BUS3-160 Final Exam Terminology

Power

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

Dependence

Extent to which people rely on a powerful person.

Formal Power

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

Coercive Power

Depends on fear of negative consequences for non-compliance.

Reward Power

Ability to distribute valuable rewards to motivate others.

Legitimate Power

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

Personal Power

Derived from individual characteristics.

Expert Power

Influence based on expertise, special skills, or knowledge.

Referent Power

Influence based on identification with desirable traits in a person.

General Dependence Postulate

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

Chain

Communication flows sequentially from one member to another.

Wheel

Communication revolves around a central figure distributing information.

All Channel

All group members communicate directly with each other.

Social Network Analysis

Method studying connections between people or groups.

Influence/Power Tactics

Ways individuals use power bases for specific actions.

Legitimacy

Relying on authority position or organizational policies.

Rational Persuasion

Presenting logical arguments and evidence.

Inspirational Appeals

Developing emotional commitment by appealing to values.

Consultation

Increasing support by involving the target in decision-making.

Exchange

Rewarding the target for agreeing to a request.

Personal Appeals

Asking for compliance based on friendship or loyalty.

Ingratiation

Using flattery or friendly behavior before making a request.

Pressure

Using warnings, demands, and threats to influence.

Coalitions

Enlisting aid or support of others to persuade a target.

Push Influence Strategies

Persuading, proposing, asserting, using incentives.

Pull Influence Strategies

Attracting, finding common ground, involving, listening.

Sherif's Conformity Study

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

Four Walls Technique

Series of questions boxing the target into compliance.

Self-Oriented E

Drawing the letter 'E' to face oneself

Interpersonal Tactics

Strategies to influence group decisions

Automatic Processing

Superficial consideration of information using heuristics

Controlled Processing

Detailed consideration of information relying on facts and logic

Need for Cognition

Desire to think and learn continuously

Political Skill

Ability to influence others to achieve objectives

Cultures within Organizations

Differences in organizational climates and behaviors

Political Behavior

Non-required activities influencing advantages within an organization

Grapevine

Informal communication network within an organization

Sexual Harassment

Unwanted sexual activity affecting work environment

Factors Influencing Political Behavior

Individual and organizational elements affecting behavior

Zero-Sum Approach

Reward allocation treating gains as losses for others

Principles of Persuasion

Robert Cialdini's 6 principles to influence behavior

Employee Responses to Organizational Politics

Reactions to threats from political environments

Defensive Behaviors

Reactive actions to avoid blame or change in political settings

Impression Management

Controlling others' perceptions of oneself

Impression Management Techniques

Strategies to shape others' opinions about oneself

Flattery

Complimenting others to appear perceptive and likeable.

Exemplification

Doing more than needed to show dedication.

Framing and Positioning

Strategically presenting ideas to influence perception.

Finding Allies

Seeking support from sympathetic or uncertain individuals.

Argumentation

Presenting arguments calmly and logically.

Risk Management

Using strategies to mitigate potential backlash.

Private vs. Public Voting

Utilizing voting methods to encourage or discourage dissent.

Commitment and Consistency

Leveraging the need for consistency in decision-making.

Interpersonal Influence: Push vs. Pull

Switching between involving others and asserting judgments.

Emotional Contrast

Creating impact by alternating emotional displays.

Effective Dissent

Appearing hyper-rational and attacking issues, not people.

Competing

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

Collaborating

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

Compromising

Each party sacrifices something to reduce conflict intensity.

Avoiding

Ignoring or evading conflict to avoid dealing with it.

Accommodating

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

Behavior

Actions and words exhibited during a conflict.

Overt conflict

Visible conflict through actions, words, or behaviors.

Outcomes

Results or consequences of a conflict.

Functional outcomes

Enhanced group performance resulting from conflict resolution.

Dysfunctional outcomes

Reduced group performance due to unresolved conflict.

Conflict management

Employing techniques to control and resolve conflicts effectively.

Negotiation

Communication between parties to reach a mutual agreement.

Bargaining characteristics

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

Distributive bargaining

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

Integrative bargaining

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

BATNA

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

Reservation point

The lowest acceptable outcome a negotiator will settle for.

Logrolling

Exchanging concessions to reach an agreement beneficial to both parties.

Bargaining Zone

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

Closure and implementation

Finalizing agreements and setting procedures for execution.

Pareto-efficient frontier

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

Personality traits

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

Power dynamics

Influence relationships affecting negotiation outcomes.

Moods and emotions

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

Culture and race

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

Mediator

Neutral third party aiding in negotiation by suggesting solutions.

Arbitrator

Third party with authority to dictate terms in a negotiation.

Conciliator

Trusted intermediary facilitating communication between negotiators.

Organizational Culture

Shared values, beliefs, and assumptions distinguishing an organization

Dominant Culture

Expresses core values shared by most members

Subcultures

Mini cultures within an organization based on designations

Strong Culture

Intensely held and widely shared core values

Weak Culture

Lacks clear values, norms, or group identity

Types of Cultures

Clan, Adhocracy, Market, Hierarchy based cultures

Functions of Culture

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

Culture as a Liability

Disadvantages: Institutionalization, barriers, toxicity, acquisitions hindrance

Forces for Change

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

Nature of the Workforce

Includes cultural diversity, aging population, immigration, and outsourcing

Economic Shocks

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

Competition

Involves global competitors, mergers, and increased government regulations

Social Trends

Changes in attitudes, like environmental awareness and LGBTQ+ acceptance

World Politics

Factors such as rising healthcare costs and negative attitudes towards business

Reasons for Resistance

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

8 Tactics for Dealing with Resistance

Strategies like communication, participation, and coercion to manage resistance