Management CH.12 and 15.1

What is self-serving bias?

-Attribute successes to internal factors -blame failures on external factors -typically applied to self judgements

What is job involvement attitude?

-How active/involved you are in a job. -How important job performance is to your self worth

What is organizational commitment attitude?

-How closely you identify with organizational goals -How important staying at the organization is to you

How do you build relationships when you don't like all your employees?

-find one thing you like/respect -use faith towards them

What determines personality?

-heredity -environment -situation

What is fundamental attribution error?

-overestimating the influence of internal factors -typically applied to our judgement of others

To build successful relationships managers must...

-treat each employee with respect -demonstrate care and concern

What percentage do managers spend communicating

80%

What is access and legitimacy?

Acceptance and celebration of differences Ensures diversity within company matches diversity among primary stakeholders

Understand the special challenges that the dimensions of surface-level diversity pose for managers.

Age, sex, race/ethnicity, and physical and mental disabilities are dimensions of surface-level diversity. Because those dimensions are (usually) easily observed, managers and workers tend to rely on them to form initial impressions and stereotypes. Sometimes this can lead to age, sex, racial/ethnic, or disability discrimination (that is, treating people differently) in the workplace.

What is cognitive dissonance?

Assumes attitudes drive behaviors

What is neuroticism

Calm, enthusiastic, and secure or tense, nervous, and insecure

Diversity Principles

Carefully and faithfully follow and enforce federal and state laws regarding equal opportunity employment Treat group differences as important but not special Find common ground Tailor opportunities to individuals, not groups Solicit negative as well as positive feedback Set high but realistic goals Treat every employee as an irreplaceable asset

What is a feeling personality type?

Decide based on values, feelings Appear warm, friendly Are most convinced by how they feel Are diplomatic, tactful Value harmony, compassion Take things personally Are quick to compliment others Are motivated by appreciation Avoid arguments, conflict

Explain how the dimensions of deep-level diversity affect individual behavior and interactions in the workplace.

Deep-level diversity matters because it can reduce prejudice, discrimination, and conflict while increasing social integration. It consists of dispositional and personality differences that can be recognized only through extended interaction with others.

What is a perceiving personality type?

Difficulty making decisions Are playful, unconventional Less aware of time, run late Prefer to start projects Play first, work later Question need for rules Like to keep plans flexible, options open Want freedom to be spontaneous

What are the Pros of diversity in the workplace

Diversity also makes good business sense in terms of reducing costs (decreasing turnover and absenteeism and avoiding lawsuits), attracting and retaining talent, and driving business growth (improving marketplace understanding and promoting higher-quality problem solving). avoiding lawsuits.

Describe diversity and explain why it matters.

Diversity exists in organizations when there are demographic, cultural, and personal differences among the employees and the customers. diversity is broader in focus (going beyond demographics); voluntary; more positive in that it encourages companies to value all kinds of differences

Locus of control: Belief about whether the outcomes of our actions are

Driven by what we do internal locus of control Driven by events outside our personal control (destiny, luck, others' actions) external locus of control

What is discimination and fairness

Fair treatment, recruitment of minorities, compliance with employment laws

Skills-based diversity training:

Flexibility and adaptability Negotiation and problem solving Conflict resolution

What is an intuitive personality type?

Focus on big picture, possibilities Admire creative ideas Notice anything new, different Are inventive, see what could be Think about future implications Trust their gut instincts Prefer to learn new skills Like to figure things out for themselves Work in bursts of energy

What is a sensing personality type?

Focus on details, specifics Admire practical solutions Notice details, remember facts Are pragmatic, see what is Live in the here-and-now Trust actual experience Like to use established skills Like step-by-step instructions Work at a steady place

what is agreeableness

Good-natured, cooperative, and trusting

Characteristics of extroverts?

Have high energy Talk more than listen Think out loud Act, then think Like to be around people Prefer a public role Can be easily distracted Prefer doing lots of things at once Are outgoing/ enthusiastic

Characteristics of introverts?

Have quiet energy Listen more than talk Think quietly inside their heads Think, then act Feel comfortable being alone Prefer to work "behind the scenes" Have good powers of concentration Prefer to focus on one thing at a time Are self-contained and reserved

What is perceived organizational support attitude?

How much you believe that the organization cares about you and values your work.

What is openness to experience

Imaginative, artistically sensitive, and intellectual

what is learning and effectiveness

Integrating deep-level diversity differences Personality, attitudes, beliefs, and values Achieve organizational plurality Maximize benefits of member skills to organization No segmentation based on particular groups

What is a thinking personality type?

Make decisions objectively Appear cool, reserved Are most convinced by rational arguments Are honest, direct Value honesty, fairness Take few things personally Tend to see flaws Are motivated by achievement Argue or debate issues for fun

What is a judging personality type?

Make most decisions easily Are serious, conventional Pay attention to time, are prompt Prefer to finish projects Work first, play later Want things decided See need for most rules Like to make, stick with plans Find comfort in schedules

Diversity pairing

Mentoring program

Awareness training

Raises awareness of diversity issues Challenges underlying assumptions/ stereotypes employees may have

What is conscientiousness

Responsible, dependable, persistent, and achievement oriented

What is extraversion

Sociable, talkative, and assertive

What are the three paradigms for managing diversity?

The three paradigms for managing diversity are the discrimination and fairness paradigm (equal opportunity, fair treatment, strict compliance with the law), the access and legitimacy paradigm (matching internal diversity to external diversity), and the learning and effectiveness paradigm (achieving organizational plurality by integrating deep-level diversity into the work of the organization).

How can we reduce surface level diversity?

