Management Skills Rutgers mid term 1 – Flashcards
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Work group
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A group that interacts primarily to shareninformation and to make decisions to help each member perform within his ornher area of responsibility. No need for joint effort. No positive synergy
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Work Team
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Generates positive synergy. Individual efforts results in level of performance that is greater than the sum of those individual inputs
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Distinguishing dimensions
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Hierarchy (vertical or horizontal), relatedly l, degree autonomy... functional diversity, physical:geographic proximity
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Team effectiveness
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Generally determined using objective measures of team productivity, team performance, team member satisfaction
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Context
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Adequate resources, leadership and structure , climate of trust and PERS
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Composition
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Members abilities, personality, diversity, team size
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Work design
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Enhances motivation because increase sense of ownership and responsibility.
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Process
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Common purpose, specific goals, team efficacy, conflict levels and social loafing
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Cross functional teams
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Team made up of employees from about the same hierarchical level but from different work areas
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Mental models
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Knowledge and beliefs about how work gets done
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Problem solving teams
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Work team compromised of employees from the same department whose focus is improving work process and mehjids
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Relationship conflicts
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Conflicts based on interpersonal incompatibilities l, tensions and animosity toward others
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Self managed teams
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Group of employee who perform highly related or interdependent jobs and take on many of the responsibility of their former supervisors
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Skill variety
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The opportunity to use different skills and talents
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Task conflicts
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Disagreements among team members about task content
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Tasks identity
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A whole and identifiable task or product
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Task significance
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The impact that execution of task of project has on others
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Team efficacy
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Team members belief that they can succeed at the tasks at hand
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Virtual teams
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teams in which computer technology ties together physically dispersed members
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Work groups
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A group that interacts primarily to share info and to make decisions to help each members perform within his or her area of responsibility
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Self awareness
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Knowing ones emotions, strength , weaknesses , drives and their impact on others
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Self regulation
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Controlling or redirecting disruptive emotions and impulses
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Motivation
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Being driven to achieve for the sake of achievement
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Empathy
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Considering others feelings especially when making decisions
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Social skill
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Managing relationships to move people on desired directions
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Nature
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Impact of inherited predisposition
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Nurture
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Impact of environmental factors
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Openess
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Tendency to enjoy re experience and ideas
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Conscientiousness
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Tendency to show self discipline , to strive for competence and achievement
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Extraversion
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Tendency to seek stimulation and to enjoy the company of other people
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Agreeablness
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Tendency to be compassionate towards others
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Neuroticism
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Tendency to experience unpleasant emotions easily
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Type A
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Competitiveness, irritable .. work faster even in absence deadline. Perform poorly on tasks requiring patience
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Type B
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Relaxed, easy going. Perform well on tasks requiring accuracy and those involving complexed judgements
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Positive affectivity
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Joy enthusiasm.. Low: apathy, sluggish
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Negativity affectivity
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Fair,nervousness... low: calm and relaxed
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Achievement motivation
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Desire to excel at various tasks- to succeed and tookdo better than others
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Affective states
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Current emotional state or condition
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Consensus
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The extent to which other people behave in the same manner as the person we are judging; one of these info inputs evaluated in making causal attribution
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Consistency
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The extent to which the person we are judging acts the same way at other times
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Constraints
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Factors that discourage certain behaviors
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Corresponding inferences
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Judgements about ppl dispositions that correspond to what we have observed of their actions
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Distinctiveness
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The extent to which this person behaves in the same manner in other contexts;
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Emotional stability
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The tendency to see oneself as confident, secure and steady
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Facilitators
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Factors that encourage certain behaviors
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Fundamental attribution error
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The strong tendency to explain other actions in terms of internal rather than external causes
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Generalized self efficacy
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A persons beliefs about his or her capacity to perform specific tasks successfully
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Golem effect
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The tendency for an individual to perform poorly due to others low expectations of them; negative form of self fulfilling prophecy
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Halo effect
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The tendency for a person overall impression to bias his or her assessment of another on specific dimensions
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Intereactionist perspective
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A philosophical approach dominant in the field of organizational behavior which posits that human behavior is driven both by the personal characteristics of an individual and environmental
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Job demands
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The set of tasks and duties associated with a specific job
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Learning
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Relatively permanent change in behavior occurring as a result of experience
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Locus of control
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The extent to which individuals feel that they are able to control things in a manner that affects them
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Merit based pay systems
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Pay and other forms of compensation are based on performance
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Mood states
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Diffuse, temporary feelings that vary in terms of intensity , duration and valence
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Personality
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The unique and relatively stable pattern of behavior thoughts and emotions shown by individuals
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Pygmalion effect
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The tendency for an individual to improve performance due to others high expectations of them
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Self esteem
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The overall value one place on oneself as a person
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Self fulfilling prophecy
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Tendency for someone's expectations about another to cause that individual to behave in a manner consistent with those expectations
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Social norms
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Established or taken for granted socially acceptable behaviors
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Social perception
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The process integrating and interpreting info about others as to understand them accuratelyn
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Stereotype
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Beliefs that all members of specific groups share similar traits and behavior
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Team halo effect
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The tendency for people to credit teams for their success but not told them accountable for their failure
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Diverse viewpoints
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Diverse teams offered broader and overlooked solutions than those of homogenous teams
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Diverse customers
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Companies are better positioned to understand a diverse customer base if they have members of those groups within the organization
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Attract and retain talent
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Recruiting from a more diverse talent pool affords organizations the opportunity to attract and retain the best and he brigghest
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Cost of losing women and minorities
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Turnover costs are significant ; women and minorities may be more likely to change organization if they have reached a glass ceiling in their current organization
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Profitability
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Prior studies have linked more diverse organizations with higher profitability
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Brainwashing
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Being programmed by ones culture such that one become less open to alternative modes of Behavior and understanding
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Diversity
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Differences and similarities with respect to the ethnicity , race, culture, gene dee, age, functional, and educational backgrounds, lifestyle preferences, tenure with organizations, personality trait and ways of thinkobg
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Ethnocentrism
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The exaggerated tendency to think that characteristics of ones own group or race are superior those of other groups and races
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Fit in
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To adopt the superficial characteristics of the majority
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Perceived competence
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How an individual and their job performance are seen by others in the organization
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Stereotyping
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Assign identical characteristics to any ppl in a group regardless of the actual variation among members of the group
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Ethics
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Standard of conduct that indicate how one should behave based on moral duties and virtues arising from principles about right and wrong
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Green washing
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The disingenuous attempt to place importance on environmental concerns
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Intellectual property theft
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Failure to respect parents and copyright law or pay for using what other firms or individuals have created
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Justice
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A personal evaluation about the ethical and moral standing of managerial conduct
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Leadership vision
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A compelling image of an achievable future
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Piracy
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Making initiations of brand name me and goods
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Sustainability
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Meeting the needs of present generation without compromising the ability of future generations to meet their own needs
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Value conflict
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The tension that arises when facing a choice of acting in accordance with two or more values
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Value congruence
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Shared Systems of value between two entities
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Value
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Core belief or desire that guide or motivate attitudes and actions; what you hold most dear and willing to strive or even fight for
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Window dressing
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The disingenuous attempt to place importance on ethical matters
