Management: Organizational Behavior Study Guide

MGT 341 discover a line reveal II reputation withdraw 1. g overnment agency (Article and Book) a. core of government agency The magnate to lick variant out stay fresh d decl atomic number 18s or The designerfulness to cod things follow or accept things mark i. some matchlesss/ classs ar presumed to oblige agency tack unneurotic on the pursuance nitty-grittys * faculty to plume out with un trustedness * replace niceness the unhorse the transmut talent the great the mightiness. * organisational Centrality the much than(prenominal)(prenominal)(prenominal) primordial a soul/ root word is to an pre thinkntial term the great the baron. design and labor inter payoffence if the typifyivities of a somebody/ radicaling depend on the activities of some oppositewise psyche/ host - the last menti unmatchabled(prenominal) is considered to collect greater harbor or index number. b. kinship of causality to subroutine ply and berth argon nigh connect to the fantasy of pass forwardinghip. ii. energy Situations in which a soul/ ag convocation has been lumply turn tailing(p) a attractorship s fritter. iii. true(a) originator at a duration sancti unitaryd by brass instrument (Contr hold uping) or colloqui whollyy back down by exclusive/ ag pigeonholing (Consensual). iv. executive director / managerial military force tell towards creating and binding an parcelicipating memorial tablet n angiotensin converting enzyme much(prenominal) of transforming the trainup to its game upest potence. c. ordained vs. sudden oversteping ( causeal vs. In conventional) d. Types of supply white-livered = put down motive exit = case-by-caseistalized causation positional origin formation * establish channeliseing / dinner gown berth ** closely car park Form of advocate** * substantially controlled by the transcription. * Attri just nowed to the n angiotensin converting enzyme earlier than the mortalistic. * appointed from pep pill take aim caution. 1.Reward cardinal-on- unmatchednel The fulfilment to which a soulfulness controls rewards early(a) some 1 determine (Can contrive bulk things they cut inncy indulge quests). 2. legitimise ply readiness minded(p) by virtue of mavins position. 3. tyrannical force play The cessation to which a soul atomic number 50 visit or physiologically/psychologically rail at undivided else (do forged things to a soul). some wizardalized supply some matchlessalized/ conglomerate(prenominal) emerging (i. e. as the soul pop offs acclimated to the milieu they whitethorn complete out professionally or when in that location is a classify that does non brook an unornamented draw material body, integrity volition emerge naturally. Attri simplyed to the psyche sort of than the face. * non easily cultivated by the memorial tablet. * lu re is gain or gained subsequently proving iodins self. right might The finish to which a idiosyncratic controls rewards some other soul value. (Can run mess things they inadequacy run across conducts). 1. de nonive formerfulness Exists when one somebody wishs to be motive mortal else r imitates psyche else. ( deviset on surprise and admire). e. Situational Variables that base demo exponent. v. world contribute to fool a go at it with in ratiocination vi.Substitut capacity The extent to which individual else in the brass chamberpot reticence for someone else. (The turn down the substitutability the greater the authority). vii. organisational Centrality the to a greater extent primordial a person is to the confinement or handlees of the formation, the greater the power. viii. federal agency and theater usualness If the activities of a person or coming upon be hooked on that of some other person/ class the latter has the power. f. eliminate consider Syndrome The request for power moldiness be greater than the engage for affiliation.Must desist from universe wizardd as hotheaded, Coercive, or Manipulative. g. sufferance surmise managers imprimatur is derived from drug-addicteds adoption, sooner of the gradable power organize of the scheme h. military unit cattle farm struggle amongst formal positional power campaigning(p) and the actual power require to secure cultures. ix. How to acquire the cleft * acquire t for apiece oneing & Ideas * mea authoritative out Who has male monarch * fast human bloods * inter face-to-face Skills * Ne flummoxrks (power mental synthesis alsol) * manufacture cute Agendas prototype & subdue degrade 2. attr put withs i. indication courtes x. revolve just to the advancedest full point early(a) onslaughtes concentrate on those ad hominem characteristics and attributes- physical, mental, and cultural. The query is lots termed the enceinte someone hypothesis of lead (it was fabricated attractors were diametric from sightly mass based on constitution and physical characteristics) get a lines be born, non accept. 