aspects of teams
What do teams do? (Team types) How do teams develop? (Team development) How do teams interact? (Team interdependence) What do teams look like? (Team composition)
The most powerful person is often the most blank
central
What is referent power?
exists when others want to be associated with the person. Derives from affection, admiration, or loyalty
If you are low in cognitive ability, your job performance will suffer. But it's OK as long as you're....
high in emotional ability. You still perform your job well. Must have either EA or CA to have high job performance
Describe Management team Life Span Member involvement Examples
integrate activities of subunits across business functions. Long Moderate Top management team (CEO; CFO; COO; CIO - strategy, decision makers)
Individual traits are more predictive of BLANK BLANK than of BLANK BLANK
leader emergence, leader effectiveness Traits are only weakly correlated with effectiveness (it takes more than the right personality to be an effective leader)
What is pooled task interdependence?
lowest degree of coordination required Complete work independently, then combine to = group output Ex. Fishermen on boat Ex. your group could split work into 4 equal parts from start to finish; then not interact with each other at all.
Conscientiousness has a blank blank effect on both Organizational commitment and job performance
moderate positive (+.3)
Solitude is a crucial and underrated ingredient for creativity, and office designs and work plans should allow......
people to be alone as well as to socialize
What are the 6 shortcuts to persuasion?
reciprocity, scarcity, authority, consistency, likening consensus ensure the success of influence tactics They work because people are busy, and are susceptible to these forces (can be good or bad!)
Uncertainty avoidance
refers to the degree to which people feel threatened by ambiguous, risky, or unstructured situations.
What is the correlation between cognitive ability and job performance/Organizational commitment?
+.5 correlation (strong). The correlation is higher for jobs that are more complex than average and lower for jobs that are less complex than average. Near 0 effect for citizenship behavior and counterproductive behavior .1 weak. General cognitive ability has no effect on any of the three types of commitment. Smarter employees are not more or less likely to be committed to an employer
What are the 7 factors that influence the appropriateness of the time driven model of leadership?
1. Decision sig - is the decision significant to the success of the project or org? 2. Imp of commit - Is it important that the employees "buy" in to the decision? 3. Leader expertise - Does the leader have the knowledge/skills to make the decision? 4. Likelihood of commit - How likely will employee's trust leader's decision and commit to it? 5. Shared obj - Do employee's share and support that same objectives, or do they have an agenda of their own? 6. Employee expertise - do employees have the knowledge/skills to make the decision? 7. Teamwork skills - Do employees work well together?
What are some advantages and disadvantages to having a Flat structure (decentralized)? When does this structure work best?
A: Job autonomy; empowerment D: lack of control, lack of supervision Common in small orgs Remember: tough to maintain order and authority, but now employees have ownership and can't "blame the boss" when things go wrong (Holocracy at Zappos)
What are some advantages and disadvantages to having a tall structure (centralized)? When does this structure work best?
A: promotion opportunities, mentoring D: Micromanaging, tough to communicate from bottom to top, lots or management layers w/ big salaries Large orgs with need for rules, formalization (eg., McDonalds)
ASA focuses on hiring new people; can also focus on shaping and molding new employees' socialization. Name and define the three ways. (AEU)
Anticipatory: occurs as soon as you develop an image of what it would be like to work for an organization. Encounter: begins day you start work at company - some things you can't learn until you become an insider; if this is too different from stage 1 --> reality shock ( up to 1/3 of people leave organization within first 90 days because of unmet expectations. goal of socialization is to minimize this shock. Understanding and adaptation: internalize the norms and expected behaviors
Name and describe the scenario that works best for each type of conflict resolution. Which is the most effective?
Avoid: OK strategy if issue is trivial Accommodate (i.e., give in): OK strategy if issue is more important to other party Competing: OK strategy if alternative is unethical. Easy to do when one party has all the power Compromising: most common form because it is easy and doesn't result in any hurt feelings. compromising: (moderate Assertive & Cooperation) each party seeks to give up something; no clear winner or loser, easy solution Collaborate: most difficult, most work intensive for both parties. Most effective!
Creative behavior| Why is the nominal technique better than brainstorming?
Brainstorming fails because: social loafing, easy to criticize, production blocking Nominal group decreases social loafing, production blocking.
The process of creating, selecting, or changing the structure of an organization. Depends on 5 factors. Name them (BCTCE)
Business environment Company strategy Technology Company size Employee skill As companies grow, they often need to become more formalized. Strategy: Low cost, or differentiator. If low cost, prob choose mechanistic
What are the 3 ways a company's culture can be changed?
Changes in leadership Mergers and acquisitions Change processes, procedures (very difficult) (Easiest to change symbols and structures)
How Important is Structure?
