Exam 4 textbook

equity theory is based on

org justice

org justice def

how ppl perceive fairness

4 types of org justice

distributive

procedural

interpersonal

info

Distributive justice

ppl perceive fairly allocated outcome

procedural justice

ppl perceive policy and procedure is fair

Interpersonal justice

level of dignity workers get during change

Informational justice

amt of access ppl get and explanation

vroom’s expectancy

vroom’s expectancy theory

info justice

beh over expectation

based on expectancy, instrumentality, and valence

Intrinsic motivation

perf for own satisfaction

2 mechanism of intrinsic motivation

need for competence and self det

extrinsic motivation

external awards

extrinsic pay types

seniority-based pay

job content

skill

perf

job design

 setting duties and responsibilities to improve perf

3 approach of job design

job enlargement

rotation

enrichment

job enlargement

inc task and duties

job rotation

moving employees from one job to another

Job enrichment

Hackman and Oldham job characteristics (skill, task identity, task significance, autonomy, and feedback)

Reinforcement

 apply consequence to build behavior

pos reinforcement

pos consequences to reinforce pos beh

Neg reinforcement

remove stimulus followed by certain beh to strengthen beh

Punishment

unpleasant consequence to discourage undesirable beh

Extinction

absence of any consequence, reduce beh will be repeated

Entrepreneurship

transform the way we live, communicate, and interact

Role of manager

learn from entrepreneur and enhance org by creating opp, ideas, and strat

5 types of managers

corporate

entrepreneur inside

fam

serial/habitual

social entrepreneur

 sourcing solutions to social and environmental prob

8 components of entrepreneurship

1. Identify desired impact

2. Start w means at hand

3. Describe idea

4. Calculate loss

5. Take small action

6. Network and enroll others in the journey

7. Build on what has been learned

8. Reflect and be honest

Opportunity and challenges for new ventures

• Mkt opportunities/customer/competitors

• Human capital

• product/service after-sales

• Mkt

• R&D/product development

• Company finance

• Operations mgt

• Top mgt

• Mkt size/value creation

• Entrepreneurial team

• Feasibility of product/service

• Rev

• Legal issue

coping strat to learn from failure

• Reframe failure

• Set goals w pos outcomes

• Create ”fear” list”

• Focus on learning

managers need what powers

positional and persoanl

leaders wield what power for what

positional; to affect someone

managers wield what power for what

personal; likeable and informed

Dark triad

narcissism, Machiavellianism, and psychopathy

Differentiation leaders

from non leaders

dark triad

Behavioral leadership

specific beh distinguish leaders from nonleaders

Contingency leadership

based on traits/beh or situational factor

Situational leadership

adapt their style based on the ppl

Path-goal leadership

effective is leadership guides them 

Transformational leadership

works w ppl in and outside of org to create opp and higher vision

Laissez-faire

leader give responsibility to others

Empowering leadership

gives power to employees that motivate them

Shared leadership

distribute influence among groups and indiv

Self-leadership

ppl intentionally influence their thinking to achieve their objective

Authentic leadership

based on honesty, practicality, and ethics

Servant leader

emphasize employees and community; share power to grow in the org

Ethical leadership

based on values, morals, and beliefs

HR

deals w mgt of ppl in org

7 functions of HR (RBPTESA)

1. Recruitment

2. Performance mgt

3. Benefit

4. Training

5. Employee motivation

6. Safety

7. administration

3 selection tool to select talent

application, selection test, and interview

Onboarding

equipping workers w skills, knowledge, and beh transition to org

7 ways managers can help onboarding

1. Understand their challenge

2. Accelerate their learning

3. Make them pt of team

4. Connect them

5. Give direction

6. Help them succeed early

7. Coach them

Different training strategies

Training by instructor

Interactive

Hands-on

E-learning

Video

Coaching and mentoring

Cross-training

Peer-to-peer learning

ADDIE model (training strat)

 design model (ISD) to help instructors design and build prg

Perf mgt

provides feedback to maintain and improve perf

4 stages of traditional perf

1. Plan

2. Act

3. Track

4. Review

Info tech (IT)

develop and use computer system, software, and network for process and distribute data

Services of IT

cloud computing, laaS, PaaS, SaaS, data analytics, AI, and machine learning

How managers use info and tech to create efficiency

• Mgt info system (MIS)

• Transaction processing system (TS)

• Enterprise resource planning (ERP)

• Executive support system (ESS)

• Decision support system (DSS)

• Learning mgt systems (LMS)

types of fin control

budgeting, fin statement, and audit

Cybersecurity threat

ransomware, malware, social engineering, and phishing

fin control

processes, policies, and procedures by managers to meet fin goals

How managers apply control and influence performance

Lean manufacturing

JIT method

SCM mgt

TQM

SQC

Deming mgt

6 signa and lean 6 sigma

ISO 9000 and ISO 14000

kaizen

Myers-Briggs Type Indicator (MBTI) purpose

how indiv perceive their environ, decision, and info

what MBTI score highest and lowest in SL

ESTJ;INTP

Big 5 Model

1. Extraversion: outgoing

2. Agreeableness: courteous

3. Conscientious: plan

4. Neuroticism: anxious, insecurity

5. Openness to experience: curiosity

internal locus of control

have direct control of outcome

external locus of control

have little control

high self monitoring

control self img

see SL strat

low self monitoring

scared being themselves

engage in SL due to values

Need for autonomy

biggest predictor of SL

high need for autonomy

dislike structure job

more engage in SL

low need for autonomy

like structure job

movie on internal locus and effective leadership

logan lucky

qualities of naturally engage in SL

high J/E need of autonomy, conscientiousness, emotional stability

internal locus of control

self monitor

Gallup’s CliftonStrength

turn talent to strength

Talent x investment = strength

34 talents into 4 strat thinking, relationship, building, influence, and execute

VIA Character Strengths

find top strength and practice regularly

24 strengths into wisdom, courage, humanity, justice, temperance, and transcendence

diversity in SL

gen

gender

culture

culture: diversity in SL

5 dimensions Geert Hofstede

5 dimensions Geert Hofstede

power distance

indiv

masculinity

uncertain avoidance

long term

power distance- 5 dimensions Geert Hofstede

degree of equality

high: restrict SL

low: more indiv unqie

indiv- 5 dimensions Geert Hofstede

how society value indiv/collective achievement

guided by interest, reward, and short obj

masculinity- 5 dimensions Geert Hofstede

trad masc role

uncertainty avoidance- 5 dimensions Geert Hofstede

uncertainty tolerance

high: formal plan

low: innovative and flexible

long term orientation- 5 dimensions Geert Hofstede

long term devotion to trad/forward value

profile on sl personal prob

taylor swift

SL application in personal prob

cues

self reinforcement

assertive

SL application in sports

imagery

psyched up/out

SL application in uniquely autonomous job (sales ppl)

set goals, rehearse, self reward, and seek natural reward

SL application in entrepreneurship

systemic SL

SL application in boundaryless career path

path w a heart

self directed

Douglas T Hall

SL application in SL and social responsiblity

contemporary mgt (social responsibility, entrepreneurship, and sustainability)

SL application in org mgt position

effectiveness and efficiency by Drucker

effectiveness by Drucker means

doing the right thing

efficiency by Drucker means

doing things righ

SL case on nonmgt job

john johnson and ebony magazine

4 pt of SL that impact our beh

world altering and self imposed strat

redesign mental world

natural reward

team SL

world altering strat

reminders and attention focus

dec neg cues and inc pos cues

self imposed strat

self observation/reward/punishment

redesign mental world

beliefs and self talk

team SL

me vs we