MHR Organizational Behavior 2
goals and times tables
% of women and minorities the organization seeks to employ in each job group and the dates they are to be attained (flexible)
functional conflict
(constructive/cooperative) characterized by consultative interactions, a focus on the issued, mutual respect, and useful give and take
Mintzberg's Political Games
* Insurgency Game * Counter-Insurgency Game * Sponsorship Game * Alliance-*Building/Coalition-Building Game *Empire-Building Game *Budgeting Game * Expertise Game *Strategic Candidates Game
2 key elements to bonuses
1) funding- organizations targets need to be met to fund bonus pools 2) distribution- bonus pools should be distributed according to plan, targets, etc
merit pay is based on two factors
1) individuals performance rating 2) individuals compa-ratio (pay relative to average pay)
5 incentives
1) piecework rates 2) standard hour plans 3) merit pay 4) performance bonus 5) sales commisions
conditions of unemployment insurance
1) they meet requirements demonstrating they had been employed (52 weeks or 4 quarters of work at a minimum pay level) 2) they are available for work 3) they are actively seeking work, requires registration at the local unemployment office 4) they were not discharged for cause, did not quit voluntarily, and are not out of work because of a labor dispute (strike)
3 roles of EEOC
1)they investigate and resolve complaints about discrimination, gather information, and issues guidelines 2)monitors organizations hiring practices 3)EEOC issues guidelines designed to help employers determine when their decisions violate the laws enforced by the EEOC
Tuckman's Five-Stage Model of Group Development
1. Forming 2. Storming 3. Norming 4. Performing 5. Adjourning
9 influence tactics
1. Legitimacy 2. Rational persuasion 3. Inspirational appeals 4. Consultation 5. Exchange 6. Personal appeals 7. Ingratiation 8. Pressure 9. Coalitions
Cialdini's 6 principles of persuasion
1. friendship/liking 2. reciprocity 3. social proof 4. consistency 5. authority 6. scarcity
safety awareness program
1. identifying and communicating job hazards 2. reinforcing safe practices 3. promoting safety internationally
college savings
529 savings plan that allow parents and other family members defer taxes on their earnings to deposit into a 529 account
general duty clause
Each employer has a general duty to furnish each employee a place of employment free from recognized hazards that cause or are likely to cause death or serious physical harm.
hard tactics
Exchange tactics Coalition tactics Pressure tactics Legitimating tactics the last four tactics as they exert more overt pressure
Alderfer's ERG Theory
Existence (similar to safety and physiological), relatedness (social needs), growth needs (esteem and self-actualization)
tax treatment of benefits
IRS provides more favorable treatment of benefits classified as qualified plans
right to know
Laws and material safety data sheet tells employees what hazards they are exposed to
fundamental equation regarding performance
P= A x M x O P=Performance A=Ability M=Motivation O=Opportunity
unemployment insurance
Provides payments to offset lost income during involuntary unemployment to minimize the hardships through payments to unemployed workers, help in finding new jobs, and incentives to stabilize employment
benefits required by law
SS, unemployment insurance, worker's comp, unpaid family and medical leave, health care
strike date
The time at which the stock option can be exercised
Occupational Safety and Health Act
US law authorizing the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce responsibility divided between department of labor and health
facilitation
a 3rd party informally urges disputing parties to deal directly with each other in a positive and constructive manner
balanced scorecard
a combination of performance measures directed toward the company's long and short-term goals and used as the basis for awarding incentive pay, customizable, combines the advantages of different incentive pay
disparate impact
a condition in which employment practices are seemingly neutral yet disproportionately exclude a protected group from employment opportunities (unintentional)
equity theory
a model of motivation that explains how people strive for fairness and justice in social exchanges or give and take relationships people are motivated to maintain consistency between beliefs and behavior, inconsistencies create psychological discomfort (cognitive dissonance) results in equity, negative inequity, positive inequity
bona fide occupational qualification
a necessary qualification for performing a job o Male bathroom attendant in a men's restroom o Legal disparate treatment
accountable care organizations (ACO)
a network of healthcare providers that practice value based care and agree to be paid based on the results. Will talk to patients and follow up on healthy behaviors instead of drugs and surgery
conciliation
a neutral third party acts as a communication conduit between disputing parties, appropriate when parties refuse to meet face-to-face. Establish communication and find common ground
peer review
a panel of objective coworkers hear both sides in an informal and confidential meeting
McGregor's Theory X
a pessimistic view of employees: employees dislike work and can only be motivated with rewards and punishments
summary plan description
a report that describes the plans funding eligibility requirements, risks, and other details. o Can also ask for an individual benefit statement
employee wellness program
a set of communications, activities, and facilities designed to change health related behaviors in ways that reduce health risks o High BP, high cholesterol, smoking, obesity, encouraging good nutrition and exercise
role
a set of expected behaviors for a particular position
group role
a set of shared expected behaviors for members of the group as a whole
merit pay
a system of linking pay increases to ratings on performance appraisals (salary) based on the merits of the job and how much they are willing to pay gives the biggest increase to the best performers who have relatively low pay use a merit grid for consistency
brainstorming
a technique to increase group creativity and productivity by encouraging group members to express their ideas in a non-critical and safe environment
piecework rates
a wage based on the amount they produce, regardless of the amount amount per unit is set at a level that rewards above average behavior not beneficial for complex jobs, employee empowerment, and team based problem solving
elements needed for goals
ability and resources to achieve, performance feedback, quantifiable
team adaptive capacity
ability to make needed changes in response to demands put on the team, must be able to adapt
peer pressure
about expectations and the influence a group has on an individual
organizational examples
accomplish tasks, new ideas and solutions, coordinate interdepartmental efforts, problem solving, complex decision, socialize and train newcomers
