Mid Term 1 Flashcards
They Lay the foundation for attitude and personal preferences
What we base our crucial life decisions on
Define right or wrong or good and bad
VALUES
Three types of cognitive style
Knowing
Planning
Creating
Structure, plans, agendas, outlines, preparation, procedures
Resistant to change
Intolerant of Ambiguity
Overwhelmed by Chaos
Can’t handle illogical situations
Planning Style
Creativity, risk-taking, innovations, novelty, spontaneity
Resistant to Structure
Ignores Facts and Data
Creating style
Facts details, logic, rationality, validity, proof
Possibly slow to make decisions, resistant to innovation, Intolerant of multiple views
Knowing Style
Two Types of Locus Control
Internal Vs. External
I am the master of my own fate
Internal Locust of Control
Its up to the gods or stars alignment
External Locus of Control
Core Self Evaluations
Self Esteem
Self Efficacy
Neuroticism
Locus of Control
Feel valuable
Self Esteem
Feel Confident
Self Efficacy
Emotionally inStable
Neuroticism
Locus of Control
In control
Justification process we go through
Bander has 8 ways that we can justify to ourselves to relieve our cognitive dissonance
- Moral Justification
- Euphemism labeling
- Advantageous Comparison
- Displacement of Responsibility
-Diffusion of responsibility
-Dehumanizing - Attribution of blame
Minimizing/denying/distorting consequences
These are why it is important to make the right decision first so our brain does not go down these alley ways
Moral Disengagement
Ability to identify our emotions
- I wanted to explode on a consultant when I was professionally disrespected
Ability to identify others emotions
- I could tell the individual did not take it well when they received constructive criticism from their team members
Ability to control our emotions
- I had to hold my toungue when one of our team members was getting berated
Ability to Respond Appropriately
- We had to continue the briefing review with composure and not let our emotions get the best of us
Four dimensions of Emotional Intelligence (Short Answer)
Not all moral issues are created equally
- Magnitude of Consequences – sum of the harms to
victims of an act (an act harming 1,000 people vs. 10;
killing a person vs. minor injury) - Social Consensus – the degree of social agreement that
an action is good/bad (bribe in Mexico vs. the U.S.) - Temporal Immediacy – length of time until the onset of
the consequences (reducing retirement benefits of current
retirees versus 50-year-olds) - Proximity – feeling of nearness (social, cultural,
psychological, or physical) for victims of the act
(layoffs in one’s work unit vs. distant plant) - Concentration of Effect – number of people
affected by an act of given magnitude (cheating
an individual out of a $100 has a more
concentrated effect than cheating the IRS)
Moral intensity
Concept of having or taking ownership of an ethical issue
Ability to take a good intention and follow through with it
Moral Ownership – sense of responsibility for an
ethical situation; unwilling to let a situation pass
without at least considering some action to set it right
* Moral Efficacy – confidence one has in addressing an
ethical situation in a favorable/positive manner
* Moral Courage – ability to overcome threats or fears
for engaging in ethical behavior; courage to persist
through despite adverse personal consequences
(Intent – Behavior Gap)
Moral Potency
Moral Value resides in duty, maintaining social contracts, and keeping commitments
Conventional Level
Moral Value resides in external factors and consequences, not people or relationships
Pre-conventional Level
Moral Value Resides in commitment to freely selected standards, rights, and duties
Post-Conventional Level
What kind of stressor is this?
- work overload and lack of control
Time stressor
What type of stressor is this?
- role conflicts
- issue conflicts
- action conflicts
- Difficult people
Encounter Stressor
What kind of stressor is this?
- Unfavorable working conditions
- Rapid change
Situational Stress
What kind of stressor is this?
- Unpleasant Expectations
- Fear of upcoming event
Anticipatory stressors
Physiological reaction and cognitive labeling
Schactor and singers 2 factor theories
Two people looking at a roller coaster with two entirely different reactions.
Physiologically may be experiencing the same thing but they are thinking in a different way. To help deal with the stress we want to cognitively reframe it and put it into a more positive light
Look at figure 2.3
Breaks things up into a quad chart of urgency and importance. Tend to neglect things that are less urgent but still important.
Inverted U shape non linear graph that shows the different levels of stress and the middle ground
stress experiencing in job performance
What are the four types of stressors?
Time
Encounter
Situational
Anticipatory
Brain and Spinal Column
Central Nervous System
Connects rest of body with brain and spinal column
Peripheral Nervous System
See bear, info goes in, output is run
Somatic System (motor senses)
The things that happen automatically like adrenaline purges. Sometimes Autonomic can be dysfunctional
Autonomic System
More soothing system
Parasympathetic
Less soothing more aggressive
Sympathetic
What are the 8 Attributes of Supportive Communication?
