BUS3-160 Final Exam Terminology

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137 Terms

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Power

Capacity, discretion, and means to enforce one's will over others.

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Dependence

Extent to which people rely on a powerful person.

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Formal Power

Based on position in an organization, can be coercive, reward-based, or from legitimate authority.

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Coercive Power

Depends on fear of negative consequences for non-compliance.

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Reward Power

Ability to distribute valuable rewards to motivate others.

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Legitimate Power

Based on a person's position in the formal hierarchy of an organization.

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Personal Power

Derived from individual characteristics.

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Expert Power

Influence based on expertise, special skills, or knowledge.

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Referent Power

Influence based on identification with desirable traits in a person.

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General Dependence Postulate

Greater dependence on A leads to more power A has over B.

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Chain

Communication flows sequentially from one member to another.

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Wheel

Communication revolves around a central figure distributing information.

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All Channel

All group members communicate directly with each other.

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Social Network Analysis

Method studying connections between people or groups.

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Influence/Power Tactics

Ways individuals use power bases for specific actions.

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Legitimacy

Relying on authority position or organizational policies.

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Rational Persuasion

Presenting logical arguments and evidence.

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Inspirational Appeals

Developing emotional commitment by appealing to values.

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Consultation

Increasing support by involving the target in decision-making.

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Exchange

Rewarding the target for agreeing to a request.

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Personal Appeals

Asking for compliance based on friendship or loyalty.

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Ingratiation

Using flattery or friendly behavior before making a request.

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Pressure

Using warnings, demands, and threats to influence.

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Coalitions

Enlisting aid or support of others to persuade a target.

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Push Influence Strategies

Persuading, proposing, asserting, using incentives.

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Pull Influence Strategies

Attracting, finding common ground, involving, listening.

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Sherif's Conformity Study

People conform using others' behavior as information, especially when uncertain.

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Four Walls Technique

Series of questions boxing the target into compliance.

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Self-Oriented E

Drawing the letter 'E' to face oneself

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Interpersonal Tactics

Strategies to influence group decisions

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Automatic Processing

Superficial consideration of information using heuristics

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Controlled Processing

Detailed consideration of information relying on facts and logic

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Need for Cognition

Desire to think and learn continuously

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Political Skill

Ability to influence others to achieve objectives

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Cultures within Organizations

Differences in organizational climates and behaviors

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Political Behavior

Non-required activities influencing advantages within an organization

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Grapevine

Informal communication network within an organization

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Sexual Harassment

Unwanted sexual activity affecting work environment

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Factors Influencing Political Behavior

Individual and organizational elements affecting behavior

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Zero-Sum Approach

Reward allocation treating gains as losses for others

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Principles of Persuasion

Robert Cialdini's 6 principles to influence behavior

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Employee Responses to Organizational Politics

Reactions to threats from political environments

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Defensive Behaviors

Reactive actions to avoid blame or change in political settings

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Impression Management

Controlling others' perceptions of oneself

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Impression Management Techniques

Strategies to shape others' opinions about oneself

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Flattery

Complimenting others to appear perceptive and likeable.

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Exemplification

Doing more than needed to show dedication.

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Framing and Positioning

Strategically presenting ideas to influence perception.

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Finding Allies

Seeking support from sympathetic or uncertain individuals.

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Argumentation

Presenting arguments calmly and logically.

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Risk Management

Using strategies to mitigate potential backlash.

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Private vs. Public Voting

Utilizing voting methods to encourage or discourage dissent.

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Commitment and Consistency

Leveraging the need for consistency in decision-making.

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Interpersonal Influence: Push vs. Pull

Switching between involving others and asserting judgments.

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Emotional Contrast

Creating impact by alternating emotional displays.

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Effective Dissent

Appearing hyper-rational and attacking issues, not people.

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Competing

One party aims to win the conflict without regard for the other's feelings.

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Collaborating

All parties seek a solution beneficial to everyone, despite requiring more time.

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Compromising

Each party sacrifices something to reduce conflict intensity.

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Avoiding

Ignoring or evading conflict to avoid dealing with it.

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Accommodating

Yielding to the other party's needs, prioritizing their happiness over one's own.

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Behavior

Actions and words exhibited during a conflict.

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Overt conflict

Visible conflict through actions, words, or behaviors.

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Outcomes

Results or consequences of a conflict.

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Functional outcomes

Enhanced group performance resulting from conflict resolution.

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Dysfunctional outcomes

Reduced group performance due to unresolved conflict.

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Conflict management

Employing techniques to control and resolve conflicts effectively.

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Negotiation

Communication between parties to reach a mutual agreement.

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Bargaining characteristics

Aspects like goals, motivation, focus, interests, and information sharing in negotiations.

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Distributive bargaining

Negotiation aiming to divide fixed resources, often leading to a win-lose outcome.

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Integrative bargaining

Negotiation seeking win-win solutions through collaboration and creative problem-solving.

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BATNA

Best Alternative to a Negotiated Agreement; the least acceptable outcome.

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Reservation point

The lowest acceptable outcome a negotiator will settle for.

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Logrolling

Exchanging concessions to reach an agreement beneficial to both parties.

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Bargaining Zone

The range between buyer's and seller's reservation prices in a negotiation.

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Closure and implementation

Finalizing agreements and setting procedures for execution.

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Pareto-efficient frontier

Optimal balance between conflicting objectives where no party can gain without another losing.

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Personality traits

Factors like agreeableness, self-efficacy, emotional intelligence, and entitlement affecting negotiations.

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Power dynamics

Influence relationships affecting negotiation outcomes.

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Moods and emotions

Feelings like anger, anxiety, sadness, and emotional unpredictability influencing negotiations.

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Culture and race

Aspects such as cultural sensitivity, communication styles, and gender impacting negotiations.

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Mediator

Neutral third party aiding in negotiation by suggesting solutions.

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Arbitrator

Third party with authority to dictate terms in a negotiation.

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Conciliator

Trusted intermediary facilitating communication between negotiators.

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Organizational Culture

Shared values, beliefs, and assumptions distinguishing an organization

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Dominant Culture

Expresses core values shared by most members

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Subcultures

Mini cultures within an organization based on designations

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Strong Culture

Intensely held and widely shared core values

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Weak Culture

Lacks clear values, norms, or group identity

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Types of Cultures

Clan, Adhocracy, Market, Hierarchy based cultures

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Functions of Culture

Distinguishes, conveys identity, generates commitment, enhances stability, sense-making

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Culture as a Liability

Disadvantages: Institutionalization, barriers, toxicity, acquisitions hindrance

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Forces for Change

Factors like technology, competition, and social trends driving organizational change

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Nature of the Workforce

Includes cultural diversity, aging population, immigration, and outsourcing

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Economic Shocks

Events like global recession, housing market fluctuations, and financial sector collapses

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Competition

Involves global competitors, mergers, and increased government regulations

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Social Trends

Changes in attitudes, like environmental awareness and LGBTQ+ acceptance

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World Politics

Factors such as rising healthcare costs and negative attitudes towards business

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Reasons for Resistance

Factors like reactance, fear of failure, and lack of understanding hindering change acceptance

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8 Tactics for Dealing with Resistance

Strategies like communication, participation, and coercion to manage resistance