motivating factors
achievement, recognition, characteristics of the work, responsibility, and advancement- when present leads to satisfaction
executive order 11246
affirmative action proactive states above and beyond what's legal to encourage diversity and inclusivity
Office of Federal Contract Compliance Programs (OFCCP)
agency responsible for enforcing the executive orders that cover companies doing business with the federal gov o Business with contracts for more than $50,000 may not discriminate on the basis of race, color, religion, national origin, or sex, and must have written affirmative-action plan on file
negligent referral
alleging negligence against referring company that purposefully leaves out crucial information
negligent hiring
alleging negligence in hiring process when you know someone should not be hired but you hired them
relational nature
altering quantity or quality of interactions you have at work
job satisfaction
an affective or emotional response to one's job, moderately correlated with job outcomes , engagement is a good measure
consent decree
an agreement between the agency and the organization that the org will cease certain discriminatory practices and add affirmative-action practices to rectify its history
restricted shares
an alternative/complement to stock options, rather than the option to buy, the vesting recipient receives actual shares
reasonable accomodation
an employer's obligation to do something to enable an otherwise qualified person to perform a job (religion, disability, must be reasonable and not inflict undue hardship)
self focused
an image of yourself as a polite and nice person
standard hour plan
an incentive pay that pays workers extra for work done in less than present "standard time" encourages fast work but not quality or customer service
EEO 1 report
an online questionnaire requesting the number of employees in each job category (such as managers, professionals, and laborer's) broken down by their gender, Hispanic or non-Hispanic, and members of various racial groups o Analyzes to find patterns of discrimination and file class-action lawsuits
OSHA form 300A
annual summary of work-related injuries and illnesses
impression management
any attempt to control of manipulate the images related to a person, organization, or idea
incivility
any form of socially harmful behavior, such as aggression, interpersonal deviance, social undermining, interactional injustices, harassment, abusive supervision, and bullying
job design
any set of activities that alter jobs to improve the quality of employee experiences and level of productivity
organizational politics
are intentional actions to improve individual and organizational interests
punctuated equilibrium
as groups establish periods of stable functioning until an event causes a dramatic change in norms, roles, and objectives, the group then establishes and maintains new norms of functioning, returning to equilibrium occur due to disruptive technologies (netflix) where teams adapt to realize tremendous opportunities
project teams
assembled to tackle a particular problem, task, or project. Duration can vary on project, members often divide time between team and their primary jobs and responsibilities
formal group
assigned by an organization or its members to accomplish specific goals (work group, team, committee, task force) 2 functions: organizational and individual
active programs
assume that behavior change requires support and reinforcement along with awareness and opportunity (counselors) more expensive but active are more effective
self-determination theory
assumes that three innate needs influence our behavior and well-being (competence, autonomy, and relatedness) need based, assumed to be innate, focused on intrinsic motivation
direction
at an individual is attending to at a given time
performance measures for executives
balances scorecard combines value to shareholders, customers, and employees, reduces temptation to manipulate financial data as it applies to a variety of goals
straight salary
base salary
content theories of motivation
based on the idea that an employee's needs influence his or her motivation
legitimating tactics
basing a request on authority or right, organizational rules or policies, or implicit/explicit support from superiors
portability
being able to move retirement savings when changing employers
meaning
belief that your work values and goals align with those of your manager, team, or employer
qualified plan
benefit must meet certain requirements, pensions involve vesting and nondiscrimination rules, organization cannot set up a retirement plan that exclusively benefits owners and top managers
exempt amount
benefits from SS may be reduced if the worker is still earning wages above a maximum (18k)
cafeteria style plans
benefits plan that offers employees a set of alternatives from which they can choose the types and amounts of benefits they want o Advantages: employees are more aware of the value of the benefits, enables each employee to match their needs, company avoids the cost of providing employees with benefits that they don't value o Disadvantages- higher administrative cost (design and start up), employee selection will increase costs because employees will select the kinds of benefits they expect to need the most, costs are more difficult to estimate
alliance-building
build a coalition
empire building
build an empire, amass resources
job rotation
calls for moving employees from one specialized job to another, Increased engagement and motivation, flexibility, increased knowledge and abilities
pregnancy discrimination act of 1978
cannot ask about pregnancy status and cannot ask about children
added value negotiation
clarifying interest, identify options, design alternative deals packages, selecting deal, finalizing/perfecting the deal
team
collections of two or more individuals whose tasks and responsibilities depend on the other members, are collectively accountable for the performance and outcomes associates with their work, and work together for the time required for task completion
groups
collections of two or more individuals with low or no task dependency, who are not accountable for each other for their work, and who may or may not assemble for a specified period of time share norms and goals and have a common identity
cash balance plans
combination of defined-benefits and defined-contribution plan consists of individual accounts but all the contributions come from the employer o Employer contributes 4-5% and earns interest according to a predetermined rate o Employer guarantees this rate as in a defined benefit plan and employees can predict their retirements o More generous to young employees who have many years to earn interest
three c's of being a team player
committed, collaborative, competent
what makes incentives work
communication, employee participation, pay, ability to influence how their work is done
accounting requirements