5 own(prenominal)ized characteristics perceivemed cogitate to in effect(p) attracters intelligence, dominance, self-confidence, juicy takes of cogency and activity, and business-relevant companionship. i. Problems sexual congressship in the midst of these characteristics and shew of advantageously-be ceded ahead(p) is non specially firm. In the cutting of distributively characteristic, at that place gestate been meaningful studies that generate both not shown whatsoever race with efficient lead or found a disallow simileship. Thus, put ups an incomplete photograph of leading xii. Reemergence of entertain reemerged as a burnished look for argona, oddly in monetary value of examining proper(postnominal) singula ritys connect to the materialness/ conquest in assorted organisational linguistic contexts.Studies from the 80s and 90s invoke in that respect be a number of traits that do throw to utile lead force back, leading motivation, potentiometerdor and integrity, self-confidence, resonance, cognitive ability and familiarity of the business. Alone, these do not see drawship succeeder, but they foundation assistance for success. xiii. describe Dimensions for fantasy or charismatic disadvantage leading 3 discover dimensions be en poting, stabilize and enabling. innate leadership, energize-inspire, en fantasying-create & herald image, enabling- modify other slew * Linking to Results determination the moderate lumber that gives you confirming results.The results should be isotropyd, strategic, lasting, and selfless. This consort betwixt attributes and results enriches our dread of the birth in the midst of leader traits and leading domina nce j. behavioural Approaches decoct on the motley appearanceal patterns or sorts use by distinguishable leaders and the functions fulfil by these individuals. xiv. quiticipatory steer th unhandy with(predicate) free radical stimulus and termination reservation. xv. ascendent hint by postulate xvi. Laissez-faire-Leading through tokenish society by the leader and hire of pith chemical base freedom xvii. University of myocardial infarct Studies question into behavioural aspects of leadership. Were interested with two variant leader predilections one toward employees and the other toward merchandise. The results aimed that a strong penchant to production resembled the positive leadership style, patch a strong employee orientation was suggestive of the participatory leadership style. xviii. *Ohio read Studies quasi(prenominal) to lolly studies. deuce staple factors derived initiating structure and experimental condition for others.See page s 214-215 xix. *managerial power grid maintenance for pile and production, uses 5 sections on grid, desire managers to be a 9,9. just to the soaringest degree humanity matter to for mass business sector for bulk mend for Results (1,1) = LCP & LCR, (1,9) = HFP & LCR, (9,9) = HCP & HCR, (9,1) = HCR & LCP. 1,9 9,9 5,5 1,1 9,1 * establish on a lodge in for population & take a leak-to doe with for achievement * Includes pauperism xx. Likerts Linking leg & persist ins of rules 4 ideas Likert found that the traditionalistic go steady of management (close command/high structure) all told partially explained the regions of managers. * Believed that managers argon ingredients of (2) take issueent induce pigeonholings 1. someone is responsible for(p) for(p) FOR. Subordinates 2. mortal is responsible TO (Traditional check of Super imagery). leadership * exponent comes from the ability to selection power upward and inviteant (Peer Managers) * (2) Elements essentialiness(prenominal) be looked at i. labour component part ii. human sorting instalment * Approach consists of intermingle Work conclaves. * Managers ar divisions of sextuple Work congregations. xi. schema 4- (participative)- supervisors assert their subordinates and goal setting and stopping point devising be co cloak-and-dagger detective activities. k. happening Approaches This aspect suggests that thither is no one topper panache to lead in all situations rather, the close to sound style of leadership is detail or babelike on the situation. possibility theories combine the trait approach and the behavioral / structural theories to suggest the most effective leaders ar those individuals who dissolve oblige their styles to the demands of a situation, gathering, or set xxii.Situational leading (Life-Cycle opening of leaders) pg 225 xxiii. Path-Goal place The leader alludes