Management Chapter 10

Attitudes can be changed, but it is hard

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day to day manager-employee interactions are based on legitimate power

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What are the 4 preferences in the Myers-Briggs type indicator model?

1. extrovert or introvert 2. sensing or intuitive 3. thinking or feeling 4. judging or perceiving

What are the different types of entrepreneurial types?

1. hustlers 2. innovators 3. machines 4. prodigies 5. visionaries

What is the attribution process?

1. observe behavior 2. determine reason for behavior (either intentional behavior, if so determine the person's intent or situational behavior) 3. determine behavioral response

What are the 2 sources of power influencing behavior?

1. one's position: position power is derived from top management and is delegated down the chain of command and gives formal authority 2. one's person: is derived from followers, based on an individuals' behavior charismatic (charming) people tend to be leaders and have personal power

What are the 6 foundations of indivudals behavior?

1. our thoughts 2. self confidence 3. self esteem 4. personality 5. perception 6. attitudes

What are the steps of the negotiation process?

1. plan: research, set objectives and tradeoffs and anticipate questions 2. negotiate : create a bond, and ask questions and don't give in quickly 3. postpone (possibly, if there is no process being made) 4. reach agreement or reach no agreement: put in writing and follow up

What are the difference perception biases, that cause us to perceive the same behavior differently?

1. selectivity 2. frame of reference 3. stereotyping 4. expectations 5. the "like me" assumption

What are the personality classification methods?

1. single traits classification 2. Big Five personality dimensions 3. Myers-Briggs Type Indicator (MBTI)

What are the steps of the conflict resolution model?

1. state the problem in terms of behaviors, consequences, and feelings in a BCF statement 2. get the other person to acknowledge the problem or conflict (if other person doesn't respond, repeat your statement in different terms, if necessary) 3. ask for and/ or present alternative resolutions to the conflict: ask how the conflict might be resolved and appeal to common goals, if other person doesn't want to resolve problem (show other person what is in it for them) 4. come to an agreement: clearly state the specific actions you each agree to

a statement that describes a conflict in terms of behaviors, consequences, and feelings in a way that maintains ownership of the problem

BCF statment

is a trait based on the belief that the ends can justify the means and power should be used ti reach desired ends (also known as narcissists)

Machiavellianism

that employees live up or down to fulfill managers' expectations about themselves and so if managers expect employees to be productive and successful and treat them accordingly, employees react by being productive (or vice versa)

Pygmalion effect

users attempt to resolve conflict by passively giving in to the opposing side users are unassertive, but cooperative, as you attempt to satisfy the needs of others, but neglect your own needs creates a situation in which you loose and other party wins

accommodating conflict style

are positive or negative evaluations of people, things, and situations (or judgements based on perceptions)

attitudes

is the process of determining the reason for someone's behavior and whether that behavior is situation or intentional

attribution

users attempt to passively ignore conflict (do this by refusing to take a stance, by mentally withdrawing, or by physical leaving) rather than resolve it can lead to passive aggressive behavior results in a lose lose situation because the conflict is not solved

avoiding conflict style

What can the avoiding conflict style lead to?

building frustration and blowing up at the person (passive aggressive behavior), which often results in ongoing arguments and the conflict is never resolved

employee efforts that go above and beyond the call of duty

citizenship behavior (better attitude towards work = more citizenship behavior)

is a network of alliances that help achieve an objective

coalition

involves threat and/or punishments to influence compliance and employees often do what their boss requests, out of fear, but often leads to employee retaliation and negative behavior/ lower performance

coercive power

power based on the user's relationship with influential people if people know you are friendly with people in power, they are more apt to do as you request

connection power

are responsible/ dependable, hardworking, persistent, organized, consistent, and achievement oriented

conscientious people

How do you get referent power?

develop interpersonal skills

tends to hurt relationships and decrease performance and prevents the achievement of organizational objectives

dysfunctional conflict

have varying personality traits and characteristic, but have a lot of self confidence and self control

entrepreneurial types

how we see or hear what we anticipate

expectations

is based on the user's skill and knowledge (being an expert gives you power because it makes other people more convinced to trust and respect you)

expert power

believe that they have no control over the rate and that their behavior has little to do with their performance

externalizers

sers attempt to resolve conflict by using aggressive behavior and not being cooperative with others, to get their own way (narcissists use this style) managers sometimes use their position power to force others to do what they want them to do these types or users enjoy dealing with avoiders and accommodators

forcing conflict

refers to seeing things from your own point of view (how you perceive things verses how others do)

frame of reference

can decrease complacency and reveal inefficiencies, which in turn can lead to a more positive work environment, increase employee creativity, and exchange motivation, morale, and performance

functional conflict

exists when disagreement and opposition support the achievement of organizational objectives

functional conflict

when you have functional stress, you have what?

high performance (is positive stress)

go-getting sales types

hustlers

is based on other's need for data

information power

is a person who confront another person in order to resolve conflict

initiator

looking for creative ideas

innovators

believe that they control their fate and that their behavior has a direct effect on their performance and tend to have high self-esteem and self-confidence and tend to show higher levels of performance

internalizers

What is extroversion in OCEAN?

is measured along a continuum between extrovert and introvert

What is emotionalism in OCEAN?

is on a continuum between emotional stability and instability

What is conscientiousness in OCEAN?

is on a continuum between responsible/ dependable and irresponsible/ undependable

What does the Myers-Briggs type indicator model do?

