MGMT 320 Final
Terms in this set (85)
The psychological process that arouse and direct goal-directing behavior
Their own self interest
Fundamentally, people are motivated by:
Payoff a person receives from others for performing a particular task
Satisfaction a person receives from performing the particular task itself
1. Physiological needs
Maslow's Hierarchy of Needs:
# 1 Maslow's Hierarchy of Needs
Ex: Food, water, warmth & rest
#2 Maslow's Hierarchy of Needs
#3 Maslow's Hierarchy of Needs
Ex: Intimate relationships and friendships
#4 Maslow's Hierarchy of Needs
Ex: Prestige & feeling of accomplishment
#5 Maslow's Hierarchy of Needs
Ex: Achieving one's full potential
McClelland Acquired Needs Theory
To be the best
To be accepted
To be in control
1. Hygiene factors
2. Motivation factors
Herzberg's Two-Factor Theory
Keeps workers from being dissatisfied
Keeps workers satisfied
Money is a ___________ factor.
Explains how people strive for fairness and justice in social exchanges or give-and-take relationships
3 types of Justice:
How resources and rewards are distributed
The process to which who chooses and makes decisions
Conveying news in a respectful manner; Workers will accept it
People are motivated by two things:
1. How much they want something
2. How likely they think they are to get it
How likely efforts leads to performance
How performance leads to rewards
Value; How badly they want it
Suggest that employees can be motivated by goals that are specific and challenging but achievable
1. Two or more freely interacting individuals
2. Share norms
3. Share goals
4. Have a common identity
Small group of people with complementary skills who are committed to a common purpose, performance goals and approach for which they hold themselves mutually accountable
Group assigned by organization or its managers to accomplish specific goals
Group formed by people whose overriding purpose is getting together for friendship or common interest
Have a clear purpose that all members share. Usually permanent, and members must give their complete commitment to the team's purpose in order for the team to succeed.
Assembled to solve a particular problem or complete a specific task, such as brainstorming new marketing ideas for one of the company's products
Include members from different areas with an organization, such as finance, operations and sales
Groups of workers who are given administrative oversight for their domains
Work together over time and distance via electronic media to combine efforts and achieve common goals
Benefits of Virtual teams
1. Reduce real estate cost
2. Ability to leverage diverse knowledge across geography
3. Reduce commuting and travel expenses
Challenges of Virtual teams
1. Difficult to establish team cohesion
2. Inability to observe nonverbal cues
3. Not a substitute for face-to-face contact
1. Increased productivity
2. Increased speed
3. Reduce cost
4. Improve quality
5. Reduced destructive internal competition
6.Improved workplace cohesiveness
Why teamwork is important?
Process in which one party perceives that its interests are being opposed or negatively affected by another party
Benefits the main purposes of the organizations and serves its interest. Should be disagreements
Hinders the organization's performance or threatens its interest
1. Personality conflicts
2. Intergroup conflicts
3. Multi-cultural conflicts
4. Work-Family conflicts
Four Kinds of Conflicts:
Interpersonal opposition based on personal dislike or disagreement. Rarely positive.
Inconsistent goals or reward systems, ambiguous jurisdictions and status differences; "We versus them"
Frequent opportunities for clashes between cultures in the global economy
Occurs when the demands or pressures from work and family domains are mutually incompatible. Work responsibilities can interfere with family life, and family demands can interfere with work responsibilities.
1. Spur competition among employees
2. Change the organization's culture and procedures
3. Bring in outsiders for new perspectives
4. Use programmed conflict
How to stimulate constructive conflict:
Designed to elicit different opinions without inciting people's personal feelings
Assigning someone the role of critic to voice possible objections to a proposal and thereby generate critical thinking and reality testing
Two people or groups play opposing roles in debate in order to better understand a proposal
Five Basic Behaviors to help you better handle conflict:
Five Conflict-handing Styles
"Maybe the problem will go away"
"Let's do it your way"
"You have to do it my way"
"Let's split the difference"
"Lets cooperate to reach a win-win solution that benefits both of us"
The use of power and influence to direct the activities of followers toward goal achievement.
"How you drive others?"
Get people to do thing that voluntarily pursue a goal.
1. Legitimate power
2. Reward power
3. Coercive power
4. Expert power
5. Referent power
5 Sources of Power:
Tell others what to do
"Because I said so"
Control the rewards; How you distribute rewards
Punishment. Do this to avoid punishment or do this to not get fired
Seen situations before time and time again. They have ability to guide you
Individuals are magnetic in such a way; Ability to persuade people and it's people you can trust
Someone in love with themselves; Self-centered
lack of concern for others, impulsive behavior, and a dearth of remorse
Leadership that generates awareness and acceptance of a group's purpose and mission and gets employees to see beyond their own needs and self-interests for the good of the group; They have this magnetic quality about them
Involves behaving in ways that help followers achieve their potential through coaching, development, and mentoring; Have the ability to make someone feel like they have a key role in organization
Behavior a leader engages in to make followers be aware of problems and view these problems in new ways, consistent with the leader's vision
Leaders who focus on accomplishments and seek to ensure that employees perform well on the job
Provides structure; Everything is laid out for you
Pro: Made aware of what you need
Con: Not going above and beyond
Pros and cons of Initiated structure?
Leadership that motivates subordinates by rewarding them for high performance and reprimanding them for low performance
Pros: Encouraged by benefits
Cons: Lack quality
Pros and cons of Transactional leadership?
Relationship/ Primary leadership
How they react with subordinates
Represents the extent to which a leader creates perceptions of psychological empowerment in others
Leadership based on moral principles; Lead by example
Pros: It will be done right
Cons: Can be stressful; What if you latch on the wrong idea? No one thinks they'll do anything wrong
Pros and cons of Ethical leadership?
Focuses on providing increased service to others—meeting the goals of both followers and the organization—rather than to oneself; Ex: everyone leaves before you
Pros: Care for everyone
Pros and cons of servant leadership?
No leadership at all. Leader doesn't want to get in your way and doesn't guide you or mentor you in any way
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