Final Exam

Solomon Asch
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Terms in this set (114)
Solomon Asch
Studies the effects of group pressure uponm the modification or distortion of judgements. Consensual validity
consensual validity
we regard our judgements and opinions as correct if others think the same
Stanley Milgram
the studies about how willing ppl are to subdue others to pain- voltage expirment
Stanford Prison Experiment
In this study it only took a few days for the gaurds to become sadastic and the prisoners become depressed and show signs of extreme stress
team types
work, management, parrellel, project and action
work teams
produce goods or services, generalyl require fill-time commitment from members
work team examples
production team, maintenance team, and sales team
managment teams
coordinate subunit activities to help the organization achieve long-term goals
parellel teams
members from various jobs offer recommendations to managers about issues that run "parellel" to production processes
parrellel team examples
qaulity circle, advisory council, committee
project teamstake on complex "one-time" tasks that require a lot of input from memebers with different types of training and expertiseproject team examplesproduct design team, research group, planning teamaction teamsperform complex tasks that are noramally limited duration and take place in contexts that are eitehr highly visible to an auidience or highly challengingaction team examplessurgical teams, musical teams, expedition teams, sports teamTuckmans team model1. forming 2. storming 3.norming 4.performing 5.adjourningformingstep 1 of tuckman, try to understand boundaries and get a feel for what is expectedstormingstep 2 of tuckman, remain committed to ideas, triggers confluict that affects some relationships and harms teams progressnormingstep 3 ot tuckman, realize they need to work together to accomplish team goalsperformingstep4 of tuckman, members are comfotable working within their roles, and the team makes progress toward goalsadjourningstep 5 of tuckman, members experience anxiety and toehr emotions as they disengage and ultimately separate from the teamteam interdependencethe degree to which tam members interact with and realy on other team members for the information, materials, and resources needed to accomplish work for the teamtask interdependencepooled, sequential, reciprocal, comprehensivepooledlowest degree of required coordination; members complete work independently; work is "piled up" to represent group outputsequentialrequires tasks be done in a prescribed order; memebrs interact to carry out work; interaction only occurs between members who perform tasks next to each other in the sequencereciprocalrequires members to be specialized to perform specific tasks; isntead of a strict sequence of activities, members interact with a subset of other members to complete the teams workcomprehensiverequires the highest level of interaction and coordination; each member has a great deal of discretions in teh course of work and collaborationgoal interdependenceexists when team member have a shared vision of the teams goal and align their individual goals with that vision as a resultoutcome interdependenceexists when team members share in the rewards the team earnsteam compositionthe mix of people wh make up the teammember rolesthe behaviors a person is expected to display in a given contextleader-staff teamsleaders make decisions for the team and provide direction and control over members who perform assigned tasksteam task rolesbehaviors that directly facilitate team task accomplishmentteam building rolesbehaviors that influence the quality of teh team's social climateindividualistic rolesbehaviors that benefit the individual at the expense of the teammember abilityphsyical, cognitive and emotionalstrengththe degree to whcih the body is capable of exerting forcestaminathe ability of a persons lungs and circulatory system to work efficiently while he is engaging in prolonged physical activityflexibility and coordinationthe quality of physical movementpsychmotor abilitiesthe capacity to mainpulate and control objectssensory abilitiescapabilities associated with vision and hearingcognitive abilitypeople who are high on verbal abilities also tend to be high on reasoning, quantative, spatial and perceptual abilitiesg factorgeneral mental ability- most popular explanation for the similarity in the levels of different cognitive abilitiesverbalvarious abilities associated with understanding and expressing oral and written communicationquantitativetwo types of mathematical capabilitiesreasoninga diverse set of abilities associated with sensing and solving problems using insight, rules and logicspatialcapablities associated with visual and mental representation and manipulators of objects in spacepreceptualbeing able to percieve, understand and recall patterns of infomationemotional stability dimensionsself-awareness, other awareness, emotion regulation, use of emotionsself-awarenessthe apprasial and expression of emotion in oneself. abililty of an individual to understand the types of emotions they are experiencing, willingness to acknowledge them and capability to express them naturallyother awarenessthe apprasial and recognition of emotion in others. a persons ability to recognize and udnerstand the emotions that people are feelingemotion regulationbeing able to recover quickly from emotional experiencesuse of emotionsdegree to which people can harness emotions and employ them to improve their chances of being successful in whatever they are seeking to dostrong-general mental abilityGeneral mental ability has what type of correlation to job performance?weak- cognitive abilitycognitive ability has what type of correlation to organizational commitment?additive taskscontributions resulting from the abilities of every member "add up" to determine team performanceconjuctive tasksteams performance depends on the abilities of the "weakest link"disjunctive taskstasks with objectively verifiable best solutions. member with highest task-relevant ability will have the