Changes to an organization's structure can have negative effects on the employees who work for the company, at least in the short term The process of changing an organization's structure is called restructuring
What are the 4 types of transformational leadership? (Think about the four "I's")
Charismatic (Idealized Influence)-"The leader instills pride in me for being associated with her." Create a shared vision (Inspirational Motivation)- "The leader articulates a compelling vision of the future." Agents of change (Intellectual Stimulation)-"The leader gets others to look at problems from many different angles." Support & coach followers (Individualized Consideration)-"The leader spends time teaching and coaching."
Ability is comprised of 3 components. Name and describe them
Cognitive ability - acquisition and application of knowledge in problem solving Emotional ability - ability to be self aware, and read others' emotions Physical ability - ability to use body
Agreeable individuals value blank blank, which is...
Communion striving - a desire to obtain acceptance from others (focus on getting along vs. getting ahead) More likely to be with friends, socializing Good for service jobs (e.g., customer service) Not necessarily related to higher performance across various jobs (good for service jobs) Can lead to a positive work environment
Describe matrix Structures
Complex, but take advantage of different types of structures (i.e., flexible), both functional and product expertise (e.g., accounting AND cosmetics) Two chains of command can be confusing to employees (i.e., stress from role ambiguity) Growth in this type of structure due to teams emphasis across orgs.
What is legitimate power?
Derived from a position of authority within an organization (Formal authority; people with a title or a position in an organizational chart) Power is limited by rules and regulations, norms
What is coercive power?
Derived from control over punishments in an organization. Operate on principal of fear. (Fire, demote, lower or suspend pay) (Warden, police, vice principal, parents) Poor choice of power because it results in negative feelings from targets of influence
What is reward power?
Derived from control over resources or rewards another person wants (Raises, job assignments, performance evaluations)
Power Distance
Distance between those in power and those who aren't. Longer distance, more reverence amongst nonauthoritative individuals
Name and describe the two types of negotiation
Distributive bargaining-slicing the pie-win-lose negotiating over a fixed pie of resources. Zero-sum condition Integrative bargaining-expanding the pie-use problem solving and mutual respect to achieve a win-win scenario
Describe Multi-Divisonal Structures
Diverse organizations, like GE Downside is that divisions often don't communicate well or learn from one another (e.g., at Unilever, soaps compete with cosmetics) Many global organizations (McDonalds) segmented into zones, regions, areas, etc.
Attraction-Selection-Attrition (ASA). Describe it
Employees are attracted to organizations whose cultures fit their own (there is person-organization fit) High fit-> satisfaction and commitment Low fit-> unhappy, ineffective, turnover One way to increase this is through realistic job previews
Name and describe the three parts of organizational culture
Espoused values-beliefs, philosophies, and norms that a company explicitly states. Often through mission statements or corporate values. Basic Underlying Assumptions-taken for granted beliefs so ingrained that employees simply act on them rather than question their validity. Not readily apparent (i.e. least observable part of culture). Aspects that are most long-lasting and difficult to change Observable artifacts-manifestations of an organization's culture that employees can easily see or talk about
Define culture strength
Exists when employees definitively agree about the way things are supposed to happen within the organization (high consensus) and when their subsequent behaviors are consistent with those expectations (high intensity) Strong cultures take a long time to develop, and can be very hard to change.
The different types of company cultures vary on their degrees of sociability (degree members are friendly) and solidarity (degree members think & act like). What are the four types of cultures?
Fragmented - Nobody gets along nor thinks/acts alike (low on sociability and solidarity) Mercenary - Very "Political" orgs (greed); think "what's in it for me." (low on sociability and high on solidarity) Networked - Highly creative orgs (employees do diff things) - e.g., Mason school faculty (low on solidarity and high on sociability) Communal - Birds of a feather flock together (Zappos) (high on sociability and solidarity)
Name the three types of bureaucratic structures?
Functional structures (have weaknesses... for example, employees get wrapped up in their own functions and overlook others) Multi-divisional structures Matrix structures
Describe functional structures
Groups employees by functions (i.e., expertise). High degree of work specialization. E.g., accounting department all on 3rd floor Disadvantage is narrow focus as employees only care about and focus on their own specialty This is a type of "bureaucratic" structure.
Explain Transformational Leadership
Involves inspiring followers to commit to a shared vision that provides meaning to their work while also serving as a role model who helps followers develop their own potential and view problems from new perspectives. Heightens followers' awareness of the importance of certain outcomes while increasing their confidence that those outcomes can be achieved. What gets transformed is the way followers view their work. Focus more on collective good than self.