it identifies your personality preferences and is based on your 4 preferences for certain ways of thinking and behaving

is a person's attitude towards a job

job satisfaction (is measured on a continuum)

is power based on the user's position in the organization

legitimate power

What is Agreeableness in OCEAN?

lies on a continuum between easy and difficult to work with

What is openness (also called open to experience) in OCEAN?

lies on a continuum, between being willing to try new things and not being willing to do so

is the process of believing that others perceive things as you do because they are similar to you or because what you think makes the most sense (so others would naturally think the same thing)

like me assumption

is a trait that lies on a continuum between believing that control over ones destiny is external and believing that it is internal

locus of control

quiet, diligent doers

machines

is a process in which two or more parties in conflict attempt to come to an agreement

negotiating

What are the 2 most difficult managing conflict styles to adapt?

negotiating and collaborating

leads to game playing in which people ask for twice as must as they need in order to get what they wants

negotiating conflict style

users attempt to resolve conflict though assertive give and take compromises are moderate in assertiveness and cooperation an "I win some and you win some situation is created" through compromise

negotiating conflict style

How do you get connection power?

network with people and use political behavior (exchange favors)

is the process of developing relationships for the process of career building and socializing (is about developing mutually beneficial relationships)

networking

can be very charming and use flattery to influence others, but they are poor losers and can display negative emotions toward others when they don't get their way

neurotics (are unstable people)

Do you have to be a manager to have power?

no, some employees actually have more influence (power) over other employees than the manager does

What does OCEAN stand for?

openness, conscientiousness, extraversion, agreeableness, neuroticism (emotionalism)

What are some of the single traits that make up personality?

optimism locus of control risk propensity entrepreneurial types

the study of actions that affect performance in the workplace

organizational behavior (OB)

What is a major factor that determines how we perceive things?

our own internal environment (our thoughts reveal the perception we have of ourselves, which in turn affects our behavior)

What is the 1 foundation of your organizational behavior that affects all other orgaenzatial behavior foundations?

our thoughts

cause our behavior and performance and affect our self confidence and self esteem

our thoughts

How do you increase you expert power?

participate in training and educational programs, keep up with the latest technology, and volunteer to be the first to learn something new

What are ambiverts?

people who have both extrovert and introvert qualities

What is behavior the product of/ based on?

perception

is the process of selecting, organizing, and interpreting environmental information and is a person's interpretation of reality

perception

means all parties perceive a situation in the same way

perception congruence

something that is not in perception congruence

perception dissonance

is a combination of behavioral, mental, and emotional traits that define an individual and this is a primary influence on how we behave

personality

is about 50% innate (based on your genetics) and about 50% learned

personality

is the process of gaining and using power (is a medium of exchange for getting what we want)

politics

is the ability to influence others' behavior

power

stoic, brilliant recluses

prodigies

is composed of the implicit expectations of each party (you have set expectations about why you will contribute to the organization and what it will provide to you and often we are not aware of our expectations until they have not been met

psychological contract

How does the Big Five personality dimensions (also called Five Factor Model or also called OCEAN) work?

puts multiple traits together to form a personality profile and states all individual traits can be placed in one of the five dimensions

involves the mutual exchange of favors and privileges to accomplish objectives

reciprocity (or social exchange theory)

What is the difference between reciprocity and coalition?

reciprocity is used to achieve ongoing objectives, whereas coalitions are developed for achieving a specific objective

is based on the user's personal source of power relationships with others is often used by people that have little or no position power, but are able to use their interpersonal skills well ex: when asking another person to do something, you would express it as a request rather than as an order

referent power

power based on the user's ability to influence others by providing something of value to them ex: use of positive reinforcement or incentives, such as praise, or pay raises to influence other's behavior ex: with regular employee positions, you can give complements and exchange favors or give them something of value

reward power

lies on a continuum from risk taking to risk avoiding

risk propensity

refers to people's tendencies to screen information in favor of their desired outcome (people only hear what they want to)

selectivity

consist of positive thoughts, emotions gratitude, and avoiding harmful habits

self control

is about your overall view of yourself and is influences by our past experience and our thoughts of self confidence and self doubt

self esteem

is about believing you can do a specific task and needs to be based on realists experience and skill

self-confidence (self efficacy or self concept)

What is the difference between situational and intentional behavior?

situational behavior is either accidental or out of the control of the individual, whereas intentional behavior is done on purpose

is the process of making generalizations about the behavior of a group and then applying the generalizations to one individual (stereotyping can lead to perception errors)

stereotyping

is the body's reaction to environmental demands

stress (is on a continuum from functional (good stress, such as a deadline), to dysfunctional (bad stress, that decreases performance)

What can overuse of the accommodating conflict style lead to??

tends to lead to people taking advantage of you and the type of relationship you are trying to maintain is usually lost anyway

What is another factor that influences the perception process?

the information available from the external environment

When is it okay to use coercive power?

to maintain discipline when enforcing rules

collaborating conflict style

users assertively attempt to resolve conflict by working together with the other person to find a solution acceptable to all parties tends to lead to the best solution to the conflict, but it takes more skill, effort and time an "I win some and I lose some" situation

How do you get coercive power?

usually need to have a management job to have corrective power

plan the future

visionaries

When should the forcing conflict style be used?

when an employee openly challenges the mangers's authority or rules

When does conflict arise?

when the psychological contract is broken, which happens when 1. fail to make explicit our own expectations and fail ask about the expectations of others 2. we assume that others have the same expectations that we have

When do we make attributions?

when we infer causes about particular outcomes (is about making judgments)

What is your response to someone else's behavior partly determined by?

whether you attribute the behavior to situational factors or intentional factors