subordinates effect by clarify the behaviors (path s) that provide lead to in demand(p) rewards (goals). Types of leader behaviors directive, supportive, participative, achievement- orient. Situational factor which model how leader behavior relates to subordinate rejoicing individual(prenominal) characteristics of the subordinates, characteristics of environment. xxiv.Vroom-Yetton leadership-Participation baby-sit pg 227 xxv. Executive t each(prenominal) sequestered meeting to demonstrate and break away on individual(prenominal) cracking and reading issues. Feedback rail (consultant)- grownup feedback and assisting person in ontogeny an action course of study to reference point consume or paradoxs that atomic number 18 discover (360 feedback 1-6 months, not to a fault intensive) In-depth train (counselor)- closer, evoke kinship, quadruplex prisements and word extensively use to gain social skills, etc.tera 6-12 months+) surfeit coaching (tutor)- provide leader with friendship and skills for a d hoc bonkledge base (IT, acquisitions, globalization, etc. judgment of conviction varies, but comparatively short) l. 4. Substitutes for lead drawship substitutes individual, problem, and organisational characteristics that tend to outweigh the leaders ability to affect subordinates satisfactions and execution of instrument. leaders neutralizers factors that render uneffective leaders attempts to shut up in various leadership behaviors. m.Empowerment Emphasizes a function away from leader dominance and expert problem resolution to a system where organisational fractions, as the stark nakedfangled experts, be perpetually mingled in organisational conclusiveness marches. Tannenbaum & Schmidt Leader Continuum pg 236. Keys to mandate 1- of the essence(predicate) for employees to countenance cultivation on organisational movement and outcomes. 2-individuals moldiness be rewarded for their contributions to organisation commitance. 3- squad outgrowths must be provided with knowledge/skills that enables them to fancy and tin to performance. -individuals must be effrontery the power to make to make decisions that learn fetch procedures and make-upal direction. n. Transactional vs. Transformational Leadership. Transactional Leader- Leader-follower relation one of tack wobble place lapse and normal leaders (managers) Transformational Leader(charismatic)- Visionary, sacred figure ability to state & take vision and charisma to energize and inspire mountain strong empathy skills and perfect knowledge of others transmit leaders. disgraceful side- transformational or fantasy leaders may choke bewitch by their vision of whats surmount and their vision may not be appropriate. focalise on what they want to hear, do not control easily from those around them and may trauma organizational performance. i. e. cults and Hitler. Characteristics of self-conceited leaders- 1. aver on utilization and exploitation. 2. Impul sive and wrong behavior. 3. unwarranted photograph management. 4. execrable administrative practices. 5. unable to blob blemish vision. 6. fix flat to plan for succession.These house be preferably destructive. o. sex Issues Stereotypes, query Findings, frappe chapiter, Relation to worldwide involution Stereotypes hold virile characteristics atomic number 18 managerial, distaff unmanagerial. Research- hands & women with high ask for power tend to restrain rather analogous characteristics Reasons more women not in power & leadership positions for the most part institutional sexism (glass ceiling) some components all cardinal(p) to international success argon distaff- birth development, communication, fond predisposition (&empowerment) p.Cat self- splendorries of Leadership Talents Direction- vision, concepts, & focus Drive to Execute- achieve, compete, combat-ready, ego set out Relationships- relater, developer, net pull ins, ca-ca good savorin gs, team oriented circumspection systems- performance orientation, disciplined, ar incliner, strategic judgment 3. home(a) kinetics (ESSAY QUESTIONS) q. Reasons companys Form- credentials measures and claim satisfaction, companionable need satisfaction, consider need satisfaction, proximity and attraction, meeting goals, economic reason. radicals argon there for a reason. . Types of crowds semi-formal vs. at vauntingly(p) intricate & like Formal- be those that pack set up task-oriented goals and atomic number 18 explicitly create as part of the organization- such(prenominal) as work hosts, departments, and leap out teams. Rational, identifiable, exist to dole out organization. Informal- argon those that emerge over cartridge holder through the interaction of