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WINTER 2024 > BU121 FINAL > Flashcards

BU121 FINAL Flashcards

1
Q

Nature of business activities during : Early Years

A

small, owner operated trading companies
no formalized management

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2
Q

Nature of Business activities during: Factory system and Industrial Revolution

A

some development of machinery
larger scale of production than before

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3
Q

Nature of Business during : entrepreneurial era

A

Age of invention! entrepreneurs emerged!
improved machinery and the start of consumerism

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4
Q

Nature of Business during: Production Era

A

production is the main focus
scientific management - only use the “one best way”
breaking down to the most efficient way to do one task → assembly lines
Working conditions: Long days and low pay :(
Worker unions are formed
Labour laws are introduced
Selling is an afterthought
focus on production move

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5
Q

Nature of Business during: Sales and Marketing

A

consumers have more choice because there are more production
Companies starts to shift their focus on production and marketing
Asks “What would customers want”
Do focus groups customer surveys`

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6
Q

Nature of Business during: Finance Era

A

Decade of greed
Milton Friedman’s corporate purpose had an impact → earn profit + be responsible
Downsize (free up cash) and distribute (to shareholders)
lots of mergers and acquisitions

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7
Q

Nature of Business during: Global Era

A

lots of communication technology
some companies were hurt by this but some also benefited (mixed reaction)
a wider variety in product offerings for consumers
New definition of purpose of corp. → duty to shareholders

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8
Q

Nature of Business: Internet Era

A

Social License to Operate corporate social responsibility
Allow small companies to operate globally as well
Growing distrust
pushed back on corp. governments
“corporate social responsibility”
Triple bottom line - companies should focus on social/environmental issues as much as profits
but still there are companies that are not aligned (especially tech, oil companies)
New definition of purpose of corp: Duty to All

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9
Q

Identify the four stages of team development

A

Form
Storm
Norm
Perform

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10
Q

Describe the first stage of team development (feelings, behaviors, and team task)

A

Form
Feelings: Excitment and wondering how you will perform

Behaviours: Ask lots of questions and impression management

Team tasks: setting clear structure, goals, directions and roles and expectations

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11
Q

Describe the second stage of team development (feelings, behaviors, and team task)

A

Storm
Feelings: Worry that you won’t meet your goals. Frustrated with progress so far, or lack of progress.

Behaviours: Less polite interactions, frustrations about progress and team’s goals.
Frustration might be directed at team members.

Team Tasks: Refocus on goals, break larger goals into smaller steps. Develop group process and conflict management skills

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12
Q

Describe the third stage of team development (feelings, behaviors, and team task)

A

Norm
Feelings: Starting to feel a sense of belonging and confidence in the team’s abilities

Behaviours: ⭑More frequent communication.
⭑ Increase willingness to share ideas and ask for help.
⭑ Develop “shared” language (inside jokes)

Team Tasks: ❑ Shift energy to achievement of goals
❑ Increase individual and collective productivity.

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13
Q

Describe the fourth stage of team development (feelings, behaviors, and team task)

A

Perform
Feelings: Feeling proud of the team, realizing that working together is better than working alone

Behaviours: ⭑ Able to prevent and solve problems.
⭑ Switch roles fluidly.
⭑ differences among members are appreciated.

Team Tasks: ❑ Make significant progress towards goals
❑ Continuously improve team development
❑ Celebrate accomplishments

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14
Q

Identify and describe psychological safety

A

“A shared belief by members of a team that the team is safe for interpersonal risk taking”

Team members feel accepted and respected, comfortable voicing their opinions and experiences

EX: When the person is quick to share and own their mistake.

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15
Q

How do leaders build psychological safety?

A

Make sure there is tolerance for mistake. Do not exclude someone or hold their mistake against them

Make sure everyone’s opinions are equal

Encourage questions

make sure that knowledge is shared openly and accessible.

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16
Q

What is the 2x2 psychological safety matrix?

A

Comfort Learning

Apathy Anxiety

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17
Q

What is low psychological safety and low performance standard?

A

Apathy

show up to work with absent heart and mind
chooses self-protection over exertion

18
Q

What is low psychological safety and high performance standard?

A

Anxiety

Reluntant to share ideas, try new things or ask for help
This puts work at risk

19
Q

What is high psychological safety and low performance standard?

A

Comfort

Open and responsible to work
Not challenged at all
Fail to make major strides on teams

20
Q

What is high psychological safety and high performance standard?