- Congruent
- Genuineness, honesty, authenticity foundation of positive relationships - Descriptive not evaluative
- Evaluative places judgement and makes label
- Descriptive describes things objectively with data and focuses on solutions
- avoid accusations and present data - Problem Oriented not Person Oriented
- This is the issue vs. you are the issue
4.Validating
- enhances self esteem
- Respectful vs. Superiority
- Flexible
- Specific not global
- Avoid extremes and absolutes
- focus on behaviors - Conjunctive not Disjunctive
- connected to previous statements
- bilateral topic control - Owned not disowned
- taking responsibility for statements
- Use of first person - Supportive Listening
- Advising
- Deflecting
- Probing
- Reflecting
Used well: if you are being honest and authentic
Not well: if you are dishonest or mismatch thinking
Congruence
Used Well: if you avoid accusations/present data/focus on solution/Describe Objectives
Not well if: you blame others/Emotion driven not data driven
Descriptive (Not Evaluative)
Used well: if you focus on the problem not the person
Problem oriented not person oriented
Used well: if you are enhancing self esteem, being respectful and not superior
Validating
Used well if you are avoiding extremes
Specific not global
Used well if you are connecting things to previous statements
Conjunctive not Disjunctive
Used well if you are using first person and taking responsibility
Owned not Disowned
Used well if you are advising, deflecting, Probing, Reflecting
Supportive Listening
What are the Five Dimensions of empowerment?
Self Efficacy
Self Determination
Personal Consequence
Meaning
Trust
The sense of self confidence
Self Efficacy
I have a choice in the matter
Self Determination
We can have a favorable impact for whatever we are trying to accomplish
Personal Consequence
I value what I do personally
Meaning
Sense of security or belief that I will be treated fairly
Trust
What are some ways that shape empowerment?
You cannot force someone to be empowered
Each individual needs to decide for themselves
A person can be empowered even though the context is not right or nobody acknowledges their work
Empowerment leads to cooperation
What do you do when a subordinate comes to you, has a problem and delegates it to you?
Try and give it back to them so they can work on it and then come back with recommendations
What are the five strategies of handling a conflict? (Short Answer)
Forcing
Avoiding
Compromise
Collaborating
Accommodating
Getting your way
Issue Importance:
HIGH
Relationship Importance: LOW
Relative Power:
HIGH
Time Constraints:
MED-HIGH
Assertive:
HIGH
Cooperative:
LOW
Forcing
Don’t Upset the other person
Issue Importance:
LOW
Relationship Importance: HIGH
Relative Power:
LOW
Time Constraints:
MED-HIGH
Assertive:
LOW
Cooperative:
HIGH
Accommodating
Reaching an agreement quickly
Issue Importance:
MED
Relationship Importance:
MED
Relative Power:
EQUAL
Time Constraints:
LOW
Assertive:
MED
Cooperative:
MED
Compromising
Solve the Problem Together
Issue Importance:
HIGH
Relationship Importance:
HIGH
Relative Power:
LOW-HIGH
Time Constraints:
LOW
Assertive:
HIGH
Cooperative:
HIGH
Collaborating
Avoid Having to Deal with Conflict
Issue Importance:
LOW
Relationship Importance:
LOW
Relative Power:
EQUAL
Time Constraints:
Med-High
Assertive:
LOW
Cooperative:
LOW
Avoiding
Problem I can Present ;) Enjoy this one honey
When you do our meal prepping, I cannot eat gluten, and It makes me feel like my freedoms have been hijacked
No matter how much you dislike the individual you need to….
disentangle the person from the issue
similar to stress, a little bit of conflict can be good! What are some ways small bits of conflict can be good? (as long as it is issue focused)
It can…..Stimulate innovation
Encourage personal involvement
Spark creativity
Four Stages of Team Development IN ORDER (Short Answer)
- Forming
- Norming
- Storming
- Performing
team members are faced with the need to become acquainted with each other. Relationships must be formed and trust needs to one established.
Forming
Team is faced with creating cohesion and unity, differentiating roles, Identifying expectations for members, and enhancing collaboration.
Norming
Team is faced with disagreements, counter dependence, differing viewpoints, and the need to manage conflict, challenges include violating team norms and overcoming group think.
Focusing on process improvement
Storming
The team is faced with the need for continuous improvement, innovation, speed, and capitalizing on core competencies. Sponsoring team members new ideas, orchestrating their implementation, and fostering extraordinary performance are needed from team leaders
Performing
What are the two main roles a leader or member can play?
1.Task facilitating
2. Relationship building
Coming to a conclusion on outcome. Result based.
Task Factilitating
Enhance harmony between the team. Help people feel good about being on the team.
Relationship building
Things that impede the team from moving forward and hinder progress
Blocking roles
Specific measurable aligned realistic and time bound goals
Smart Goals
Everest Goals
Disastrous decisions a team will make when everyone is in agreement with one another solely based on a preference from an influential individual
Group think
Disastrous decisions a team will make when everyone is in agreement with one another solely based on a preference from an influential individual
Group think
