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Management Final Exam Flashcards

1
Q

Motivation

A

The psychological processes that arouse and direct goal-oriented behavior

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2
Q

Intrinsic Rewards

A

The natural rewards and satisfaction that comes from performing a task itself

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3
Q

Maslow’s 5 levels of need

A
  1. ) Physiological
  2. ) Safety
  3. ) Love
  4. ) Esteem
  5. ) Self-Actualization
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4
Q

Alderfer’s 3 basic needs that influence bahavior

A

ERG

  1. ) Existence
  2. ) Readiness
  3. ) Growth
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5
Q

Positive Reinforcement

A

The use of positive consequences to strengthen a particular behavior

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6
Q

Negative Reinforcement

A

The process of strengthening a behavior by withdrawing something negative

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7
Q

Extinction

A

The method to weaken a behavior by ignoring it or making sure it is not reinforced

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8
Q

Punishment

A

The process of weakening a behavior by presenting something negative or withdrawing something positive

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9
Q

Expectancy Theory

A

The theory that suggests that people are motivated by

  1. ) How much they want something
  2. ) How likely they think they are to get it
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10
Q

Instrumentality

A

According to Expectancy Theory, this is the outcome I think I will receive if I perform at this level

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11
Q

Valence

A

According to Expectancy Theory, This is how much I want the outcome

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12
Q

Equity Theory

A

The motivational theory that asks how fairly do I think I am being treated in relation to others

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13
Q

What is goal-setting Theory?

A

The motivation theory that suggests that people can be motivated by objectives that are specific and challenging but achievable

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14
Q

Theory X

A

Basically negative and assumes that employees inherently dislike work and, whenever possible, will attempt to avoid it

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15
Q

Theory Y

A

Basically positive and assumes that employees can view work as being as natural as rest or play

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16
Q

McClelland’s 3 Needs

A
  1. ) Achievement
  2. ) Affiliation
  3. ) Power
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17
Q

What do the 3 Needs do, according to McClelland?

A

They determine people’s behavior in the workplace

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18
Q

Herzberg

A

Proposed that work satisfaction arises from motivating factors and work dissatisfaction arises from hygeine factors

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19
Q

Job Characteristics Model characteristics

A
  1. ) Skill Variety
  2. ) Task Identity
  3. ) Task Significance
  4. ) Autonomy
  5. ) Feedback
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20
Q

What seemingly outrageous benefit are companies like Virgin and Netflix offering employees?

A

Seemingly Unlimited Vacation Time

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21
Q

What company could have created the personal computer but instead gave their idea to Steve Jobs?

A

Xerox

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22
Q

3 Stages of Lewin’s Change Model

A
  1. ) Unfreezing
  2. ) Changing
  3. ) Refreezing
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23
Q

What happens in the Unfreezing stage of Lewin’s Change Model?

A

Creating motivation for change

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24
Q

What happens in the Changing stage of Lewin’s Change Model?

A

Learning new ways of doing things

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25
Q

What happens in the Refreezing stage of Lewin’s Change Model?

A

Making new ways normal

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26
Q

What are Kotter’s 8 steps to Leading Organizational Change?

A
  1. ) sense of urgency
  2. ) guiding coalition
  3. ) vision and strategy
  4. ) Communicate the vision
  5. ) broad-based action
  6. ) short-term wins
  7. ) Consolidate gains
  8. ) Anchor new approaches
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27
Q

What are 4 of the many reasons for resisting change?

A
  1. ) Fear of the unknown
  2. ) Personality - Predisposition to change
  3. ) Fear of Failure
  4. ) WIIFM (Whats in it for me)
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28
Q

One of the best ways organizations can innovate

A

Embrace failure. Experiment. Learn. Repeat.

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29
Q

What is the purpose of the Strategic Human Resource Process?

A

To get optimal work performance to help realize the company’s mission and vision

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30
Q

Job Description

A

Summarizes what the holder of the job does and how and why he or she does it

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31
Q

What legislation first established the US Federal minimum wage?

