MGT 3305 Fisher Exam 1

studied byStudied by 1 person
0.0(0)
get a hint
hint

Organizations

1 / 124

encourage image

There's no tags or description

Looks like no one added any tags here yet for you.

125 Terms

1

Organizations

social structures created by individuals to support the collaborative pursuit of specific goals

New cards
2

Organizational behavior (OB)

refers to explaining human behavior in organizations, which includes examining the behavior of individuals, groups, or all the members of an organization as a whole

New cards
3

Technical Skills

refer to expertise in a particular task or field

New cards
4

Relational skills

are talents for getting along with an motivating people

New cards
5

Conceptual skills

refer to the capability to understand complex issues and underlying causes and to solve problems with broad implications

New cards
6

Conventional OB

tends to emphasize material or financial well-being and interests of narrow range of stakeholders in the immediate future

New cards
7

Sustainable OB

tends to emphasize multiple forms of well-being (i.e., financial, social, ecological, spiritual) and the interests of a broad range of stakeholders in the immediate as well as distant future

New cards
8

Virtue theory

focuses on character and the ways in which people practice and facilitate the practice of virtues in community, thereby facilitating happiness

New cards
9

Virtues

behavior showing high moral standards

New cards
10

Ideal types

are fundamental models or theoretical extremes

New cards
11

Critical thinking

involves actively questioning and evaluating assumptions and information

New cards
12

Management

the process of planning, organizing, leading and controlling human and other organizational resources towards the achievement of organizational goals

New cards
13

4 character traits of a servant leader

  1. consistent, 2) diligent, 3) hard working and 4) resourceful

New cards
14

planning conventional vs. sustainable OB

Conventional OB: focuses on how managers set goals and design strategies to achieve them

New cards
15
New cards
16

Sustainable OB: emphasizes using practical wisdom, which is exercising foresight, reason, and discretion to achieve what is good for the community

New cards
17

Practical wisdom (prudence)

is exercising foresight, reason, and discretion to achieve what is good for the community

New cards
18

organizing conventional vs. sustainable OB

Conventional OB: arranging human and other organizational resources in order to achieve planned goals and strategies

New cards
19
New cards
20

sustainable OB: arranging resources but emphasizes a spirit of dignification, experimentation, and sensitivity to others' needs in the process

New cards
21

Courage

is the willingness to take action to do what is good regardless of personal consequences

New cards
22

leading conventional vs. sustainable OB

conventional OB: uses systems and interpersonal human skills to influence others to achieve organizational goals

New cards
23
New cards
24

sustainable OB: develop workplaces where the emphasis on financial and productivity goals is balanced by emphasis on sustainability and healthy social relationships

New cards
25

Self-control

relates to a person's emotional regulation and ability to overcome impulsive actions and greed

New cards
26

controlling conventional vs. sustainable OB

conventional OB: ensures that organizational members do what they are supposed to be doing and that their performance meets expectations

New cards
27
New cards
28

sustainable OB: control goes beyond simply ensuring that organizational directives are followed. it also involves ensuring that members' action are just and consistent with the organization's values

New cards
29

Justice

is a sense of "fairness" that ensures that everyone connected with an organization gets his or her due

New cards
30

Know the four stages of management and be able to recognize them

  1. planning

New cards
31
  1. organizing

New cards
32
  1. leading

New cards
33
  1. controlling human and other organizational resources...

New cards
34
New cards
35

... toward the achievement of organizational goals

New cards
36

sustainable development

Development that meets the needs of the present without compromising the ability of future generations to meet their own needs.

