MGT 3030 Final Exam

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Cards (52)

What is organizational justice? 
A personal evaluation about ethical and moral standing of managerial conduct.
What is distributive justice?
Employee judgments about the appropriateness of the resource allocation decision. The end result of the decision.
Allocation Rules: Equality, equity, and need
What is procedural justice?
Employee judgments about the appropriateness of how decisions are made and implemented. (regardless of the outcome or decision, were the procedures used to determine the outcome fair)- the means to the decisions
Allocation rules: Consistency, bias-free, accuracy
What is interactional justice?
Employee judgments about the appropriateness of how one person treats another.
Informational: straight to facts, no bias
Interpersonal: Personal relationship involved
What is conflict?
Incompatible goals
Disagreement on expectations of behavior
Differences in values, approaches to problems, interests., etc.
What is C-type conflict?
Cognitive conflict (task conflict) is conflict about task related issues. Focuses attention on the often-ignored assumptions that may underlie a particular issue.
Good for team because it relates to having issues about the task itself. Open up to more diversity and new roles
What is A-type conflict?
Affective conflict (relational conflict) is about individuals issues. Provokes hostility, distrust, cynicism, and apathy among team members, thereby obstructing open communication and integration.
No longer focus on task itself but focus on relationship conflict
What is stage 1 of conflict?
Potential opposition, causes of conflict
What is stage 2?
Perception of conflict arises between the parties. Once conflicts arises, individuals must make a decision on how to handle the problem
What is stage 3?
Each conflict category reflects varying levels of the following two dimensions: Assertiveness (satisfy their need in conflict) and Cooperativeness (satisfy other's need)
What is competing? 
High in assertive low in uncooperative
Trying to get what they want for themselves
What is avoiding? 
Low in assertive and uncooperative
Run away from issues
What is compromising? 
Middle of assertive and cooperative
Reach an agreement for both parties and both are satisfy with outcome
What is collaborating? 
High in assertive and cooperative
Working together to find a happy solution for everyone
What is accomodating? 
High in cooperative, low in assertive
Going along with other party, trying to accommodate the other party
What is stage 4?
Behavior, how someone may react to what we say or do. Intention differ from behavior
What is stage 5?
Two outcomes.
Functional: able to work together, improve performance and quality of decisions.
Dysfunctional: people are just unhappy, hinder team performance and lead to destruction or dissolution of team
What is negotiations?
A process in which two or more people or groups share their concerns and interests to reach an agreement of mutual benefit.
What is positions?
One party's stands on the issues (stated agenda)
What is interests?
Underlying concern that would be affected by the resolution (hidden agenda)
What is BATNA? 
Best, Alternative, To, Negotiate, Agreement.
Alternative if no agreement reached. The better the BATNA, the more power you have
What is reservation (resistant) point?
Least favorable point to accept an agreement.
What is Bargaining Zone (ZOPA)?
Zone of Possible Agreement. Range between reservations point
What is target point?
Realistic view of getting the highest achievable outcome from a negotiation
What is negotiation as value claiming?
Distributive bargaining: Seeks to divide up a fixed amount of resources; a win-lose situation
Primary tactics: Heavy reliance on strategies aimed at maximizing one's personal outcome/utility (or claiming the most value for the shelf).
What is negotiation as value creation?
Integrative bargaining: Seeks one or more settlements that can create a win win solution
Primary tactics: Joint search for compatible interests, potential tradeoffs, and creative ways of satisfying both parties underlying interests
What are the three common types of issues?
Distributive: Gain for one= loss for other
Integrative: Gain for one= relatively small loss for other
Congruent (compatible): We each want the same thing
How do we turn distributive into integrative?
Build trust and share information
Ask diagnostic questions to uncover the other side's interests
Create packages of isses
What are some biases in negotiations?
Framing effects: loss approach, evaluate base on a loss or gain
Escalation of commitment: staying invested due to us being committed already
Fixed-pie bias: assumptions based on little resources and our needs more important
What is leadership? 
the act of influencing others to work toward a goal
Formal leader: directly lead to form organization
Informal leader: Collaborative and engages with member of team
Leaders: Long term goal
Managers: Short term goal
What is power?
The influence leaders and managers have over the behavior and decisions of subordinates.
What is peril of power without status?
High power/low-status individuals are at risk of treating others in rude/demeaning ways
What happen if there is peril of power without status?
Power without status can lead to challenges in legitimacy and influence, requiring individuals to build through competence and collaboration to effectively wield power. Balancing the use of power the efforts to gain respect and legitimacy is key for navigating this situation
What is legitimate power?
Power from one's position in an organizational hierarchy; the accepted authority of one's positon.
What is reward power?
The ability to administer valued rewards to others
What is coercive power?
Power from the capacity to administer punishment to others
What is referent power?
Power derived from the degree to which one is liked and admired by others
What is expert power?
Power derived from an individual's recognized and superior skills and abilities in certain areas
What is coercive leadership?
Telling others what need be done, command style.
Leads by demanding immediate compliance
Most effective: In emergency situations.
Creates resonance by reducing ambiguity
What is authoritative?
Leads by aligning people's work with a larger organizational vision.
Most effective: when change requires a new vision.
Creates resonance by moving people towards shared dreams