A

Fair Labor Standards Act of 1938

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32
Q

What legislation established the Equal Employment Opportunity Commission?

A

The Civil Rights Act

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33
Q

What act prohibits the discrimination against essentially equally qualified employees with physical or mental disabilities or chronic illness and requires reasonable accommodation be provided so they can perform duties?

A

Americans with Disabilities Act

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34
Q

Quid Pro Quo Sexual Harassment

A

When employment outcomes, such as hiring, promotion, or simply keeping one’s job, depend on whether an individual submits to sexual advances

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35
Q

Hostile work environment (in terms of sexual harassment)

A

What results when unwelcome and demeaning sexually-related behavior creates an intimidating or offensive workplace

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36
Q

Unstructured Interview

A

The type of interview when the hiring manager asks probing questions in a conversational way to find out what the candidate is like. No fixed set of questions

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37
Q

Behavioral Description Interview

A

Structured Interview. The interviewer asks questions exploring what the candidate has actually done in the past

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38
Q

Reliability

A

The degree to which a test measures the same thing consistently

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39
Q

Forced Ranking

A

All employees within a business are ranked against one another and grades are distributed along some sort of bell curve

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40
Q

What was Barcelona Restaurant Group’s 3-step hiring process?

A
  1. ) The interview
  2. ) The Spend
  3. ) The Trial
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41
Q

Selection Test Examples:

A

in-basket exercise, assessment center, leaderless group discussion, and a cognitive ability test

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42
Q

Whistle Blowers

A

Employees who raise ethical concerns or issues in an organization

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43
Q

What are the 4 Levels of Carroll’s Global Corporate Social Responsibility Pyramid?

A
  1. ) (BOTTOM) Economic Responsibility
  2. ) Legal Responsibility
  3. ) Ethical Responsibility
  4. ) (TOP) Philanthropic Responsibility
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44
Q

What does Economic Responsibility mean in Carroll’s Pyramid?

A
  1. ) Do what is required by global capitalism

2. ) Be Profitable

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45
Q

What does Legal Responsibility mean in Carroll’s Pyramid?

A
  1. ) Do what is required by global stakeholders

2. ) Obey the law

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46
Q

What does Ethical Responsibility mean in Carroll’s Pyramid?

A
  1. ) Do what is expected by global stakeholders

2. ) Be ethical

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47
Q

What does Philanthropic Responsibility mean in Carroll’s pyramid?

A
  1. ) Do what is desired by global stakeholders

2. ) Be a good global corporate citizen

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48
Q

Who proposed 3 levels of moral development?

A

Laurence Kohlberg

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49
Q

What are the 3 levels of moral development according to Kohlberg?

A
  1. ) Preconventional
  2. ) Conventional
  3. ) Postconventional
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50
Q

Preconventional level of moral development

A

People tend to follow rules and obey authority to avoid unpleasant consequences

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51
Q

Conventional level of moral development

A

People are conformist, but not slavish, generally adhering to the expectations of others in their lives

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52
Q

Postconventional Level of Moral Development

A

Managers are independent souls who follow their own values and standards, focusing on the needs of their employees and trying to lead by empowering these working for them

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53
Q

What is Milton Friedman’s famous quote?

A

A company will become distracted from its task to maximize profits when it practices social responsibility

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54
Q

Corporate Social Responsibility

A

The notion that companies are expected to go above and beyond following the law and making a profit

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55
Q

What does the ethical intensity model do?

A

Evaluates the impact of a decision based on the intensity of the issue

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56
Q

Motivation

A

The psychological processes that arouse and direct goal-directed behavior

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57
Q

Extrinsic Reward

A

The payoff, such as money, that a person receives from others for performing a particular task

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58
Q

Intrinsic Rewards

A

The satisfaction, such as a feeling of accomplishment, that a person receives from performing the particular task itself

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59
Q

Content Perspectives

A

Need Based Perspectives

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60
Q

Need Based Perspectives

A

Theories that emphasize the needs that motivate people

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61
Q

Needs

A

Physiological or psychological deficiencies that arouse behavior

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62
Q

4 Content Perspective Theories

A
  1. ) Maslow’s Hierarchy of Needs
  2. ) Alderfer’s ERG Theory
  3. ) McClelland’s Acquired Needs Theory
  4. ) Herzberg’s 2-Factor Theory
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63
Q

What does Maslow’s Hierarchy of Need do?

