internal 2.3

Question 1

ELM

Answer 1

elaborate likelihood model a persuasion theory that describes the change of attitude
>how likely are people to think deeply about an issue after it is presented.

Question 2

ELM>2 routes

Answer 2

central and peripheral

Question 3

central route

Answer 3

high elaboration, high attention, thinking deeply

Question 4

peripheral route

Answer 4

low elaboration, low attention, shallow decision making looking at the simple exterior things not the core message

Question 5

change management > social learning theory

Answer 5

bandura theory learning through imitaton and observation

Question 6

4 forms of the bandura social learning theory

Answer 6

attentional-selective observation
representational- rules en conceptions
behavioral- conception/matching
motivational-aquisition vs. performance

Question 7

3 factors that determine human behavior

Answer 7

cognitive, environmental, behavior

Question 8

self produced motivation is created how?

Answer 8

discrepency between behavior and personal standards create self produced motivation

Question 9

TORA

Answer 9

behavioral intention is the best predictor of behavior in order to change behavior change attitude, subject norms and perceived behavioral control.

Question 10

people might hold contradictory beliefs because of:

Answer 10

false learning sources from credible sources
situational context
limiting process capacity

Question 11

how to change these beliefs:

Answer 11

knowledge,

Question 12

ADKAR<3

Answer 12

aware of the need of change, desire to support the change, knowledge of how to change, ability to demonstrate new skills and behavior, reinforcement to make the change stick

Question 13

AD from adkar are what part of the steps

Answer 13

the current

Question 14

KA from adkar are what part of the steps

Answer 14

the transition

Question 15

R from adkar is what part from the steps

Answer 15

the future

Question 16

benefits of an internal csr

Answer 16

improving image and profits, employee engagement, employee trust less turnover

Question 17

what external csr is closest relatted to internal motivation

Answer 17

customer related csr

Question 18

important keys of campaign development

Answer 18

builing existing values and vision,
show employees what's in it for them
explain the process
maintain open and ongoing communication
demonstrate commitment
spell out diversity definition
make sure you have a story to tell

Question 19

situational leadership, hersey, blanchard

Answer 19

a good leader will be able to adapt their style according to their employees and cultures

Question 20

low supportive low directive/pd

Answer 20

delagating

Question 21

low supportive, high directive/pd

Answer 21

directing

Question 22

high supportive high directive/pd

Answer 22

coaching

Question 23

high supportive low directive/pd

Answer 23

supporting

Question 24

directing leader does:

Answer 24

defines outcomes, develops plans, makes decisions, provides frequent feedback and follo up

Question 25

coaching leader does:

Answer 25

involves employees in identifying problems, supports, praises reassurces, listens to employee then makes decisions explains actions gives feedback

Question 26

supporting leader does:

Answer 26

shares responsibility, asks employee to take the lead in action plainning serves as sounding board, motivates

Question 27

delagating leader does:

Answer 27

enables employee to take charge, defines goals with employee encourages employee to evaluate own work, recognises employees contibutions

Question 28

mechanism to reduce culteral interspace during negotiations

Answer 28

comfort zone, common ground, trust, goals,specific or general, social codes, time needed

Question 29

comfort zone

Answer 29

trynegotiation tactics from other cultures

Question 30

common ground

Answer 30

what are you both trying to achieve

Question 31

trust

Answer 31

good communication leads to trust, find out what ttrust means to the other party

Question 32

goals

Answer 32

some want a good relationship other want a signature some even adjust their wants to yours

Question 33

specific or general

Answer 33

deductive top down inductive down top, change to the style of others to have a smooth process

Question 34

social codes

Answer 34

what is considered respectful or relevent to the others

Question 35

time needed

Answer 35

high uncertainty avoiding will gain time, while some say time is money others dont like to be rushed

Question 36

destroyer teams

Answer 36

ignore value of diversity negatively stereotype otherness

Question 37

equaliser teams

Answer 37

pretend differences are handled well colour blind unaware of richness of diversity

Question 38

creator teams

Answer 38

promote multi cultured mindset with inclusion everone feels valued and contributes from their culture

Question 39

how to become a creator team

Answer 39

becoming aware of own culture orientation and other’s, building bridges, establishing a new way of working

Question 40

becoming aware of cultures includes:

Answer 40

describe different cultural things and be aware of them,
everyone mapping their own culture,
discussing relenvance to team interaction,
which will raise barriers and help the team?

Question 41

building bridges

Answer 41

respect and value differences no otherness embrace it
agree on how to work as a team
create new perspectives, resolve disagreements
find a way to agree out loud such that members can operate under different norms

Question 42

establishing a new way of working

Answer 42

resist compromise
dare to take risks and initiatives
allow recourses and room for experimenting
reflect on mistakes and learn from them
stimulate curiosity
regular feedback
use diversity to create new solutions
share best practises with wider organisation