companies financial statements must meet the requirements of the Financial Accounting Standards Board (FASB) to ensure the statements are a true picture of companies financial status and that outsiders can understand and compare financial statements
equity
comparing equally, satisfied
utilization analysis
comparison of the race, sex, and ethnic composition of the employers workforce with that of the available labor supply, % in workforce should not be significantly lower than the % of labor supply
severance
compensation and or benefits an employer provides an employee after employment is over still have to pay for healthcare but it is less expensive than not having health care at all
health care benefits (patient protection and the affordable care act)
complex package of changed in how health care is to be paid for including requirements for insurance companies, incentives and penalties for employers providing health insurance as a benefit, expansion of public funding, and creation of health insurance exchanges as an option for the sale of health insurance does not require companies to offer benefits but does make them pay a penalty if not
intergroup conflict
conflict among work groups, teams, departments, and organizations which is a threat to effectiveness across organizational levels
cross cultural conflict
conflict from different cultures
conflict continuum
conflict should appear on a scale of too little, appropriate, and too much
empowerment
consists of efforts to enhance employee performance, well-being and positive attitudes
legislative branch
consists of two houses of congress has enacted a number of laws governing human resource management
3 forms of trust
contractual, communication, competence
team competencies
contributes to work, constructively interacts, keeps team on track, expects high-quality work, possesses relevant knowledge, skills, and abilities (KSA's) for teams responsibilities
preforming
contributors get work done without hampering others. This stage is characterized by a climate of open communication, cooperation, and helping behavior
budgeting game
control of financial decisions for your own advantage
premiums
cost to you of being enrolled in the plan, your portion of the medical expense
tuition reimbursement programs
covers tuition and related expenses for courses relevant to their current job
cross-functional teams
created with members from different disciplines within an organization, such as finance, operations, and R&D
personal days
days off for personal needs
senior level compensation
deferred compensation anything over 170k could be deferred the deferred money gets put into a separate account, don't have to pay taxes on that money, can draw it on a lower rate when you retire
team performance strategies
deliberate plans that outline what exactly the team is to do, such as goal setting and defining particular member roles, tasks, and responsibilities
pressure
demanding compliance or using intimidation or threats
3 characteristics of groups and teams
dependence, accountability, time
referent power
derived from personal characteristics and social relationships that effectively gain others' compliance positive effect
team charters
describe how the team will operate, for instance, how members will share information, hold members accountable, deal with conflict, and make decisions
team composition
describes the collection of jobs, personalities, knowledge, skills, abilities, and experience levels of team members
interactional justice
describes the quality of interpersonal treatment people recieve when procedures are implemented
self actualization
desire for self fulfilment, to become ones best self (growth need)
national institute for occupational safety and health
determines and established safety standards
programmed conflict
devils advocate identifies any potential shortcomings in the proposal dialectic method- involves a structures dialogue or debate of opposing viewpoints prior to making a decision
disparate treatment
differing treatment of individuals where the differences are based on individuals race, color, religion, sex, national origin, age, or disability status (intentional)
dysfunctional conflict
disagreements that threaten or diminish and organizations interest
voice
discretionary or formal expression of ideas, opinions, suggestions, or alternative approaches directed to a specific target inside or outside the organization with intent to change an objectionable state of affairs and improve the current functioning of the organization
harassment
discrimination based on a protected class (race, gender, pregnancy, age disability) that becomes illegal when it threatens your employment or is considered intimidating, hostile, or abusive
arbitration
disputing parties agree ahead of time to accept the decision of a neutral arbitrator in a formal setting with witnesses and evidence, arbitrator renders decision and is trained in the law, versed in relevant laws and case precedents
2 types of negotiation
distributive and integrative
multiemployer pension plans
do not need to vest until after 10 years of employment
pooled
each member works independently and at the end of the month the workers sales are added together
vesting
earning a right to receive the pension
no fault liability
employee does not need to show the employer was grossly negligent in order to receive compensation, and the employer is protected from lawsuits § Employer protection is lost if they intentionally contribute to a dangerous workplace § Employee not eligible if self-inflicted, intoxication, or willful disregard of safety rules
voice climate
employees are encouraged to freely express their opinions and feelings
bottom-up
employees can change their jobs to boost their own motivation, employee
section 401k plan
employees contribute a percentage of their earnings and employers match, not taxed until received, limits what can be contributed § Investment responsibility of the employees, easy to administer § Invest early and diversify
elder care
employees information and referrals, geriatric care, insurance, the law, flexible hours and PTO
flexible spending account
employees set aside a portion of pretax earnings to pay for eligible expenses ex) medical savings account
straight piecework plan
employer pays the same rate per piece no matter how much the worker produces
i-deals
employment terms individuals negotiate for themselves, taking myriad forms from flexible schedules to career development affect task and work responsibility, schedule flexibility, location flexibility, and compensation
task role
enable the work group to define, clarify, and pursue a common purpose, keeps the group on track
incentive pay for executives
encourages executives to develop a commitment to orgs long term success, combines long and short term incentives
2 requirements of vested
enrolling and length of service to receive pension at retirement time
informal group
exists when the members' overriding purpose is getting together is friendship or a common interest