A

Proposes that people are motivated by 5 levels of need

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64
Q

What are Maslow’s 5 levels of need? (Bottom to Top)

A
  1. ) Physiological
  2. ) Safety
  3. ) Love
  4. ) Esteem
  5. ) Self-Actualization
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65
Q

What does Alderfer’s ERG Theory do?

A

Assumes that 3 basic needs influence behavior

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66
Q

What does ERG stand for? (What are Alderfer’s 3 basic needs?)

A
  1. ) Existence
  2. ) Relatedness
  3. ) Growth
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67
Q

What does McClelland’s Acquired Needs Theory do?

A

States that 3 needs are major motives for determining people’s behavior in the workplace

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68
Q

What are the 3 needs in McClelland’s Theory?

A
  1. ) Achievement
  2. ) Affiliation
  3. ) Power
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69
Q

What does Herzberg’s 2-Factor Theory do?

A

States that work satisfaction and dissatisfaction arise from two different factors.

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70
Q

What are Herzberg’s 2 Factors?

A
  1. ) Work Satisfaction arises from motivating factors

2. ) Work Dissatisfaction arises from hygiene factors

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71
Q

What are motivating factors according to Herzberg?

A

Factors associated with job satisfaction that affect the job content or the rewards of work performance.
Ex: Achievement, Recognition, and Advancement

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72
Q

What are hygiene factors, according to Herzberg?

A

Factors associated with job dissatisfaction that affect the job context in which people work.
Ex: Salary, Working Conditions, Interpersonal Relationships, Company Policy

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73
Q

Process

A

Concerned with the thought processes by which people decide how to act

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74
Q

What are the 3 Process Perspectives?

A
  1. ) Equity Theory
  2. ) Expectancy Theory
  3. ) Goal-Setting Theory
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75
Q

Equity Theory

A

Focuses on employee perceptions as to how fairly they think they are being treated compared to others

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76
Q

Elements of Equity Theory

A
  1. ) Inputs
  2. ) Outputs or Rewards
  3. ) Comparison
77
Q

Inputs of Equity Theory

A

What do you think you’re putting into the job

78
Q

Outputs or Rewards of Equity Theory

A

What do you think you’re getting out of the job?

79
Q

Comparison of Equity Theory

A

How do you think your ratio of inputs and rewards compares with those of others?

80
Q

What are the 3 ways to use Equity Theory to Motivate Employees

A
  1. ) Employee Perceptions
  2. ) Employee Participation
  3. ) Having an Appeal Process
81
Q

Expectancy Theory

A

Suggests that people are motivated by 2 Things: How much they want something, and how likely they think they are to get it

82
Q

What are the 3 Elements of the Expectancy Theory?

A
  1. ) Expectancy
  2. ) Instrumentality
  3. ) Valence
83
Q

Expectancy

A

The belief that a particular Level of effort will lead to a particular level of performance

84
Q

Instrumentality

A

The expectation that successful performance of the task will lead to the outcome desired

85
Q

Valence

A

The importance a worker assigns to the possible outcome or reward

86
Q

How to Use Expectancy Theory to Motivate Employees

A
  1. ) Make sure they value the rewards
  2. ) Make sure they know what objectives and performance levels you desire
  3. ) Make sure rewards are linked to performance
  4. ) Make sure employees believe you will deliver the right rewards for the right performance
87
Q

Goal-Setting Theory

A

Suggests that employees can be motivated by goals that are specific and challenging but achievable

88
Q

How to achieve goals in goal setting theory

A
  1. ) Set specific goals
  2. ) Make goals challenging but achievable
  3. ) Link goals to action plans
  4. ) Goals don’t have to be set jointly to be effective
  5. ) Give feedback
89
Q

Job Design

A

The division of an organization’s work among its employees and the application of motivational theories to jobs to increase satisfaction and performance

90
Q

Job Simplication

A

The process of reducing the number of tasks a worker performs

91
Q

Job Enlargement

A

Increasing the number of tasks in a job to increase variety and motivation

92
Q

Job Enrichment

A

Building into a job motivating factors such as responsibility, achievement, recognition, stimulating work, and advancement

93
Q

What are the 5 Characteristics of the Job Characteristics Model?

