Class 6 - Decision-Making and Emotions Posting

Question 1

Improving Reward Effectiveness

Answer 1

• Link reward to performance
• Ensure rewards are relevant and valued
• Team rewards for interdependent jobs
• Beware of unintended consequences
• Make things fair (org justice and the components)

Question 2

Habit and Identity

Answer 2

identity based: easier to keep, harder to break, habits become identity based through time through repetition

Question 3

Decision making

Answer 3

The process of developing a commitment to some course of action/choice
Choice
Process
Commitment

The process of problem solving
Problem = gap between a current state and desired state

Question 4

Rational Decision Making

Answer 4

How decisions “Should” be made
Consistent, value-maximizing choices

Question 5

Problems with the 6-step Rational Thinking Method

Answer 5

• Lack of problem clarity
• Known options
• Clear preferences
• Constant preferences: problematic as they tend to change over time
• No time or cost constraints
• Max payoff

Question 6

Actual Decision Making

Answer 6

Bounded rationality
Satisficing
Intuition
Judgement shortcuts

Question 7

Bounded rationality

Answer 7

limitation on person’s ability to interpet, process and act on info
That could include: political, resource, satisficing, intuition, cognitive biases, emotions

Question 8

Satisficing

Answer 8

identifying a solution isn’t good enough
first acceptable one NOT the optimal one

Question 9

Intuition

Answer 9

Not rational but often not wrong
Quick decisions, distilled from experience
NOT guessing

Question 10

Judgement Shortcuts

Answer 10

cognitive biases
dunning-kruger effect
sunk cost
prospect theory
framing

Question 11

Cognitive Biases

Answer 11

perception vs reality

Question 12

Dunning-Kruger Effect

Answer 12

low ability individuals think they are better than they are
need a certain level of expertise to then know how truly bad you are at something (at a level where you recognize you’re bad)

Question 13

Sunk Costs

Answer 13

Pattern of behavior, continue to rationalize into an existing cost that gives out increasingly negative outcomes

Question 14

Prospect Theory

Answer 14

Positive outcome: prefer a sure thing over a risk
Negative outcome: take a chance to prevent negative outcome

Question 15

Framing

Answer 15

• about something is communicated in terms of gains earned (positive framing) or loss inferred (negative framing)
• informs how comfortable risk seeking/avoiding we are, whether we are willing to take a chance

Positive framing
Negative framing

Question 16

Ethics

Answer 16

Broadly applied social standards for what is right or wrong in a particular situation, or a process for setting those standards

socially constructed, many situations are ethically grey

Question 17

Moral Disengagement

Answer 17

Behave unethically without experiencing cognitive distress

Question 18

8 types of Moral Disagreement

Answer 18

1. Moral Justification: reframe as ethical
2. Euphemistic labelling: sanitized with language -> appears benign
3. Advantageous comparison: take a more difficult situation to compare to show “advantage”
4. Displacement of responsibility: the attribution responsibility for one’s actions to authority figures who may have tacitly condoned or explicitly directed behaviour
5. Diffusion of responsibility: disperse it AMONG A GROUP, in a social setting
6. Distortion of consequences: minimizing the seriousness of the consequence “it’s not that bad”
7. Dehumanization: framing victim as undeserving of essential human consideration
8. Attribution of blame: blaming victims

Question 19

Emotions

Answer 19

Short term, rapid changing, intense, discrete (targeted at something)

Question 20

Mood

Answer 20

Medium-term, lasting, less extreme, not tied to a specific incident

Question 21

Trait affect

Answer 21

Long-term, stable, general lens, PERSONALITY TRAIT

Question 22

2 Affective traits

Answer 22

Positive affectivity: positive emotions, sees the world in a positive light
Negative affectivity: vice versa

Question 23

Affective Traits at work

Answer 23

(+) : higher job satisfaction and performance, creativity, engage in more
Organizational citizenship behaviours (OCBs)

(-): vice versa, more CWB’s counterproductive work behavior

Question 24

Affective Events Theory

Answer 24

Work Environment -> Work Events -> Personal Dispositions -> Emotional Reactions -> Job Satisfaction/ Performance

Question 25

Emotional Intelligence

Answer 25

Recognition: others and self emotions, how authentic they are.
- High on recognition - able to pinpoint/ identify discrete emotions they are feeling
Understanding: to understand why they are feeling those emotions
Regulation: high on this regulation – can change emotions by strategies in situations

Question 26

EQ vs IQ

Answer 26

Cognitive Intelligence (IQ): best for tracking performance, not for predicting OCB, WCB

Emotional Intelligence (EI): predicts interpersonal relationships, emotional labour needed for job performance, better leadership and team performance. Above and beyond cognitive ability

Question 27

EQ issues

Answer 27

• vague concept
• difficult to measure
• research has overstated findings

Question 28

Emotional Labor

Answer 28

effort, planning and control needed to express ORGANIZATIONALLY DESIRED EMOTIONS during interpersonal transactions that abide by display rules of the org.

Question 29

Emotional Regulation Strategies

Answer 29

Deep acting: changing true emotion to match required emotion, eliminates emotional dissonance
Surface acting: pretend to have emotions without actually changing underlying emotion