elements of Vrooms expectancy theory
expectancy, instrumentality, valence
process theories
explain the process by which internal factors and situational factors influence employee motivation
skill variety
extent to which job requires a variety of tasks (meaningful work, motivation, satisfaction, effectiveness)
task identity
extent to which job requires an individual to perform a whole piece of work (meaningful work, more motivation, satisfaction, effectiveness)
interdependence
extent to which members are dependent on each other to accomplish their own work
types of ADR
facilitation, conciliation, ombudsman, mediation, arbitration
negative inequity
fairing worse than others, dissatisfied
family leave
family or parental leave grants employees to take time off to care for children and other dependents
pension benefit guaranty corporation (PBGC)
federal agency that insured retirement benefits and guarantees retirees a basic benefit if the employer experiences financial difficulties · Employers must make an annual contribution at a flat rate · Underfunded (employer does not contribute enough) must pay additional premium · More generous to older employees with many years of service
impact at work
feeling that your efforts make a difference and affect the organization
4/5 rule
finds evidence of potential discrimination if the hiring rate for a minority group is less than 4/5ths the hiring rate of the majority group, take percent or number and multiply by 0.8
flex time
flexible scheduling, covering either the time when work must be completed (deadlines) or limits of the work time (9-5)
positive legitimate power
focuses constructively on job performance
persistence
for how long the activity is the focus of ones attention
incentive pay
forms of pay linked to an employee's performance as an individual, group member, or organization member (variable comp) designed to energize, direct, or maintain employee behavior, in addition to wages and salaries
maintenance role
foster supportive and constructive interpersonal relationships, keeps the group together
consultation
getting others to provide insights, experience, or information you can use in planning and making decisions
coalition tactics
getting others to support your effort to persuade someone
integration
getting someone in a good mood prior to making a request. Being friendly and helpful using praise, flattery, or humor
compromising
give and take with a moderate concern for both self and others, appropriate when parties have opposite foals or possess equal power
affordable care act
goal is to expand coverage, control health care costs, and improve the systems used to deliver health care o Requires US citizens and legal residents to have health coverage with those not purchasing coverage to pay an escalating penalty o Creates state based exchanges through which individuals can purchase health care insurance of varying costs and benefits
goal specificity
goals that are specific and difficult lead to higher performance than general, non quantified goals
group insurance
group insurance rates are cheaper than individual policies, not subject to income tax o Medical, life, and disability insurance
denied benefit plan
guaranteed a specified level of retirement income o Calculated based on employee years of service, age, and earnings level o Pensions, social security, no beneficiaries, benefit can be defined at any point, more expensive
vesting rights
guarantees that when employees become participants in a pension plan and work a specified number of years, they will receive a pension at retirement age, regardless of whether they remained with the employer
self managed teams
have collective autonomy and responsibility to plan, manage, and execute tasks interdependently to achieve their goals § Members act as their own supervisors outside managers maintain indirect accountability
managerial courage
having the courage to have tough conversations and standing up for what is right even when it is difficult to do so
legitimate power
having the formal authority to make decisions
expert power
having valued knowledge or information derived from past experience and performance, positive effect
supreme court
head of the judicial branch is the court of final appeal decisions are binding and can only be overturned through laws passed by congress
health maintenance organization (HMO)
health care plan that requires patients to receive their medical care from the HMO's health care professionals who are paid a flat salary and provides all services on a prepaid basis o Costs less than traditional coverage, removes incentives for unnecessary procedures, but sometimes employees are denied access to services they need o Low premium, low deductible, low flexibility o Have to be on network
preferred provider organization (PPO)
healthcare plan that contracts with health care professionals to provide services at a reduced fee o Does not require employees to use providers but does pay a large share of the cost of services of PPO providers o Will cover some of off network, pay a little more but have more flexibility
dominating
high concern for self and low concern for others I win you lose, other party's needs are ignores, often called forcing because it relies on formal authority to force compliance, high assertiveness low cooperativeness, win lose
reciprocal
hiring processes. candidates are interviewed by members of HR and are separately interviewed by hiring manager, then communicate to make decisions
process theories of motivation
hoe various person factors and situation factors in the organizing framework affect motivation
medical insurance
hospital expenses, surgical expenses, and visits to a physician (some employers offer dental, vision, birthing centers, and prescription drug programs
comparison (equity theory)
how does my ration of inputs and outputs compare with relevant others
deductibles
how much you pay out of pocket, before the plan kicks in
competence
i need to feel efficacious, qualified, knowledgeable, capable
autonomy
i need to feel independent to influence my environment and freedom in deciding what you want to do and how you want to do it
positive inequity
i see myself as fairing better, some are satisfied some are dissatisfied
relatedness
i want to be connected with others, feel part of a group, to belong
forming
icebreaking stage, uncertain about roles and group goals, mutual trust is low, someone needs to take charge
content theories
identify internal factors such as needs and satisfaction that energize employee motivation
pregnancy discrimination act
if an employee is temporarily unable to perform her job due to pregnancy, the employer must treat her in the same way as another disabled employee
mental health parity and addiction act
if health insurance plans include mental health care, that care must include the same scope of financial treatment coverage as treatment for other illnesses
ethical issues