A
  1. ) Skill Variety
  2. ) Task Identity
  3. ) Task Significance
  4. ) Autonomy
  5. ) Feedback
94
Q

Skill Variety

A

How many different skills does your job require?

95
Q

Task Identity

A

How many different tasks are required to complete the work?

96
Q

Task Significance

A

How many people are affected by your job?

97
Q

Autonomy

A

How much discretion does your job give you?

98
Q

Feedback

A

How much do you find out how well you’re doing?

99
Q

What are the 3 psychological states that the Job Characteristics Model affects?

A
  1. ) Motivation
  2. ) Performance
  3. ) Satisfaction
100
Q

Reinforcement Theory

A

Attempts to explain behavior change by suggesting that behavior with positive consequences tends to be repeated, whereas behavior with negative consequences tends not to be repeated.

101
Q

Reinforcement

A

Anything that causes a given behavior to be repeated or inhibited

102
Q

4 Types of Reinforcement

A
  1. ) Positive
  2. ) Negative
  3. ) Extinction
  4. ) Punishment
103
Q

Positive Reinforcement

A

The use of positive consequences to strengthen a particular behavior

104
Q

Negative Reinforcement

A

The process of strengthening a behavior by withdrawing something negative

105
Q

Extinction

A

The weakening of behavior by ignoring it or making sure it’s not reinforced

106
Q

Punishment

A

The process of weakening behavior by presenting something negative or withdrawing something positive

107
Q

Pay for Performance

A

Bases pay on one’s results

108
Q

Pierce Rate

A

Employees are paid according to how much output they produce

109
Q

Sales Commission

A

Sales representatives are paid a percentage of the earnings the company made from their sales

110
Q

Bonuses

A

Cash awards given to employees who achieve specific performance objectives

111
Q

Profit Sharing

A

The distribution to employees of a percentage of the company’s profits

112
Q

Gainsharing

A

The distribution of savings or “gains” to groups of employees who reduced costs and increased measurable productivity

113
Q

Stock Options

A

Certain employees are given the right to buy stock at a future date for a discounted price

114
Q

Pay for Knowledge

A

Ties employee pay to the number of job-relevant skills or academic degrees they earn

115
Q

Human Resource (HR) Management

A

The activities managers perform to plan for, attract, develop, and retain an effective workforce.

116
Q

Strategic Human Resource Management Process

A

Get optimal work performance to help realize company’s mission and vision

117
Q

What are the steps of the Strategic Human Resource Management Process?

A
  1. ) Establish the Mission and Vision
  2. ) Establish the Grand Strategy
  3. ) Formulate the strategic plans
  4. ) Plan human resources needed
  5. ) Recruit and select people
  6. ) Orient, train, and develop
  7. ) Perform appraisals of people
118
Q

Human Capital

A

The economic or productive potential of employee knowledge, experience, and actions

119
Q

Knowledge Worker

A

Someone whose occupation is principally concerned with generating or interpreting information, as opposed to manual labor

120
Q

Social Capital

A

The economic or productive potential of strong, trusting, and cooperative relationships

121
Q

Strategic Human Resource Planning

A

Developing a systematic, comprehensive strategy for understanding current employee needs and predicting future employee needs

122
Q

Job Analysis

A

Determine, by observation and analysis, the basic elements of a job

123
Q

Job Specification

A

Describes the minimum qualifications a person must have to perform the job successfully

124
Q

Human Resource Inventory

A

A report listing your organization’s employees by name, education, training, languages, and other important info

