Exam 4 Org. Behaviors

dependence

formal power and personal power

power based on fear of negative results

power based on the promise of positive results

power based on formal authority

power based on knowledge and skills

power based on respect, admiration, and charisma

importance, scarcity, and nonsubstitutability

legitimacy, rational persuasion, inspirational appeals, consultation, exchange, personal appeals, ingratiation, pressure, coalitions

actions not required by one’s formal role but that influence the distribution of advantages in the organization

withholding info, whistle-blowing, spreading rumors, leaking confidential info

a process that begins when one party perceives another as negatively affecting something they care about

conflict about content and goals of work

conflict focused on interpersonal relationships

conflict about how work gets done

dyadic, intragroup, intergroup

potential opposition, cognition & personalization, intentions, behavior, outcomes

a process where two or more parties exchange goods or services to reach agreement

win/lose negotiation dividing a fixed pie

win/win negotiation creating mutually beneficial outcomes

the range between each party’s resistance points where agreement is possible

being overly influenced by the first offer in negotiation

dividing labor into separate tasks to increase efficiency

grouping jobs so common tasks can be coordinated

an unbroken line of authority clarifying who reports to whom

the number of employees a manager can efficiently oversee

decision-making concentrated at a single point in the organization

decision-making spread out, allowing faster action and more input

the degree to which jobs are standardized

a structure with standardized tasks, rules, and narrow spans of control

a structure combining functional and product departmentalization

a system of shared meaning distinguishing one organization from another

core values intensely held and widely shared, strong influence on behavior

stories, rituals, symbols, language, behavior of others

by hiring similar people, socializing employees, and modeling values

a process enabling employees to learn necessary cultural knowledge and skills

proactive, intentional, goal-oriented change

change driven by forces outside management

habit, security, economic factors, fear of unknown, selective info processing

structural inertia, limited focus, group inertia, threat to expertise or power