if pay is linked to stock, executives need to be honest about reporting (Wells Fargo overcharging clients to receive incentive pay)
term life insurance policies
if the employee dies during the term of the policy, the employees beneficiaries receive a payment called the death benefit Usually twice the employees yearly pay May include benefits for accidental death or dismemberment
worker adjustment and retraining notification (WARN of 1988)
if you are an employer of a certain size or more, and you're going to have a layoff, you need to let them know (give them a WARNing)
Americans with Disabilities Act
imposes requirements to health insurance where employees with disabilities must have equal access to whatever health insurance coverage the employer provides other employees without causing an undue burden
integrative negotiation
in which numerous interests are considered, resulting in an agreement that is satisfactory for both parties -enlarging the pie-
sales commisions
incentive pay calculated as a percent of sales
profit sharing and ownership plan
incentive pay may take the form of these ESOP's, payment may be set up so that the money goes into retirement plans, organizations have more flexibility to contribute less dollar value in lean years and more in good years
vocational rehabilitation act of 1973
incentives for people to employ those with disabilities
short term incentives
include bonuses based on the years profit, return on investments, etc
long term incentives
include stock options, and stock purchase plans
executive branch
includes many regulatory agencies that the president oversees, is responsible for enforcing the laws passed by congress o Draw up regulations on how to abide by the laws, file suit against violators o Equal employment opportunity commission and the Occupational safety and health administration
deception
includes promised or threats, excessive initial demands, careless misstatements of facts, or asking for concessions not wanted
hygiene factors
including company policy and administration, technical supervision, salary, interpersonal relationship with supervisors, and working conditions- the absence of these leads to dissatisfaction
straight commision plan
income is only from commissions (real estate, insurance agents, car salesperson)
skill based pay
increase in pay when you acquire a new skill
puffery
increasing the importance of the value of what one is giving up, importance, attributes
life insurance
insurance paid to named beneficiaries when the insured person dies, employers offer at a lowered rate
managed care
insurer plays a role in decisions about health care, aimed at avoiding unnecessary procedures o Conduct claims reviews, and study claims to determine if the procedure is effective
conflict handling styles
integrating, obliging, dominating, avoiding, compromising
anti discrimination laws
intended to provide equal employment opportunity without regard to race, sex, age, disability, and several other protected categories
high deductible health plans (HDHP)
intended to provide health coverage in a way that gets employees involved as consumers making decisions to lower cost o Insurance with a high deductible and medical savings account with a specified limit that the employee contributes as a payroll deduction o Employee may carry over the dollar amount in the HDHP savings account rather than lose it at the end of the year § Health spending account, can only be used with high deductible plans, low premium o Premium low, deductible high (catastrophic plan) really healthy but just in case
integrating
interested parties confront the issue and cooperatively identify it, generate and weigh alternatives and select a solution, high cooperativeness, high assertiveness, win win
interpersonal opposition driven by personal dislike or disagreement
intergroup conflict
judical branch
interprets the law and holds trails concerned with violations of the law
hostile work environment
intimidating or demeaning environment or situation that negatively affects a person's job performance
dialectic method
involves a structures dialogue or debate of opposing viewpoints prior to making a decision
accountability
involves who is responsible for the tasks and related outcomes
negotiation
is a give and take decision making process between two or more parties with different preferences
alternative dispute resolution (ADR)
is a means for solving disputes using an independent third party and avoids the costs and problems associated with litigation and unilateral decision making much faster than litigation, low cost, confidentiality, win win
McGregor's Theory Y
is a modern and positive set of assumptions about people at work: they are self engaged, committed, responsible, and creative. This theory was developed to help managers break with the negative tradition.
Uniform guidelines on employee selection procedures
is a set of guidelines issued by the EEOC and other government agencies o Identify ways that an organization should develop and administer its systems for selecting employees so as to not violate title 7
outcome interdependence
is the degree to which the outcomes of task work are measured, rewarded, and communicated at the group level so as to emphasize collective outputs rather than individual contributions determined by the extent to which team members objectives and rewards are aligned
trust
is the willingness to be vulnerable to another person and the belief that the other person will consider the impact of how his or her intentions and behaviors will affect you
task significance
job affects lives of other people within the organization (meaningful work, more motivation, satisfaction, effectiveness)
favorable upward impression management tactics
job focused, supervisor focused, self focused
top heavy pension plans
key employees exceed a government-specified share of total pension benefits
scientific management
kind of management which conducts a business or affairs by standards established by facts or truths gaines from systematic observation, experiment, or reasoning productivity is increased while satisfaction is decreased
feedback
knowledge of one's actual results
Class/Status related conflict
large psychological distance between groups, large power/status difference between groups, scare finance resources, lack of trust between groups, lack of communication, historical factors
Employee retirement income security act (ERISA)
law increased responsibility of pension plan trustees to protect retirees, establish certain rights related to vesting, and portability creating the PBGC
5 bases of power
legitimate, reward, coercive, expert, referent
medical savings account
lets employees use their pretax savings to pay for qualified healthcare expenses o Money may be spent on health care expenses of the employee and their dependents within the year and at the end, unused funds return to employer
unethical tactics in negotiation
lies, puffery, deception, weakening the opponent, strengthening one's own position, nondisclosure, information exploitation, maximization.