New cards
37

Globalization

refers to the increased interdependence and integration among people and organization around the world

New cards
38

Multinational company (MNC)

is an organization that receives more than 25 percent of its total sales revenue from outside its home country

New cards
39

Polycentrism

is an assumption that members in a host country know the best way to manage an organization in their country

New cards
40

Ethnocentrism

is the assumption that members of one's own home country offer the best way to manage in a host country

New cards
41

Egalicentrism

is the assumption that people from different cultures working together in a manner characterized by two-way, give-and-take communications foster deeper mutual understanding, community, and new insights

New cards
42

National culture

includes the shared values, beliefs, and knowledge, and general patterns of behavior that characterize a country's citizens

New cards
43

what are the 5 components of Hofstede's Dimensions of Culture

  1. individualism

New cards
44
  1. materialism

New cards
45
  1. short term orientation

New cards
46
  1. power distance

New cards
47
  1. uncertainty avoidance

New cards
48

Individualism (Hofstede's Dimensions of Culture)

Some cultures place a strong emphasis on individualism, which makes individuality and individual rights paramount and encourages people to act in their own self-interest.

New cards
49

Materialism (Hofstede's Dimensions of Culture)

cultures that emphasize materialism place high value on assertiveness and achievements such as better paying jobs, material possessions, and money

New cards
50

Time orientation (Hofstede's Dimensions of Culture)

the concept of time orientation differentiates between cultures that have a short-term view and those that take a long-term perspective.

New cards
51

Short term view (Hofstede's Dimensions of Culture)

emphasize living in the present

New cards
52

Power distance(Hofstede's Dimensions of Culture)

the relative emphasis placed on power differences in a culture is called power distance

New cards
53

Uncertainty avoidance (Hofstede's Dimensions of Culture)

cultures with high uncertainty avoidance scores prefer predictable rules and regulations to ambiguity and risk

New cards
54

collectivism

emphasis on interests of group

New cards
55

quality of life

emphasis on relationships, quality of life, and cooperations

New cards
56

challenge authority

emphasis on equality and challenging authority

New cards
57

comfortable with uncertainty

emphasis on openness to change and adaptability

New cards
58

Long term view

concern for the future

New cards
59

Organizational culture

is the set of shared assumptions, values, and experiences that influence the ways in which individuals, teams, and groups interact with one another and work toward company goals

New cards
60

Organizational structure

the formal arrangements and linkages among members and groups that specify work activities and subtasks and allow them to be completed

New cards
61

Competing values framework

categorizes organizational cultures based on the two dimensions of the relative emphasis members place on 1) predictability versus adaptability and 2) having an external versus an internal focus

New cards
62

competing values framework example

  • greyston bakery, which hires ex-convicts states "we don't hire people to bake brownies, we bake brownies to hire people"

New cards
63
New cards
64
  • Hubspot is widely admired for its culture

New cards
65

Cultural artifacts

provide tangible evidence of an organization's values and may include the organization's physical features, shared stories, rituals, and formal structure and system

New cards
66

Shared stories

are well-known narrative accounts that form the oral history of critical events that have shaped an organization

New cards
67

Rituals

are behavioral practices that perpetuate, reinforce, and keep alive a particular value that defines an organization

New cards
68

authenticity

the state of being true to oneself; it is a way of living in which your outward actions match up with your inner self because you know who you are and what you want to be.

New cards
69

authentic leadership

authenticity in organizational leadership roles

New cards
70

benefits of authentic leadership

Greater work engagement, a sense of empowerment, and job satisfaction; Less burnout and worries about status within the work setting; Higher levels of job performance, organizational citizenship behavior, and commitment to the organization; and Enhanced trust in, identification with, and satisfaction with the leader

New cards
71

characteristics of authentic leadership

self aware, staying true to an internal sense of what is right, relating to others transparently, and objectively balancing all relevant data in decision making

New cards
72

Hubris

a grandiose sense of self evident in excessive confidence and narcissism

New cards
73

johari window definition

illustrates the idea that some information about us is known to ourselves and and others, which is public information

New cards
74

johari window model

public, blind, private, unknown

New cards
75

Feedback-seeking behavior

asking for feedback or collecting information from the work environment to better understand how you are performing.

New cards
76

Self-leadership practices

self-regulatory actions that help us manage and motivate ourselves.