When considered in combination, the five dimensions of organizational structure create at least two types of firms: please name and describe them
Mechanistic organizations are efficient, rigid, predictable, and standardized organizations that thrive in stable environments. High levels of work specialization, and high levels of formalization = mechanistic (mcdonalds, US navy) Organic organizations are flexible, adaptive, outward-focused organizations that thrive in dynamic environments. Low levels of formalization, weak chain of command, low levels of work specialization, wide spans of control = organic (= Google, Mason School of Biz)
What is Sequential Task Interdependence? What are some benefits? What is one con?
Mild degree of coordination required as tasks done in prescribed order; members specialize in tasks (assembly lines). Interaction only between 2 members next to each other in line Benefits Identify defects more easily Subject experts Bottlenecks Con Job satisfaction issues (bread person never gets to see the final outcome of their efforts combined with others)
What is the relationship between transformational leadership and JP?
Mod Pos. (+.30) Higher task performance and more citizenship behavior
Describe the correlation between power and influence and JP and OC
Mod. Pos. effect on JP. When used effectively can increase internalization and compliance, which facilitates task performance and can also increase citizenship behavior and decrease counterproductive behavior Most. Pos. effect on OC. The use of personal forms of power is associated with increased affective commitment. However, more forms of organizational commitment can reduce that form of commitment. Not much is known about influence on continuance and normative.
What is Reciprocal Task Interdependence?
Moderate degree of coordination required Member tasks are still specialized, but members interact with a subset EX. Design of a custom home, coord. between sales, customer, architect, engineers, etc.
Describe simple structures
Most common form, due to large number of small orgs. Many family-owned businesses, where the owner is the boss and the general manager. Allows for employees to come and go easily. Hard to grow and get bigger with this structure...
What could be good about narcissism, histrionics, dominance, and Machiavellianism?
Narcissism (Love of self)- Bold action that draws attention to them Histrionics (Dramatic)-Flare for the dramatic makes following easy Dominance (Bossy)- Good for jobs of authority Machiavellianism (Cunning)-Effectively use influence tactics Negative traits can be motivating (e.g., Dominance is motivating)
What's the best span of control-narrow, wide, or moderate?
Narrow: much more hands on, mentoring, but must hire many managers (expensive) and can lead to micromanaging Wide: Lack of control Moderate is best (Note - the apex is where managers maximize the # of employees they can effectively supervise and coordinate among)
Name and explain the purpose of the 3 types of networks
Operational —people you need to accomplish your assigned, routine tasks. Personal —kindred spirits outside your organization who can help you with personal advancement. Strategic—people outside your control who will enable you to reach key organizational objectives.
What is person-organization fit's relationship to organizational commitment?
Person-organization fit has a strong positive effect on commitment. Employees who fit with their organization tend to have higher levels of affective commitment. Not much is known about its impact on continuance or normative commitment. (Up to 1/3 of people leave within 90 days of starting because of unmet expectations)
All leaders, despite their being different kinds, possess one thing. What is it?
Power the ability to control resources. Different ways to get it. The ability to influence the conduct of others, and to resist unwanted influence in return
Name the three types of multi-divisional structures?
Product structures Geographic structures Client-based structures
What are some pros and cons for culture strength?
Pros Differentiate the organization from others Gives employees a sense of organizational identity Facilitates desired behaviors among employees Creates stability within the organization Cons Makes merging with another organization difficult Attracts and retains homogeneous employees "Too much of a good thing"= extreme behaviors Adapting to environment is more difficult (Military's strong culture makes it difficult to adapt to)
Paradox of leadership: Name a pro and a con for openness to experience
Pros: adaptable Cons: non-conforming
Paradox of leadership: What are the pros and cons to extraversion?
Pros: charismatic, inspiring Cons: impulsive, poor listening
Paradox of leadership: What are the pros and cons to agreeableness?
Pros: considerate, kind Cons: pushover
Paradox of leadership: What are the pros and cons to conscientiousness?
Pros: ethical, goal oriented Cons: controlling, inflexible
Paradox of leadership: What are the pros and cons to emotional stability?
Pros: visionary, consistent Cons: blind to risk
What is the relationship between restructuring and organizational commitment?
Restructuring has a moderate neg. effect on OC. Affective commitment tends to be lower. Not much is known about its effects on the two other types of commitment.
What is the relationship between restructuring and job performance?
Restructuring has a weak neg. effect on performance. Task performance tend to be somewhat lower in organizations that restructure. Not much is known about the impact of restrcuturing on citizenship behavior and counterproductive behavior.
Name and describe the two types of most common organizational structures.
Simple structures Bureaucracies are designed for efficiency and rely on rules.
What are the five types of physical ability (SSFPS)? Name some types of jobs that require physical ability?