trade secret litigation
litigation that can be filed against a company that hires someone to get the secret of a previous company
insurgency game
lower levels rebel against upper levels
consumer driven health plan
mainly religious, ensure that you're not paying health care costs towards something you don't believe in
early retirement
make employees sign that they will not file a claim under ADEA, waivers must be voluntary, understandable, and spell out employees' rights in the ADEA (law in effect because of the Older Workers Benefit Protection Act) § In exchange for signing, must receive compensation/greater benefits than they would receive upon retirement
norming
make it through storming because a respected member other than the leader challenges the group to resolve power struggles, authority questions are answered, team spirit
coercive power
make threats of punishment and deliver actual punishment slightly negative
stock ownership
makes employees a part of the organization, Encourages employees to focus on the success of the organization as a whole
exchange
making explicit or implied promises and trading favors
top-down
managers changed employees task to improve motivation, manager-led
sequential
manufacturing or assembly processes are typically sequential
perception of politics (POP)
matter just as much as politics themselves
energy
means conflict is more than a difference of opinion
gainsharing
measures increases in productivity and · effectiveness and distributes a portion of each gain to employees, appropriate for complex jobs knowing that they can enjoy a financial benefit from helping the company be more productive
virtual teams
members work across time, space, and organizational boundaries to achieve a common goal
i deals (idiosyncratic deals)
merged bottom up and top down where employees and managers jointly negotiate the types of tasks employees complete at work
job enrichment
modifies a job such that an employee has the opportunity to experience achievement, recognition, stimulating work, responsibility, and advancement, more autonomy and responsibility, vertical
high equity sensitivity
more outcome-oriented and want more than others for the same level of inputs
paid time off
most flexible approach, employer pools personal days, sick days, and vacation days for employees to use as they choose
engine
motivation and engagement is the ________ of human performance
Maslow's Hierarchy of Needs
motivation is the function of five basic needs: physiological, safety, love, esteem, and self actualization
esteem
need for reputation, prestige, and recognition from others, includes self-confidence and strength (growth)
safety
need to be safe from physical and psychological harm (deficiency need)
urgent
needs to be done now
personal power
negative side of power where people want to control others and manipulate people for their own gratification
3 levels of political action
network (general self-interests), coalition (specific issues), individual
mediation
neutral and trained 3rd party guides the others to find innovative solutions to the conflict, this is an outsider and they do not render a decision, the disputants must reach a mutually acceptable decision
equity sensitivity
not all individuals prefer an equal ratio of inputs to outcomes
value diversity plan
not just for numbers but for actual inclusion in leadership and decision making o Wider pool of talent, more profitable
quotas
numerical goals for the proportions of the labor market
4 basic rules of brainstorming
o 1) avoid criticizing other peoples ideas o 2) share all suggestions o 3) offer as many comments as possible o 4) build on others ideas to create your own
sexual harassment must be unwelcome and meet at least one of these requirements
o 1) sexual conduct is explicitly or implicitly a term or condition of employment o 2) whether the person submits, or rejects is a basis for employment decisions o 3) the unwanted sexual conduct unreasonably interferes with an employee's work performance or creates a work environment that is intimidating, hostile, or offensive
reward power
obtaining compliance by promising or granting rewards valued by the other party slightly positive
same sex harassment
occurs and is legal
intrinsic motivation
occurs when an individual is inspired by the positive internal feelings generated by doing well, rather than dependent on external factors for the motivation to work effectively
psychological empowerment
occurs when we feel a sense of meaning, competence, self-determination, and impact at work
social security
old age, survivors, diability, and health insurance program that is a retirement fund that takes the form of taxes begin receiving after 67 3k/month
retention bonus
one time incentive paid in exchange for remaining with the company after mergers and acquisitions
indirect legal cost
opportunities not pursued due to litigation concerns, disclaimers, and extra testing o Huge compared to direct legal costs for action actually taken
childcare
organization helps supply and collect information about cost and availability of childcare, provide voucher or discount, employer provides child care at or near work
reverse discrimination
organizations are allegedly discriminating against white males preferring women and minorities
Age Discrimination in Employment Act
outlaws discrimination against people older than 40 years
retirement plan
over 65 in addition to SS, employers are not required but many provide especially for high earning employees
stock
owners investment in a corporation, when stock price is rising the value of the investment is growing
floating holidays
paid holidays that vary from year to year
optional benefits
paid leave for vacations and holidays, life and medical insurance, and retirement plans benefits are often extended to the employees dependents
avoiding
passive withdrawal from the problem and active suppression of the issue are common, Low assertiveness, low cooperativeness, lose lose
sick leave
pay employees for days not worked because of illness, accumulates over time, can sometimes save in case of disability
profit sharing
payments are a percentage of the organizations profits and do not become part of the employees base salary depends on how large the profits are and is divided by hours worked
scanlon plan
pegs rewards to a measure of labor efficiency: the ration of labor costs to the sales value of production
expectancy theory
people are motivated to behave in ways that produce desired combinations of expected outcomes
authority
people tend to defer to and respect credible experts
social proof
people tend to follow the lead of those most like themselves
strategic candidates game
people try to place their candidates in strategic spots within the organization
scarcity
people want items, info, and opportunities with limited availability
cognitive crafting
perceive or think differently about existing tasks and relationships associated with your job
empowerment outputs
performance, organizational citizenship behavior, job satisfaction, turnover intentions, stress
competence
personal evaluation of your ability to do the job
common causes of conflict
personality differences, irritating workplace behaviors, unmet needs at work, perceived inequalities of resources and policies, unclear roles and responsibilities
needs
physiological or psychological deficiencies that arouse behavior
action steps
plan for how the organization will meet its goals, affirmative steps towards hiring veterans and individuals with disabilities
EEO policy
policy should define and prohibit unlawful behaviors, as well as provide procedures for making and investing complaints o Should require employees engage in fair conduct and respectful language
4 degrees of interaction that determine interdependence
pooled, sequential, reciprocal, comprehensive
institutional power
positive side of power which manifests in desire to organize people in the pursuit of organizational goals and help people obtain a feeling of competence
Roth IRA
post tax money, proceeds non-taxable, can take out early
sponsorship game
powerful sponsors for your own good
supervisor focused