125
Q

National Labor Relations Board

A

Enforces procedures whereby employees may vote to have a union and for collective bargaining

126
Q

Collective Bargaining

A

Consists of negotiations between management and employees about disputes over compensation, benefits, working conditions, and job security

127
Q

Fair Labor Standards Act of 1938

A

Established minimum living standards for workers engaged in interstate commerce, including provision of a federal minimum wage

128
Q

Equal Employment Opportunity Commission

A

Enforce anti-discrimination and other employment-related laws

129
Q

Workplace Discrimination

A

Occurs when people are hired or promoted - or denied hiring or promotion - for reasons not relevant to the job

130
Q

Adverse Impact

A

Occurs when an organization uses an employment practice or procedure that results in unfavorable outcomes to a protected class over another group of people

131
Q

Disparate Treatment

A

Results when employees from protected groups are intentionally treated differently

132
Q

Affirmative Action

A

Focuses on achieving equality of opportunity within an oganization

133
Q

2 Types of Sexual Harassment

A
  1. ) Quid Pro Quo

2. ) Hostile Environment

134
Q

Quid Pro Quo Sexual Harassment

A

The person to whom the unwanted sexual attention is directed is put in the position of jeopardizing being hired for a job or obtaining job benefits

135
Q

Hostile work Environment Sexual Harassment

A

Doesn’t affect hiring or firing but still awkward

136
Q

Two types of recruiting

A
  1. ) Internal

2. ) External

137
Q

Unstructured Interview

A

Involves asking probing questions to find out what the applicant is like

138
Q

Structured Interview

A

Involves asking all applicants the same questions and comparing their responses to a standardized set of answers

139
Q

Situational Interview

A

The interviewer focuses on hypothetical situations

140
Q

Behavioral-Description Interview

A

The interviewer explores what applicants have actually done in the past

141
Q

Reliability

A

The degree to which a test measures the same thing consistently

142
Q

Validity

A

The test measures what it purports to measure and is free of bias

143
Q

What are the 5 steps of the training process?

A
  1. ) Assessment
  2. ) Objectives
  3. ) Selection
  4. ) Implementation
  5. ) Evaluation
144
Q

Performance Appraisal

A

Consists of assessing an employee’s performance and providing him or her with feedback

145
Q

Performance Management

A

The continuous cycle of improving job performance through goal setting, feedback, and coaching, and rewards and positive reinforcement.

146
Q

What are the 3 parts of Compensation?

A
  1. ) Wages or salaries
  2. ) Incentives
  3. ) Benefits
147
Q

Labor Unions

A

Organizations of employees formed to protect and advance their members’ interests by bargaining with management over job-related issues

148
Q

Right to Work Laws

A

Not everyone in an organization has to join the union

149
Q

2-Tier wage contracts

A

Veteran employees make more than new employees

150
Q

Cost-of-Living Adjustment (COLA) Clause

A

Future wage increases must be adjusted to increases in the cost of living

151
Q

Givebacks

A

The union agrees to give up previous wage or benefit gains in return for something else

152
Q

Grievance

A

A complaint by an employee that management has violated the terms of the labor-management agreement

153
Q

Mediation

A

The process in which a neutral 3rd party listens to both sides in a dispute, makes suggestions, and encourages them to agree on a solution

154
Q

Arbitration

A

The process in which a neutral 3rd party listens to both parties in a dispute and makes a decision that the parties have agreed will be binding on them

155
Q

What does Collins’ Five Stages of Decline do?

A

Recognizes the need for change

156
Q

What are Collins’ 5 Stages of Decline?

A
  1. ) Hubris Born of Success
  2. ) Undisciplined Pursuit of More
  3. ) Denial of Risk and Peril
  4. ) Grasping for Salvation
  5. ) Capitulation to Irrelevance or Death
157
Q

What is the Innovators Dilemma?

A

When new technologies cause great firms to fail

158
Q

What are the 2 Types of Change?

A
  1. ) Reactive

2. ) Proactive

159
Q

What are Outside forces that cause change?