Strength, stamina, flexibility, psychomotor, sensory Firefighters, Dancer, Pilots, Teachers,
What is the relationship between transformational leadership and OC?
Strong Pos. (+.5) Employees with transformational leaders tend to have higher levels of affective commitment and normative commitment. Transformational leadership has no effect on continuance commitment.
Teamwork is comprised of multiple interpersonal activities that facilitate the accomplishment of a team's work but don't directly involve task accomplishment. Name and describe them (TAI)
TRANSITION: activities that focus on preparation for future work; important before and between periods of taskwork (e.g., halftime in sports; hotwash in the military). Analyze mission, formulate strategy, specify goals ACTION: important as the taskwork is being accomplished (e.g., face-to-face meetings). Monitor progress, coordinate efforts, and helping behaviors INTERPERSONAL: important before, during, and between periods of taskwork; manner in which team members manage relationships. Emotion management, conflict management, and motivation building
Conscientious employees have higher levels of blank blank. They are more likely to engage in blank behaviors and less likely to engage in blank behaviors
Task performance. Citizenship/ Counterproductive
Names and describe the three types of member roles (TTI)
Team task roles-directly facilitate accomplishing tasks (initiator-contributor, coordinator, devil's advocate) Team building roles-increase quality of social climate (Encourager, harmonizer, compromiser) Individualistic roles- benefit individual at expense of the team (blocker, slacker, and recognition seeker)
What are teamwork processes relationship with team performance and team commitment?
Teamwork processes have a mod. pos. relation with TP. Teamwork processes have a strong. pos. relation with TC. Both have stronger effects on performance in teams doing complex knowledge work.
What is team interdependence? What are the three types?
The way members of a team are linked to one another. Three types are goal interdependence ( unite via a mission statement) , outcome interdependence ( unite via same rewards, incentives) , and task interdependence.
Name and describe the six types of observable artifacts?
There are 6 major types of artifacts (this is how employees learn about the culture) 1. symbols - logos. 2. physical structures 3. language - jargon, slang, slogans on walls (CPC - cost per click at Yahoo) 4. stories - anecdotes, accounts, legends, myths 5. rituals - daily or weekly planned routines (New Belgium Brewery - case of beer at 1st year mark) 6. Ceremonies - formal events (ex. ground breaking for hospital; burning 800 pg. employee handbook at Continental airlines)
Transformational Leadership is more of a motivational approach to leadership compared to blank and blank (name and explain)
Transactional Leadership - Leader rewards or disciplines the follower depending on performance (stick and carrot) "Laissez-faire" Leadership - The avoidance of leadership all together (hands-off leadership) (just let the employees decide (i.e., no leadership))
Compared to other theories, blank leadership, and blank leadership have made the greatest contribution to today's business environment
Transformational, Transactional
What is person-organization fit's relationship to job performance?
Weak positive (+.1). Employees who fit with their organization tend to have slightly higher levels of task performance, with effects on citizenship behavior slightly stronger. Not much is known about the impact of fit on counterproductive behavior
When should a leader use the autocratic style?
When employees have low ability or low motivation
When should a leader use the delegative style?
When followers have high ability or high motivation
Organizational structure dimensions determine how work tasks, authority relationships, and decision-making responsibilities are organized within a company. Name and describe the 5 dimensions
Work specialization- The degree to which tasks in an organization are divided into separate jobs. Highly specialized work often leads to low job satisfaction (low flexibility to do other things) Chain of Command-Answers the question "who reports to whom?" and signifies formal authority structure. Chain maintains order and flow of communication Span of control-represents how many employees each manager in the organization has responsibility for Centralization-refers to where decisions are formally made in organization. Trend in decentralized decision making. Lower level employees feel empowered. Formalization- The degrees to which rules and procedures are used to standardize behaviors and decisions in an organization (e.g., "baggage handlers" in the airlines)
Can transformational leadership be trained?
Yes
Leaders' blanks often violate the model. Leaders overuse consultative styles and under-utilize autocratic and facilitative styles.
instincts
In addition to making decisions, leaders effectiveness is sometimes determined by how leaders use blank
networks
Managers who think they are adept at networking are often operating only at a(n) blank or blank level. Effective leaders learn to employ networks for strategic purposes.
operational, personal
Leaders ability to influence increases based on these 4 contingencies (situation that increases/decreases power) (SCDV)
substitutability-no substitutes for the resources or rewards the leader controls Centrality- the leader's role is important and interdependent with others in the organization Discretion-the leader has the freedom to make his/her own decisions without being restrained by organizational rules Visibility- others know about the leader and the resources they can provide
Cultures are often put to the test when organization's recruit and hire new employees. If they don't fit, the culture may become blank or blank
weakened or differentiated