praise and favors for your supervisor
IRA, 401K
pretax money, pay taxes on proceeds, harder to take out
escalation of conflict
process whereby a conflict grows increasingly worse over time
comprehensive
product development teams often utilize comprehensive interdependence. Online games require significant back and forth not in a linear or sequential way
thematic apperception test
projection test where you look at pictures and interpret, also known as the inkblot test, where you project your needs and wants into the picture
job characteristics model
promotes high intrinsic motivation by designing jobs that possess the five core job characteristics: skill variety, task identity, task significance, autonomy, feedback
Herzberg's Motivator-Hygiene Theory
proposes that job satisfaction and dissatisfaction arise from two different sets of factors, satisfaction comes from motivating factors and dissatisfaction with hygiene factors (the two factors do not interact, hygiene first then motivating)
intent of vesting
protect employees by preventing employers from terminating them before they meet requirement age to avoid paying pension benefits
passive programs
provide information and services but no formal support or motivation to use the program (health education and fitness facilities)
long term disability
provides benefits after that initial period, potentially for the rest of their life o 50-70% salary
short term disability
provides benefits for 6 months or less if disability makes them unable to work
job enlargement
puts more variety into a worker's job by combining specializes tasks of comparable difficulty, horizontal
core influence tactics
rational persuasion, consultation, collaboration, and inspirational appeals are the most effective at building commitments
soft tactics
rational persuasion, inspirational appeals, consultation, ingratiation, personal appeals friendlier, not as coercive
fraudulent recruitment
recruited people in a misleading way that was clearly egregious (saying pay is 20/hour when it is actually 8)
personal appeals
referring to friendship and loyalty when making a request
important
refers to the significance
sexual harassment
refers to workplace conduct of a sexual nature, including sexual advances, requests for sexual favors, and other contact in a sexual nature whether verbal or physical
organizational justice
reflects the extent to which people perceive they are treated fairly at work
distributive justice
reflects the perceived fairness of the way resources and rewards are distributed or allocated (the decision itself)
high performance teams
relatively small (10-12 members), members have specific skills, some are shared, some are complementary, roles are allocated across team members, commitment to a common purpose, rewards reinforce team, high trust, share pride
perceived
reminds us that sources of conflict can be real or imagined
psychological safety climate
represents a shared belief among team members that it is safe to engage in risky behaviors, such as questioning current practices without retribution or negative consequences
expectancy
represents an individuals belief that a particular degree of effort will be followed by a particular level of performance probabilities from 0-1, 0 being no amount will allow you to succeed
moral character
represents an individuals general tendency to think, feel, and behave in ways associated with ethical and unethical behavior
job crafting
represents employees' attempts to proactively shape their work characteristics
fair labor standards act
requires 40+ hours to receive overtime certain jobs are exempt due to salary over 40k hourly not exempt
consolidated omnibus budget reconciliation act (COBRA)
requires employers to permit employees to extend their health insurance coverage at group rates for up to 39 months following a qualifying event qualifying events: termination (Except for gross misconduct), reduction in hours, employees death
3 reactions to power
resistance, compliance, commitment
department of health
responsible for conducting research to determine the criteria for specific operations or occupations and training the employees to comply with the act
EEOC
responsible for enforcing equal employment opportunity laws (title 7, the equal pay act, and ADA)
Occupational Safety and Health Administration (OSHA)
responsible for inspecting employers, applying safety and health standards, and levying fines for violations (Dept. of Labor)
profits
result when an organization is efficiently providing products that customers want at a price they are willing to pay
extrinsic motivation
results from the potential or actual receipt of external rewards recognition, money, promotion
contributory plans
retirement plan funded by contributions from the employer and employee
noncontributory plan
retirement plan funded entirely by contributions from the employer
defined contribution plan
retirement plan in which the employer sets up an individual account for each employee and specifies the size of the investment into that account
performance bonus
rewards individual performance not rolled into base pay; employee must continue to earn them during the performance period can be one time, linked to objectives, 1-5k
individual goals
satisfy need for affiliation, develop, enhance, and confirm the individuals self-esteem, test perceptions of social reality, reduce anxiety, provide a problem solving mechanism
self determination
sense that you have control over your work and its outcomes
norms
shared attitudes, opinions, feelings, or behaviors that guide individual and group behavior typically unwritten, not discussed, but have powerful influence
team awards
similar to group bonuses but more likely to use a broad range of performance measures (cost saving, completing project, or meeting deadlines
ombudsman
someone who works for the organization and is widely respected and trusted by his or her coworkers, hears grievances and attempts to arrange a solution
workers compensation
state programs that provide benefits to workers who suffer work-related injuries or illnesses, or to their survivors
empowerment inputs
structural empowerment is an input to psych empowerment, positive self-evaluations, positive psych capital, knowledge or motivation
flex space
such as telecommuting, occurs when policies enable employees to do their work from a different location besides the office
contact hypothesis
suggests that the more members of different groups interact, the less intergroup conflict they will experience
job focused
tactics that present information about your job performance in a favorable light
affirmative action
taking extra effort to attract and retain minority employees
task boundaries
taking on more or fewer tasks and altering their scope or nature
group bonus
tend to be for smaller groups to award members for attaining a specific goal, usually measured by physical output
obliging
tend to show low concent for yourself and a great concern for others, such people tend to minimize differences and highlight similarities to please the other party Low assertiveness, high cooperativeness
social loafing
tendency for individual effort to decline as group size increases
group polarization
tendency of group members to move to an extreme position after discussing an issue as a group
collaboration
the act of sharing information and coordinating efforts to achieve a collective outcome
intensity
the amount of effort being invested in the activity
standard time
the average amount of time it would take to complete a task, if finished sooner than projected, receive full pay
group cohesiveness
the degree to which members feel part of the collective or "we" of the group
task interdependence
the degree to which team members depend on each other for information, materials, and other resources to complete their job tasks
love
the desire to be loved and to love, includes affection and belonging (deficiency need)
need for achievement
the desire to excel, overcome obstacles, solve problems, and rival and surpass others, accomplish something difficult
need for power
the desire to influence, coach, teach, or encourage others to achieve