most influence on team effectivenessmember personalitythe structures and propensities inside a person that explain his or her characteristic patterns of thought, emotion and behavior. CAPTURES WHAT PEOPLE ARE LIKEtraitsreoccruing regularities or trends in peoples responses to their environmentCANOEWhats the acronym for the big 5?agreeablepeople tend to be cooperative and trusting, tendencies that promote postive attitudes about the team and smooth interpersonal interactionsconscentiouspeople tend to be dependable and work hard to achieve workmoderately- conscentiousconscientiousness has what type of correlation with job performance and organizational commitmentconscentiousWhat is the key driver of typical performance?cognitive abilityWhat is the key driver to maximum performance?extravertsppl tend to perform effectively in interpersonal contexts and are generally positive and optimistic- easiest trait to judge in zero-acquaintance situationsneuroticpeople tend to experience negative moods, are likely to appraise everyday situations as stressful and unlikely to believe thay can cope with stressorsopenindividuals are curious, imaginative, creative, and are likely to migrate toward artistic and sceintific fieldssituational strengthsuggest that "strong situations" have clear behavioral expectations, incentives, or instructions that make differences between individuals less important, whereas "weak situations" lack those cuesteam diversitythe degree to which members are different from one another in terms of any attribute that might be used by someone as basisof categorizing people.value in diversity problem solvingdiversity is beneficial because it provides for a larger pool of knowledge and perspectives from which a team can draw as it carries out its worksimilarity attractionpeople tend to be more attracted to others who are percieved as more similarsurface-leveldiversity regarding observable attributes such as race, ethnicity, sex and agedeep leveldiversity attributes that are less easy to observe initially, but that can be inferred after more direct experienceteam sizehaving a greater # is better 4-5 members=msot satisfied odd number of members perform better than even number amountwonderlic personnel testa 12 minute test of general cognitive ability that consists of 50 questions- varying speed & power- used to estimate IQtrustthe willingness to be vulnerable to a trustee based on positive expectations about teh authoritys actions and intentionsjusticereflects the percieved fairness of an authoritys decision makingethicsreflects the degree to which the behaviors of an authority are in accordance with generally accepted moral normsdiposition based trusttrust propensity- your personality traits include a general propensity to trust otherscognition-based trusttrustworthiness- trust is rooted in rational assessment of the authority's trustworthinessabilitythe skills, compentencies, and areas of expertise that enable an authority to be successful in some specific areabenevolencethe belief that the authority wants to do good for the trustor, apart from any selfish or profit-centered motivesintegrity(walk the walk) the perception that the authority adheres to a set of values and principles that the trustor finds acceptableaffect-based trustit depends on feelings toward the authority that go beyond any rational assessmentdistrubitive justicethe percieved fairness of decision-making outcomesdistrubitive justiceRules= equity, equality, needprocedural justicereflects the percieved fairness of decision-making processesprocedural justiceRules= voice, correctability, consistency, bias suppression, representatives, accuracyinterpersonal justiceperceived fairness of the treatment received by employees from authoritiesinterpersonal justiceRules=respect, proprietyinformational justicepercieved fairness of the communications provided to employees from authoritiesinformational justiceRules= justificcation, truthfulnessmoral awarenessan athority recognizes that a moral issue exists in a situation or that an ethical code or principle is relevant to the circumstancemoral attentivenessthe degree to which people chronically perceive and consider issues of morally during their experiencesmoral intensitythe degree to which the issue has ethical urgencymoral intensity factors1. magnitude of consequences 2. probability of effect 3.temporal immediacy 4. concentration of effect 5.social consensus 6. proximitymoral judgementthe process people use to determine whether a particular course of action is ethical or unethicalpreconvential stagebeginning stage, right versus wrong is viewed in terms of consequences of various actions for the individualconventional stageas you mature, right versus wrong is referenced to teh expectations of ones family and ones societyprincipled stagemost sophisticated moral thinkers, right versus wrong is referenced to a set of defined, established moral principlesutilitarianism/ egoismact is morally right if it results in teh greatest amount of good for the greatest # of peopleethics of duties/rightsact is normally right if it fulfills the categorical imperative- should be performed by everyone, respect human dignity and endorsable by othersvirtue ethicsact is morally right if it allows the decision maker to lead a good lifeteleologicalemphasizes the results of behaviorsdeontologicalemphasizes the character of the act itselfmoral intentreflects an authoritys degree of commitment to teh moral course of actionmoral identitythe degree to which a person self-identifies as a moral personmoderate trustHow does trust correlate to job performance?stong trusthow does trust correlate to organizational commitment?obstructionistsomeone who chooses not to behave ethicallydefensivesomeone who behaves ethically to the extent they have to by abding by the lawaccommodativesomeone who behaves ethically and lawfully, and try to balance the interests of different stakeholders as the need arisesproactivepeople actively embrace socially responsible behavior, go out of their way to adress stakeholder needs, and use resources to promote the interests of all groups