Bus 203 final Flashcards

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1
Q

Decision making four influences:

A
  • Coordinating work activities.
  • Better decision making.
  • Changing others’ behavior.
  • Employee well-being.
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2
Q

Digital written communicatin

A
  • Email
  • Text/messages
  • Email is often used less
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3
Q

• Synchronicity

A

Extent that the channel requires/allows sender and receiver to communicate at the same time (synchronous) or at different times (asynchronous).

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4
Q

• Social presence

A

Extent that the channel creates psychological closeness to others, awareness of their humanness, and appreciation of the interpersonal relationship

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5
Q

• Social acceptance

A

Extent that others support use of that communication channel for that purpose.

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6
Q

• Media richness:

A

the volume and variety of information that can be transmitted during a specific time.

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7
Q

Communication barriers

A

imperfect perceptual process, language problems, jargon, filtering, information overload

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8
Q

Information overload solution

A

Increase information processing capacity.

• Reduce information load.

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9
Q

Power:

A

• The capacity of a person, team, or organization to influence others

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10
Q

Power and dependance model

A
  • dependency is power that a person or unit gains from their ability to handle actual or potential problems
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11
Q

Legitimate power:

A

Agreement that people in specific positions can request behaviours from others.

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12
Q

Expert power:

A

Capacity to influence others by possessing knowledge or skills that they value.

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13
Q

Other sources of power:

A

reward power, coercive power, referent power, power

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14
Q

Power contingency:

A

increases with nonsubstitutability

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15
Q

Other contingencies of power:

A

centrality, visibility, discretion

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16
Q

Three centrality factors:

A
  1. Betweenness: connected between others.
  2. Degree centrality: number of connections.
  3. Closeness: stronger connections
17
Q

Types of influence:

A
  • Silent authority,
  • Upward appeal
  • Persuasion
  • Impression management
  • Exchange
18
Q

Consequences of influence:

A

commitment, compliance, resistance

19
Q

Minimize relationship conflict:

A
  1. emotional intelligence
  2. team development
  3. psychological safety team norms
20
Q

Negative outcomes:

A
  • Lower performance.

* Higher stress, dissatisfaction, turnover.

21
Q

Structural sources of conflict:

A

. Scarce resources.

  1. Ambiguous rules.
  2. Communication problems
22
Q

Conflict handling:

A
  1. problem solving
  2. Forcing
  3. Avoiding
  4. Yielding
  5. Compromising
23
Q

Approaches to conflict management:

A
  1. Emphasize
  2. Reduce
  3. Improve
24
Q

Choosing best third-party intervention strategy

A
  • Managers prefer inquisitional strategy
  • Mediation:
  • Arbitration
25
Q

Negotiation setting:

A
  1. location
  2. physical setting
  3. audience
26
Q

BATNA

A
  • Represents the estimated cost to you of walking away
27
Q

Shared leadership:

A

The view that leadership is a role, not a position assigned to one person

28
Q

Four main perspectives of leadership:

A
  • Transformational.
  • Managerial.
  • Implicit leadership.
  • Personal attributes of leaders
29
Q

Transformation leadership elements:

A

. Develop/Communicate the vision.

  1. Model the vision.
  2. Encourage experimentation.
  3. Build commitment to the vision
30
Q

Managerial leadership:

A

• Daily activities that support/guide the performance and well-being of employees and work unit to support current objectives and practices.

31
Q

Servant leadership:

A

Serving followers toward their need fulfilment, personal development, and growth.

32
Q

Path goal leadership

A
  • Skills and experience
  • Locus of control
  • Task structure
  • Team dynamics
33
Q

Leadership substitutes:

A

• Contingencies that limit a leader’s influence or make a particular leadership style unnecessary.

34
Q

Implicit Leadership perspective:

A

Follower perceptions relevant to leader effectiveness.

35
Q

Authentic leadership:

A
  • Know yourself

- Be yourself

36
Q

Leader attributes perspective limitations:

A

• Assumes a universal approach

37
Q

Merging organizational cultures

A
  1. Assimilation
  2. Deculturation
  3. Integration
  4. Separation
38
Q

Stages of organizational socialization

A

pre-employment socialization
encounter
role management
socialization outcome