A

Learning

Collaborate and learn in high performance
Getting complex and innovative work done.

21
Q

What are the advice that students team gave?

A
  1. Instructors should share the four stages of team development
  2. Highlight the condition that supports team development
  3. Faciliate team processes ( create team charter and make ground rules) and encourage team building
  4. Encourage self-assessment and developmental peer feedback
22
Q

What are the conditions that support team development?

A

individual responsibility
attendance
commitment to the team
effective team structure
long and short-term planning
positive interpersonal interactions
conflict management
consensus decision making
successful meeting management

23
Q

Why do people work?

A

looking for belonging, meaning, purpose, self-actualization, support for whole self, authenticity (consider the hierarchy of needs)
No longer a transactional model → Not just doing it for the paycheque
If they cannot leave, they ‘quiet quit’
they are there physically but absent heart and mind

24
Q

Where do people work?

A

Hybrid work model with valuable opportunities to collaborate and bond
highest profile friction point (this is hard to balance)
must be customized to support each company’s/area’s need

25
Q

How do people work?

A

Leverage tech for communications and productivity while ensuring equitable access and use
Consider how to foster seamless work alongside AI (and the implications of it)
Demands improved interpersonal skills

26
Q

Identify and describe burnout

A

a syndrome conceptualized as resulting chronic workplace stress that has not been successfully managed

it is more than just an employee problem → it is an organizational problem that needs an organizational solution

27
Q

What are the cause of Burnout

A

Workload
Perceived lack of control
Lack of reward or recognition
Poor relationships
Lack of fairness
Values mismatch

28
Q

What are the impacts of burnout on employees?

A

Exhaustion
doubt
shame/sense of failure
reduced self efficacy (their belief in their own capacity in reaching goals )
cynicism
helplessness

29
Q

What are the impacts of burnout on organizations and the economy?

A

1 trillion in lost productivity globally
$190 billion spent in health care outlays
120,000 fatalities in US alone

30
Q

What is the current state of DEI efforts?

A

Slowdown in adoption of DEI
reframe focus as creating conditions for all workers to flourish
Foster the four freedoms

31
Q

Describe the four freedoms required for workers to flourish

A

Freedom to be
Freedom to become
Freedom to fade
Freedom to fail

32
Q

What is the challenge mindset to career exploration?

A

WHAT IS IT: An approach to career exploration focused on finding challenges to tackle instead of job titles to fit into
Students should look beyond job titles to success in the new economy
This model flips the model of career education to focus on problems to solve.

33
Q

What are the four ways to find underlying assumptions

A

What must be true if the claim is to follow from this evidence?

What general principle might link this particular claim to this particular evidence?

What beliefs might I expect from this type of person?

Could someone believe this evidence and still disagree with this claim? Why?

34
Q

What are reality assumptions?

A

Our beliefs about what events have taken place, what exists or how things work in the world.

First hand experiences, conversation with others, the things we read or see on TV.

35
Q

How do you evaluate the accuracy of a reality assumption?

A

Provide data that would show the assumption is incorrect

Critique the quality of the assumption

36
Q

What are value assumptions?

A

Our ideals, our standards of right and wrong.

“ought, desirable, unacceptable”

37
Q

What are causal claims?

A

Argument that certain event or factor caused other events of situation.

38
Q

What are the three types of rival causes?

A

Differences between groups - outcome is caused by a specific difference between groups

Correlation between Characteristics - correlation between two factors that is causal link (the A implies B stuff)

Post Hoc Ergo Propter Hoc

39
Q

What is Rhetoric? And what is empty rhetoric?

A

The language used to persuade.

Empty rhetoric is using language that is artificial, elaborate and showy with little real substance to support your argument.

Often used to mislead.

40
Q

What are the rules of using rhetorics?

A

Be complete: use full reasoning in clear detail. Present writing with enough evidence. Undeveloped ideas that leaves gaps for the audience to fill in is NOT persuasive.

Use appropriate tone: A bland of scholarly tone (appeal to authority) and narrative tone (appeal to emotion).

Be vivid: use vivid language and make your points memorable.

41
Q

What is underlying assumption?

A

Author supposition upon which arguemnt is based.

Can be implicit or explicit.

“what do we need to believe to see the evidence as relevant to the claim being made?”

42
Q

What do authors believe about underlying assumptions?

A

They think readers hold the same assumptions

WINTER 2024 (5 decks)

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