New cards
77

calling

an experienced passion and sense of meaning toward work or career

New cards
78

stress

the body's state of heightened readiness for action in response to challenges or pressures in the environment

New cards
79

stressors

situations, events, people, or perceptions that contribute to experiencing stress

New cards
80

work-life conflict

exists when work role demands interfere with life role demands

New cards
81

work-family conflict

role conflict that results from the incompatibilities and pressures of work and family roles

New cards
82

conversation of resources theory

proposes that people strive to gain and maintain resources that help them achieve goals

New cards
83

creativity

the process of coming up with novel and useful ideas for solving a problem or developing an opportunity

New cards
84

innovation

takes a creative idea and puts it into practice

New cards
85

divergent thinking

which means looking at a problem in a unique way.

New cards
86

convergent thinking

means looking at a problem from a traditional perspective and then trying to find the best solution by thinking logically

New cards
87

stages of the creative process

preparation, incubation, inspiration, validation

New cards
88

preparation

creativity requires preparation in the form of hard work and a high level of intentionality in order to assemble relevant information about the problem to be solved

New cards
89

incubation

the decision maker stops thinking intensively about the problem and simply allows it to exist in the back of his or her mind

New cards
90

inspiration

can consist of either a flash of insight or a gradual awareness that the problem has a solution

New cards
91

validation

test the creative solution to see whether it actually works

New cards
92

Diversity

  • Diversity is a state of having or being composed of differing attributes

New cards
93

social categorization theory

proposes that we use characteristics to categorize others into groups, and this shapes our attitudes and behavior toward others

New cards
94

stereotypes

general perceptions about a group of people with similar characteristics

New cards
95

unconscious biases

stereotypes that are triggered automatically without awareness

New cards
96

Abilities

are innate capabilities to perform a specific task

New cards
97

Personality

the unique and relatively stable pattern of behaviors, thoughts, and emotions shown by individuals

New cards
98

Extraversion

is a personality trait associated with being sociable, talkative, assertive, and adventurous.

New cards
99

Agreeableness

is a personality trait associated with being good-natured, cooperative, trustful, and not jealous.

New cards
100

Conscientiousness

is a personality trait associated with being achievement oriented, responsible, persevering, and dependable.

New cards

Explore top notes

note Note
studied byStudied by 160 people
Updated ... ago
5.0 Stars(1)
note Note
studied byStudied by 17 people
Updated ... ago
5.0 Stars(1)
note Note
studied byStudied by 265 people
Updated ... ago
4.1 Stars(7)
note Note
studied byStudied by 11 people
Updated ... ago
5.0 Stars(1)
note Note
studied byStudied by 6 people
Updated ... ago
5.0 Stars(1)
note Note
studied byStudied by 2 people
Updated ... ago
5.0 Stars(1)
note Note
studied byStudied by 19 people
Updated ... ago
5.0 Stars(3)
note Note
studied byStudied by 1806 people
Updated ... ago
4.7 Stars(11)

Explore top flashcards

flashcards Flashcard126 terms
studied byStudied by 2 people
Updated ... ago
5.0 Stars(1)
flashcards Flashcard28 terms
studied byStudied by 5 people
Updated ... ago
5.0 Stars(1)
flashcards Flashcard24 terms
studied byStudied by 20 people
Updated ... ago
5.0 Stars(1)
flashcards Flashcard97 terms
studied byStudied by 42 people
Updated ... ago
5.0 Stars(1)
flashcards Flashcard32 terms
studied byStudied by 5 people
Updated ... ago
5.0 Stars(1)
flashcards Flashcard23 terms
studied byStudied by 2 people
Updated ... ago
5.0 Stars(1)
flashcards Flashcard335 terms
studied byStudied by 11 people
Updated ... ago
5.0 Stars(1)
flashcards Flashcard240 terms
studied byStudied by 161 people
Updated ... ago
4.5 Stars(2)