need for affiliation
the desire to maintain social relationships, be liked, join groups,
power
the discretion and the means to enforce your will over others, all about influencing others
time
the duration members spend to together complete tasks and responsibilities
money purchase plan
the employer specifies a level of annual contributions which are invested and when the employee retires, they receive the amount of the contribution plan plus investment earnings
conflict
the energy created by the perceived gap between what we want and what were experiencing
dependence
the extent to which one member's task and responsibilities are linked to those of other members
autonomy
the extent to which the job allows freedom independence and discretion (work responsibility, more motivation, satisfaction, effectiveness)
adjourning
the group work is done (for temporary teams)
physiological
the most basic needs: food, air, water (deficiency need)
experience rating
the number of employees a company has laid off in the past and the cost of providing them with unemployment benefits
employee stock ownership plans (ESOP)
the organization distributes shares of stock to its employees by placing the stock into a trust managed on the employees benefit, when they leave they can sell stock to the organization, most common
procedural justice
the perceived fairness of the process and procedures used to make allocation decisions (process to make decisions)
instrumentality
the perceived relationship between performance and outcomes, high if boss gives a lot of performance
work life conflict
the perception that expectations and demands between work and nonwork roles are mutually incompatible
quid pro quo
the person makes a benefit (or punishment) contingent on an employee's submitting to (or rejecting) sexual advances
differential piece rate
the piece rate depends on the amount produced above a target or goal If the worker produces more than the standard amount, the piece rate is higher
valence
the positive or negative value you place on outcomes
motivation
the psychological processes that underlie the direction, intensity, and persistence, of behavior or thought
compensation
the rewards, usually monetary in nature (either short or long term) that reinforces behavior, org membership, performance and retention
stock options
the right to buy a certain number of shares of stock at a specified price (exercising the option to purchase stock)
position power
the source of influence is associated with a particular job or position within an organization legitimate, reward, and coercive power
total rewards
the sum total of all the things in the work experience that affect or are available to employees can be tangible or intangible, each persons ideal total is different, goal is to find a set of total rewards that are meaningful to the widest group of employees
employee benefits
the term for compensation in other forms than cash health insurance, retirement savings, paid vacation, SS contribution serves to attract, retain, and motivate employees
acquired needs theory
there are three needs (achievement, affiliation, and power) which are the key drivers of employee behavior
negative legitimate power
threatening and demeaning to those being influenced, builds power holders ego
storming
time of testing, test leader policies and assumptions as they try to find their place in the power structure, subgroups build
peer evaluations
to learn about teamwork competencies and evaluate the performance of the members of one of your teams
structural empowerment
transfers authority and responsibilities from management to employees o Does not give decision making authority to employee, just gives broader responsibilities with others o Not a zero-sum fame in which one person's gain is another's loss o Matter of degree not an either or
repairing trust
trust is fragile and can be violated many ways, both parties must be active in the repair of trust, use a staircase method to regain what they have lost
competence trust
trust of capability, how effectively do people meet or perform their responsibilities and acknowledge other people's skills and abilities
contractual trust
trust of character, do what you say you will do, keep track of commitments, be realistic and timely
communication trust
trust of disclosure, how well people share information and tell the truth
inspirational appeals
trying to build enthusiasm by appealing to other's emotions, ideals, or values
rational persuasion
trying to convince someone with reason, logic, or facts
bullying
unwelcomed behavior that occurs over a period of time and is meant to harm someone who feels powerless to respond evident to others, affects even those that aren't bullied, group level implications
counter-insurgency game
upper levels rebel against lower levels
expertise game
using your own expertise for your own advantage
distributive negotiation
usually concerns a single issue- a fixed pie- in which one person gains at the expense of another
paid leave
vacations, holidays, or sick leave. Many organizations also provide paid leave for jury duty, funerals of family members, and military duty
work teams
well-defined and common purpose, permanent, require the complete commitment of their members
outputs of equity theory
what do i perceive that i am getting out of my job (medical coverage bonuses, assignments, job security)
inputs of equity security
what do i perceive that i am putting into my job (education, training, creativity, effort)
group think
when a group of individuals reaches a consensus without critical reasoning or evaluation of the consequences or alternatives
personal power
which you possess independent of your position or job expert or referent power
Milgram's study of obedience
with each wrong answer you get a higher shock and people did not stop, they obeyed the teacher and took the shocks, people will do anything if they believe that they will not be held responsible, people respond to authority for no reason
Equal Pay Act of 1963
women and men same salary if the same qualifications · Title 7 civil rights act 1964- protected members of a protected class DANGERR (applied beyond work to housing etc.)
employment at will
you can get fired for whatever reason (can file wrongful discharge/termination)
golden handcuffs
you're making so much money that you can't afford to walk away
ZOPA
zone of possible agreement
3 components of a written affirmative action plan
§ 1) utilization analysis- comparison of the race, sex, and ethnic composition of the employers workforce with that of the available labor supply, % in workforce should not be significantly lower than the % of labor supply § 2) goals and timetables- % of women and minorities the organization seeks to employ in each job group and the dates they are to be attained (flexible) § 3) action steps- plan for how the organization will meet its goals, affirmative steps towards hiring veterans and individuals with disabilities
team v group
§ Leadership is an activity shared by everyone in the group § Group members are held accountable for individual and team results § The group defines its own mission, objectives, etc. § The group is focused on problem solving and continuous improvement § The group views effectiveness and success in terms of their collective productivity, outcomes, etc.
effective pay plans
§ Performance measures are linked to the organization's goals § Employees believe they can meet performance standards § The organization gives employees the resources they need § Employees value the rewards given § Employees believe the reward system is fair § The pay plan takes it into account that employees may ignore any goals that are not rewarded
family and medical leave act
· requires organizations with 50+ employees within a 75 mile radius to provide as much as 12 weeks of unpaid leave after childbirth, adoption, to care for a seriously ill child, spouse, or parent, for an employees' own serious illness, or to take care of urgent needs that arise when a spouse, child, or parent in the National Guard or reserve is called to active duty must guarantee the same/comparable job when they return
