Org Beh Exam 4

refers to the capacity, discretion, and means to enforce one’s will over others

probably the most important aspect of power is that it is a function of...

power focuses on the (downwardpward) influence on one's followers

leadership focuses on (downwardpward) influence on one's followers

name the 3 formal powers

a power that fears of negative results

a power that promises of positve results

a power of formal authority

name the 2 perosnal powers

a power of knowledge, skills, etc.

a power of respect, admiration, charisma

When you possess anything others require but that you alone control, you make them dependent upon you and, therefore, you gain power over them.

what creates dependence

name the 3 common small groups

name some influence tactics

a relatively superficial consideration of evidence and information that takes little time or effort and makes use of heuristics

a detailed consideration of evidence and information relying on facts, figures, and logic

activities that are not required as part of one’s formal role in the organization, but that influence the distribution of advantages within the organization

In politics, engaging in negative behavior is

In politics, necessary evil is

In politics, useful part of the process is

In politcs, central to the process is

an organization’s informal communication network is called

I'll do it for you, if you do it for me is

holding on the decisions made

seeking valiation

not a lot left

who they identify with

Strictly interpreting your responsibility by saying things like “The rules clearly state...”or “This is the way we’ve always done it.”

Transferring responsibility for the execution of a task or decision to someone else.

Avoiding an unwanted task by falsely pleading ignorance or inability.

Prolonging a task so that one person appears to be occupied—for example, turning a two-week task into a 4-month job.

Appearing to be more or less supportive publicly while doing little or nothing privately.

Rigorously documenting activity to project an image of competence and thoroughness, known as “covering your rear.”

Evading situations that may reflect unfavorably. It includes taking on only projects with a high probability of success, having risky decisions approved by superiors, qualifying expressions of judgment, and taking neutral positions in conflicts.

Developing explanations that lessen one’s responsibility for a negative outcome and/or apologizing to demonstrate remorse, or both.

Placing the blame for a negative outcome on external factors that are not entirely blameworthy.

Manipulation of information by distortion, embellishment, deception, selective presentation, or obfuscation.

Trying to prevent a threatening change from occurring.

Acting in ways to protect one’s self-interest during change by guarding information or other resources.

informal, discretionary communication of suggestions, concerns, or opinions about work-related issues to people who might be able to take appropriate action

involves the discretionary withholding of suggestions, concerns, or opinions about work-related issues from those who might be able to do something about it.

Agreeing with someone else’s opinion to gain their approval is a form of ingratiation.

Doing something nice for someone to gain that person’s approval is a form of ingratiation.

Explaining a predicament-creating event aimed at minimizing the apparent severity of the predicament is a defensive IM technique.

Admitting responsibility for an undesirable event and simultaneously seeking to get a pardon for the action is a defensive IM technique.

Highlighting your best qualities, downplaying your deficits, and calling attention to your achievements is a self-focused IM technique.

Claiming that something you did is more valuable than most other members of the organizations would think is a self-focused IM technique.

Complimenting others about their virtues in an effort to make yourself appear perceptive and likeable is an assertive IM technique.

Doing more than you need to in an effort to show how dedicated and hard working you are is an assertive IM technique.

a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about is called a

_______ conflict supports the goals of the group and improves its performance.

Conflicts that hinder group performance are ____________ or destructive forms of conflict.

Name the 3 categories of conflict

_____ conflict relates to the content and goals of the work

______________ conflict focuses on interpersonal relationships

__________ conflict is about how the work gets done

name the 3 different types of Loci of Conflict

_______ conflict is conflict between two people

________ conflict occurs within a group or team

____________ conflict is a conflict between groups or teams

name the 5 stages of the conflict process

_____ _____ : Awareness by one or more parties of the existence of or conditions that create opportunities for conflict.

_______ _________: Emotional involvement in a conflict that creates anxiety, tenseness, frustration, or hostility.

______ __________ is the use of resolution and stimulation techniques to achieve the desired level of conflict

_____________ is a process in which two or more parties exchange goods or services and attempt to agree upon the exchange rate for them.

Negotiating that seeks to divide up a fixed pie of resources. A win/lose solution

Negotiation that seeks one or more settlements that can create a win/win solution

name the 5 steps of the negotiation process

People generally negotiate more effectively within cultures than between them.

the way other people think and talk about you is

A _________ facilitates a negotiated solution

An _________ decides on a solution

A ___________ informal communicator

_____ ___________ : the division of labor into separate activities.

Grouping jobs together so common tasks can be coordinated is called

_____ __ ________: an unbroken line of authority that extends from the top of the organization to the lowest echelon and clarifies who reports to whom.

______________ refers to the degree to which decision making is concentrated at a single point in the organization.

____________: the degree to which jobs within the organization are standardized.

_________ __________ occurs when individuals form relationships with people outside their formally assigned groups.

______ _______: the manager and the owner are one and the same.

A ___________ is characterized by standardization.

The _____ ______ combines two forms of departmentalization—functional and product:

The essence of the _______ ___________ is that it is typically a small, core organization that outsources major business functions.

eliminates the chain of command and replaces departments with empowered teams is called

__________ is a systematic effort to make an organization leaner by selling off business units, closing locations, or reducing staff.

A ______ model: loose structure; low specialization, low formalization, decentralized

__________ Model: Tight control; extensive work specialization, high formalization, high centralization

Mix of loose with tight properties; tight controls over current activities and looser controls for new undertakings

the way an organization transfers its inputs into outputs.

____________ _________ refers to a system of shared meaning held by members that distinguishes the organization from other organizations.

The _______ culture expresses the core values a majority of members share and that give the organization distinct personality

_________ tend to develop in large organizations to reflect common problems, situations, or experiences that members face.

______ culture: core values are intensely held and widely shared.

How employees learn culture

A process which enables new employees to acquire the social knowledge and necessary skills in order to adapt to the organization’s culture.

Boundary-defining role.
Conveys a sense of identity for members.
Facilitates the generation of commitment.
Enhances the stability of the social system.
Serves as a sense-making and control mechanism.

Organizational _______ is shared perceptions about the organization and work environment.

the shared concept of right and wrong behavior in that workplace

___________: practices that can be maintained over very long periods of time because the tools or structures that support the practices are not damaged by the processes.

Emphasizes building on employee strengths.
Rewards more than it punishes.
Emphasizes individual vitality growth.

Lewin's Three-Step Change Model

A change process based on the systematic collection of data and selection of a change action based on what the analyzed data indicate.

____________ ___________ is a collection of change methods that try to improve organizational effectiveness and employee well-being.

the theory that the key paradox in management is that there is no final optimal status for an organization.

The overlap between parties’ acceptable outcomes where agreement is possible

How does power relate to sexual harassment:

5 conflict handing intentions:

Win/lose negotiation over a fixed pie of resources

Win / win negotiation focused on shared interests and expanding value

The overlap between parties’ acceptable outcomes where agreement is possible