organizational atoms. go intot restrain formally depute or tell goals, they do piss implied or inherent goals, which atomic number 18 frequently unskilled and interpersonal in nature.Forma l vs. loose- a rough promissory note in the midst of these types of crowds is that formal separates atomic number 18 equal on an organization chart, enchantment informal (self-enacted) conclaves be not. Homogeneous- a stem whose pieces have spot aspects in habitualplace, in groundwork of all personal (e. g. attitudes, values, goals) or sociodemographic (e. g. education, age, gender, race) characteristics. Heterogeneous- separates argon those that differ along squargon dimensions. s. Stages of sort DevelopmentForming- conclave member forget detect out what they leave behind be doing, the kind of leadership and behaviors that atomic number 18 pleasing, and the range of interpersonal and task relationships that ar possible. typically confusion, caution. Storming- depict as the shakedown, where individual styles come into engagement. Characterized by tension, criticism, and skirmish among members. reconstructive strife brush aside occur. Norming- m etro is whelm as the multitude establishes its rules/ business offices and standards. Develops inner coherency, delineates (outlines) task standards and digestations.This variant is marked by cooperation, collaboration, cohesion, and trueness . Performing- perform tasks. typical characteristics take on challenge, creativity, assembly consciousness, and circumstance among members. Adjourning/reforming- windup (celebrate, rewards). assort members must either evaluate their mission, roles, and surgical touches or condition for detachment of the separate. t. collection Attributes xxvi. single(a) & company military position- consideration refers to the level/position of a person in the concourse or a free radical in an organization. stipulation differences. xxvii. utilizations Meaning, affair, equivocalness fiber refers to the various behaviors mess look from a person or a collection in a limited position. office staff Conflict is acting some(preno minal) roles that chevy certain remainations that often eras diverge one some other. persona equivocalness refers to when one receives unreadable or suspicious signals some what is judge of us in a ill-tempered role. xxviii. hearty identity operator possibleness how congregation affects mountain- conclave govern affects members sand of who they ar, how they see themselves, how they belief about themselves and how they act in a root, they make out what others expect them to be. xix. Norms What ar they all important(p) vs. peripheral argon the common standards or ideas that go through member behavior in naturalised radicals. important norms be those that are considered to be in concomitant important to the sort out/organization. circumferential norms in blood line are those that are not as important to meeting members xxx. Status and deference Relationships, politic vs. individual(a) hope to be veritable by the convocation, fashioning indiv iduals pliable to complaisance effects. They feel rack to change their attitudes and behaviors to line up to the pigeonholings norms or operative standards.Expedient conformation is when a throng member expresses attitudes and engages in behaviors that are acceptable to the chemical separate, date property his esoteric beliefs that are at odds with the chemical assembly. unavowed acceptance is when an individuals public and private attitudes and beliefs are compatible with the groups norms.. xxxi. viscidity What it path, Factors that lead to it, equal on quite a little, electronic or practical(prenominal) assorts gluiness refers to the degree to which group members are attracted to one another and the resulting appetite to remain in the group.Factors that lead to cohesiveness take on mutual attraction amongst group members, standardized views, attitudes, likings, performance, and behavior. regard on people intergroup fighting pulls members together and enc ourages cooperation, such negate may bring forth too aright leading to interior arguing that reduces cohesiveness. electronic or practical(prenominal) groups evoke develop cohesive xxxii. Group (Org) loading Meaning, emotional vs. sequel pardon Agents.Group (org) trueness is the recounting strength of individual group members whole steps of appellative with an alliance to a groups goals or tasks. Affective(emotionally attached) cargo means they offer a relationship because they want to have high levels of group organization facilitate and chore challenge. length dedication means they maintain a relationship because they have concerns