MGMT 2103 Dr. Foster Exam 3

In groups, what are norms?

An attitude, opinion, feeling, or action shared bytwo or more people that guides behavior

What are consultive interactions?

a focus on the issues, mutual respect, useful give and take

Who are complementary workers?

individuals who possess skills, expertise, or roles that complement each other within a particular work environment or task.

What type of bias deepens a commitment?

escalation of commitment bias

Bounded Rationality

represents the notion that decision makers are "bounded" or restricted by a variety of constraints when making decisions

Forms of intuition

Holistic Hunch and Automated Experience

Holistic hunch

a judgement based on the subconscious integration of information stored in memory

Judgmental heuristics

are mental shortcuts people use to make decisions quickly.

What does AI do in decision making?

aids decision-making by analyzing data, predicting outcomes, optimizing processes, offering personalized recommendations, providing decision support, and automating tasks.

Disadvantages of Group Decision Making

social pressure, few dominant participants, goal displacement, and groupthink

Drivers of creative performance behaviors

include autonomy, challenging tasks, supportive environments, diverse perspectives, resource availability, feedback and recognition, leadership support, and cross-disciplinary collaboration.

Organizational functions in a group

in a group include leadership, communication, coordination, problem-solving, decision-making, task execution, support and collaboration, and evaluation and feedback.

5 categories of group development

-leadership becomes a shared activity
-accountability shifts from strictly individual to both individual and collective
-group develops its own purpose or mission
-problem solving becomes a way of life, not part
-time-effectiveness is measured by the group's collective outcomes/products

Whose task is it to get members to participate?

it is each team members responsibility, leadership responsibilities often shift as members step up

Tuckmans model

1. Framing
2. Storming
3. Norming
4. Preforming
5. Adjourning

Work teams

well-defined and common purpose, more or less permanent and require complete commitment of their members

How does a self managed team affect leadership?

leadership shifts from directive to supportive, with leaders acting as facilitators and coaches rather than traditional hierarchical figures.

How does trust influence teamwork?

open communication, collaboration, risk-taking, conflict resolution, and commitment among team members, essential for effective teamwork.

Relationship between conflict intensity and performance

Effective conflict resolution skills are crucial for managing conflicts and maintaining performance levels.

What type of environment allows team members to be riskier?

environment that promotes psychological safety, supportive leadership, clear goals, open communication, rewards for innovation, and a learning culture encourages team members to take risks.

Incivility

disrespectful, rude, or discourteous behavior exhibited in the workplace

Dysfunctional conflict resolution vs. alternative dispute resolution

Dysfunctional conflict resolution relies on ineffective or harmful methods, such as avoidance or destructive behaviors. Alternative dispute resolution, on the other hand, promotes constructive approaches like negotiation and mediation to find mutually acceptable solutions.

How does competence reflect on your ability to do your job?

Competence is your personal evaluation of your ability to do your job

What is it called when you enhance the employees decisison making power?

Empowerment efforts to enhance employee performance, well being, and positive attitudes

Personal power

is the type of influence a person exercises independent of his or her job position

Coercion power

ability to make threats or deliver punishment gives an individual or organization

Expert power

tends to produce commitment

Reward power

if they can obtain compliance by promising or delivering positive reinforcement

Reactions to use of power to punish people

including fear or resentment for coercive power, compliance or resistance for legitimate power, motivation or disillusionment for reward power, and respect or skepticism for expert power.

What type of power does a person use to do their job?

legitimate power based on their formal authority and expert power stemming from their knowledge and skills to perform their job effectively.

Structural empowerment

Based on transferring authority and responsibilitiesfrom management to employees

Psychological empowerment

Occurs when employees feel a sense of meaning, competence, self-determination, and impact at work

Organizational politics

Intentional acts of influence to enhance or protect the self-interest of individuals or groups

The "dark triad" consists of which of the following?

narcissism, machiavellianism, psychopathy

Fiedler's model uses the ___ scale to measure a person's leadership style

Least preferred coworker

What does Fiedler's model measure?

measures the effectiveness of leadership styles in relation to situational factors within an organization.

The dimensions of situational control in Fiedler's model

leader-member relations, task structure, position power

Work-facilitation

is when a leader is planning, scheduling, organizing, and coordinating work

The rational decision making model

assumes that managers are completely objective and possess all information for their decisions. In this model, decisions demonstrate excellent logic.

Intuition

speeds up the decision-making process.

_____ groups are assigned by organizations or managers. or_____ members' overriding purpose of getting together is a friendship or a common interest

Formal; informal

Functional conflict

Characterized by consultative interactions, focus on the issues, mutual respect, and useful give and take

Conflict is considered to be dysfunctional when

it hinders organizational performance

The _____ conflict handling style is a give-and take approach

compromising

Alternative Dispute Resolution

uses faster, more user-friendly methods of dispute resolution, instead of traditional, adversarial approaches, such as unilateral decision making or litigation.