To reduce discrimination, companies can determine the hiring and promotion rates for different groups, train managers to make hiring and promotion decisions on the basis of specific criteria, and make sure that everyone has equal access to training, mentors, reasonable work accommodations, and assistive technology.

Explain the basic principles and practices that can be used to manage diversity.

Unlike the other paradigms that focus on surface-level differences, the learning and effectiveness paradigm values common ground, distinguishes between individual and group differences, minimizes conflict and divisiveness, and focuses on bringing different talents and perspectives together.Follow and enforce federal and state laws regarding equal employment opportunity. Treat group differences as important but not special. Find the common ground. Tailor opportunities to individuals, not groups. Solicit negative as well as positive feedback. Set high but realistic goals.

Disability

a mental or physical impairment that substantially limits one or more major life activities

Diversity pairing

a mentoring program in which people of different cultural backgrounds, sexes, or races/ethnicities are paired together to get to know each other and change stereotypical beliefs and attitudes

Diversity

a variety of demographic, cultural, and personal differences among an organization's employees and customers

Organizational plurality

a work environment where (1) all members are empowered to contribute in a way that maximizes the benefits to the organization, customers, and themselves, and (2) the individuality of each member is respected by not segmenting or polarizing people on the basis of their membership in a particular group

external attribution

and an external attribution, in which behavior is thought to be involuntary and outside of the control of the individual.

What is assumed similarity?

assuming that others are more like us than they actually are.

Surface-level diversity

differences such as age, sex, race/ethnicity, and physical disabilities that are observable, typically unchangeable, and easy to measure

Deep-level diversity

differences such as personality and attitudes that are communicated through verbal and nonverbal behaviors and are learned only through extended interaction with others

Who is in control of externally caused behavior?

due to outside factors, not your fault

What are the 5 basic dimensions of personality?

extraversion, emotional stability, agreeableness, conscientiousness, and openness to experience Of these, conscientiousness is perhaps the most important because conscientious workers tend to be better performers on virtually any job. Extraversion is also related to performance in jobs that require significant interaction with others.

Diversity audits

formal assessments that measure employee and management attitudes, investigate the extent to which people are advantaged or disadvantaged with respect to hiring and promotions, and review companies' diversity-related policies and procedures

What is the halo/horn effect?

forming a gerneral impression of a person on the basis of a since characteristic (+/-)

internal attribution

in which behavior is thought to be voluntary or under the control of the individual

what creates dissonance?

inconsistency between attitudes and between attitudes and behaviors.

perception

is the process by which individuals attend to, organize, interpret, and retain information from their environments.

what is retention

is the process of remembering interpreted information

defensive bias

is the tendency for people to perceive themselves as personally and situationally similar to someone who is having difficulty or trouble.

closure

is the tendency to fill in the gaps where information is missing, that is, to assume that what we don't know is consistent with what we already do know.

Selective perception

is the tendency to notice and accept objects and information consistent with our values, beliefs, and expectations, while ignoring or screening out inconsistent information.

What is stereotyping?

judging someone on the basis of our perception of a group they are a part of

what causes communication problmes

perception because two people exposed to the same communication can view it differentely

Affirmative action

purposeful steps taken by an organization to create employment opportunities for minorities and women

Attribution theory

says that we all have a basic need to understand and explain the causes of other people's behavior.

What is attribution theory?

tendency to jude observed behavior

What is the cognitive component of an attitude?

the beliefs, opinions, knowledge, or information held by a person.

Social integration

the degree to which group members are psychologically attracted to working with each other to accomplish a common objective

Extraversion

the degree to which someone is active, assertive, gregarious, sociable, talkative, and energized by others

Agreeableness

the degree to which someone is cooperative, polite, flexible, forgiving, good-natured, tolerant, and trusting

Openness to experience

the degree to which someone is curious, broad-minded, and open to new ideas, things, and experiences; is spontaneous; and has a high tolerance for ambiguity

Emotional stability

the degree to which someone is not angry, depressed, anxious, emotional, insecure, and excitable

Conscientiousness

the degree to which someone is organized, hardworking, responsible, persevering, thorough, and achievement oriented

What is the affective component of an attitude?

the emotional/feeling part of attitude

What is the behavioral component of an attitude?

the intention to behave in a certain way

Glass ceiling

the invisible barrier that prevents women and minorities from advancing to the top jobs in organizations

perceptual filters

the personality-, psychology-, or experience-based differences that influence them to ignore or pay attention to particular stimuli.

what is Interpretation

the process of attaching meaning to new knowledge

what is Organization

the process of incorporating new information (from the stimuli that you notice) into your existing knowledge.

what is Attention

the process of noticing, or becoming aware of, particular stimuli. Because of perceptual filters, we attend to some stimuli and not others.

Communication

the process of transmitting information from one person or place to another

Personality

the relatively stable set of behaviors, attitudes, and emotions displayed over time that makes people different from each other

self-serving bias

the tendency to overestimate our value by attributing successes to ourselves (internal causes) and attributing failures to others or the environment (external causes)

Disposition

the tendency to respond to situations and events in a predetermined manner

Awareness training

training that is designed to raise employees' awareness of diversity issues and to challenge the underlying assumptions or stereotypes they may have about others

Skills-based diversity training

training that teaches employees the practical skills they need for managing a diverse workforce, such as flexibility and adaptability, negotiation, problem solving, and conflict resolution

Age discrimination

treating people differently (for example in hiring and firing, promotion, and compensation decisions) because of their age

Disability discrimination

treating people differently because of their disabilities

Racial and ethnic discrimination

treating people differently because of their race or ethnicity

Sex discrimination

treating people differently because of their sex

Who is in control of internally caused behvior

under your control

fundamental attribution error,

which is the tendency to ignore external causes of behavior and to attribute other people's actions to internal causes.