A
  1. ) Demographic
  2. ) Market Changes
  3. ) Technological Advancements
  4. ) Shareholder & Customer Demands
  5. ) Supplier Practices
  6. ) Social & Political Pressures
160
Q

What are Inside forces that cause change?

A
  1. ) Employee Problems

2. ) Managers’ Behavior

161
Q

What are the 4 areas that change is often needed?

A
  1. ) People
  2. ) Technology
  3. ) Structure
  4. ) Strategy
162
Q

What are the 3 causes of resistance to change?

A
  1. ) Employee Characteristics
  2. ) Change-Agent Characteristics
  3. ) Change Agent - Employee Relationship
163
Q

Adaptive Change

A

Reintroduction of a familiar practice

164
Q

Innovative Chage

A

The introduction of a practice that is new to the organization

165
Q

Radically Innovative Change

A

Introducing a practice that is new to the industry

166
Q

What are the 3 parts of Lewin’s Change Model?

A
  1. ) Unfreezing
  2. ) Changing
  3. ) Refreezing
167
Q

Steps of Organizational Development

A
  1. ) Diagnosis
  2. ) Intervention
  3. ) Evaluation
  4. ) Feedback
168
Q

What are the 2 Myths of Innovation?

A
  1. ) Innovation Happens in a Eureka Moment

2. ) Innovation can be Systematized

169
Q

What are the 6 Seeds of Innovation?

A
  1. ) Hard work in a specific Direction
  2. ) Hard work with direction change
  3. ) Curiosity
  4. ) Wealth and Money
  5. ) Necessity
  6. ) Combination of Seeds
170
Q

What are the 4 Steps to Foster Innovation?

A
  1. ) Recognize Problems and Opportunities and Devise Solutions
  2. ) Gain allies by communicating your vision
  3. ) Overcome employee resistance, and Empower and reward them to achieve progress
  4. ) Execute well by effectively managing people, groups, and organization processes and systems in the pursuit of innovation
171
Q

Stakeholders

A

The people whose interests are affected by an organization’s activities

172
Q

Internal Stakeholders

A

Employees, owners, and the board of directors

173
Q

External Stakeholders

A

People or groups in the organization’s external environment that are affected by it

174
Q

Task Environment

A

People who give you daily tasks to handle

175
Q

Who are the 11 groups in the task environment?

A
  1. ) Customers
  2. ) Competitors
  3. ) Suppliers
  4. ) Distributors
  5. ) Strategic Allies
  6. ) Employee Organizations
  7. ) Local Communities
  8. ) Financial Institutions
  9. ) Government Regulators
  10. ) Special-Interest Groups
  11. ) Mass Media
176
Q

General Environment (Macroenvironment)’s 6 forces

A
  1. ) Economic
  2. ) Technological
  3. ) Sociocultural
  4. ) Demographic
  5. ) Political-Legal
  6. ) International
177
Q

Ethics

A

The standards of right and wrong that influence behavior

178
Q

Values

A

Relatively permanent and deeply held underlying beliefs and attitudes that help determine a person’s bahavior

179
Q

What are the 4 Approaches to Deciding Ethical Dilemmas?

A
  1. ) Utilitarian
  2. ) Individual
  3. ) Moral-Rights
  4. ) Justice
180
Q

Utilitarian Approach

A

What will result in the greatest good for the greatest number of people

181
Q

Individual Approach

A

What will benefit me and eventually help everyone else

182
Q

Moral-Rights Approach

A

Respecting Rights shared by everyone

183
Q

Justice Approach

A

Impartial standards of fairness

184
Q

2 Types of White Collar Crime

A
  1. ) Insider Trading

2. ) Ponzi Scheme

185
Q

Insider Trading

A

Illegal trading of a company’s stock by people using confidential company information

186
Q

Ponzi Scheme

A

Using cash from newer investors to pay off older investors

187
Q

Sarbanes-Oxley Act of 2002

A

Established requirements for proper financial record keeping for public companies and punishments for not doing so

188
Q

Corporate social Responsibility

A

The notion that corporations are expected to go above and beyond following the law and making a profit

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