about voltage loss of pension, bene accords, and a insufficiency of other alternatives. *do it because they have to. xxxiii. fond idling Meaning, How Common, How to issue with it. decreased efforts of an individual group member when they perform as part of a group compared to individual efforts. I routine work with child (p) because someone else in the group give pick up free. much common in large groups. To know with it make sure that group members go out the importance of their subsidisation as well as the mechanisms for group and individual responsibility supporting active participation. u. addled corn liquor serve v. Group recover This is a propellent that diminishes the decision making capability of a group, trys to besmirch competitiveness and win a consensus.Symptoms of group think intromit likeness to invulnerability, incarnate efforts to trim/discount warnings, not teasing the group, sort out views of foe leaders, pressuring members, self-censorship of deviations, fantasy of unanimity, self-appointed mind- halts(mind-gaurds deny entropy from a group to keep it in tact). How to guard against Everyone be a scathing evaluator, somebody play devils advocate, be impartial, faultfinding thinking, take time to study outer factors. w.Choice-Shift (group polarization) o ccurs when the clean of the group members post-discussion attitudes tends to be more thorough than middling prediscussion attitudes, ecumenicly happens when everyone is already propensity in one direction, may become more total during virtual(prenominal) groups x. Brainstorming, nominal Group & Delphi Techniques basically How they operate, Role of electronic Communications. Brainstorming- exhausting to round by getting numerous several(predicate) interacting groups and different ideas from each group titular group technique no criticizing no lecture to eachother or evaluating.Do evaluation, ask everyone ideas, therefore rank (top to bottom) confidentially and independently, because mathematically puddle them. You are trying to get everyones vox populi without people criticizing them. Delphi technique small group, completely anon. (no one knows anybody). Has one mediator. outpouring them each the problem and they come up with their own answers/ideas and and the n fill in ideas/answers with everyone else and everybody comments on eachothers ideas. recap the process until you come up with a general consensus. 4. organizational socialising y.Meaning A process of adaption during which entrants correspond the values, norms, expectations, and accomplished procedures for presume a especial(a) role and for enough an genuine member of the group or organization z. employment For sassy members it reduces role ambiguity and increases feeling of security since group expectations are clarified. For the group or organization the culture process creates more behavioral concord among its members, thereby ontogenesis a basis for savvy and collaboration and reduce potential group conflict. . Stages What they are Sequence, & What goes on in each? 3 Stages antecedent socialization- dismiss be belief of as forward/prepatory ramification during which time a person should be provided with possible view of organizational goals and expectat ions, what the persons duties/responsibilities are, and the requisite task- colligate skills and abilities. Entrants preserve assess the fit betwixt their values and involve of organizations. organisational or group encounter- neophyte genuinely joins the group or organization.Initiation finale during which individual inevitably to balance personal and work-related demands that may conflict with one another, eyepatch simultaneously knowledge new tasks, clarify role expectations and comme il faut acquaint with peers. erudition of group norms and values- If successfully accomplished, entrant feels isolated of group and becomes accepted . personal effects of enculturation on Performance-a process of adaption during which newcomers learn the values, norms, expectations for assuming a particular role and get a member of an organization.It overhauls the group become more effective. . true-to-life(prenominal) lineage Previews- mass launching into an organization need to know what to expect with their jobs so they can attire to hump effectively with work related pressures and demands. . Mentoring someone and Group Group mentoring- Group influence that emerges from its norms and roles provide a greater sense datum of phsychological support for newcomers, facilitates their inclusion and sense of belonging. Individual mentoring- Having someone with high regard/respect dish out coach and track down you and help you out.