MGT 3305 Fisher Exam 1

Organizations

Organizations

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

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

Technical Skills

refer to expertise in a particular task or field

Relational skills

are talents for getting along with an motivating people

Conceptual skills

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

Conventional OB

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

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

Virtue theory

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

Virtues

behavior showing high moral standards

Ideal types

are fundamental models or theoretical extremes

Critical thinking

involves actively questioning and evaluating assumptions and information

Management

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

4 character traits of a servant leader

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

planning conventional vs. sustainable OB

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

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

Practical wisdom (prudence)

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

organizing conventional vs. sustainable OB

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

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

Courage

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

leading conventional vs. sustainable OB

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

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

Self-control

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

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

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

Justice

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

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

1. planning

2. organizing

3. leading

4. controlling human and other organizational resources...

... toward the achievement of organizational goals

sustainable development

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

Globalization

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

Multinational company (MNC)

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

Polycentrism

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

Ethnocentrism

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

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

National culture

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

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

1. individualism

2. materialism

3. short term orientation

4. power distance

5. uncertainty avoidance

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.

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

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.

Short term view (Hofstede's Dimensions of Culture)

emphasize living in the present

Power distance(Hofstede's Dimensions of Culture)

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

Uncertainty avoidance (Hofstede's Dimensions of Culture)

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

collectivism

emphasis on interests of group

quality of life

emphasis on relationships, quality of life, and cooperations

challenge authority

emphasis on equality and challenging authority

comfortable with uncertainty

emphasis on openness to change and adaptability

Long term view

concern for the future

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

Organizational structure

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

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

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"

• Hubspot is widely admired for its culture

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

Shared stories

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

Rituals

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

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.

authentic leadership

authenticity in organizational leadership roles

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

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

Hubris

a grandiose sense of self evident in excessive confidence and narcissism

johari window definition

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

johari window model

public, blind, private, unknown

Feedback-seeking behavior

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

Self-leadership practices

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

calling

an experienced passion and sense of meaning toward work or career

stress

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

stressors

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

work-life conflict

exists when work role demands interfere with life role demands

work-family conflict

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

conversation of resources theory

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

creativity

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

innovation

takes a creative idea and puts it into practice

divergent thinking

which means looking at a problem in a unique way.

convergent thinking

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

stages of the creative process

preparation, incubation, inspiration, validation

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

incubation

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

inspiration

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

validation

test the creative solution to see whether it actually works

Diversity

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

social categorization theory

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

stereotypes

general perceptions about a group of people with similar characteristics

unconscious biases

stereotypes that are triggered automatically without awareness

Abilities

are innate capabilities to perform a specific task

Personality

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

Extraversion

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

Agreeableness

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

Conscientiousness

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