Exam 4 chapters 11 , 12,14 and careers in I/O

• Group conflict


  Often caused by social loafers - people who refuse to cooperate or do their part
• Conditions that make social loafing more likely


  • Group's work can get done without requiring everyone's participation
  • Difficult for supervisor to review contribution of individual members
• Maximizing cooperation


  1. Accountability reporting

  2. Distribute tasks among individual members

  3. Individualize responsibilities

  4. Set clear expectations

  5. Create specific deadlines

  6. Members evaluate each other's performance
• Conflict resolution strategies


  • Avoiding (each side avoid the other, leading to no resolution)
  • Dominating (persisting until your goals are achieved at the cost of others goals)
  • Accommodation (Giving in and self sacrificing to end a conflict)
  • Collaboration (parties reach mutually beneficial solution)
• Narcissist


  • Perceives themselves to be nearly perfect in each way
  • Extremely self centered
  • Only cares for what others can do for them
  • Doesn't work well with others
  • Arrogant, Bossy, and always has to be right
  • Narcissism becomes defensive when faced with any kind of criticism
• Machiavellian


  • Manipulative and exploitative
  • Uses others for personal gain
  • Scapegoating failures and stealing credit for successes
  • Lie, cheat and flatter to get what they want
  • Use people as pawns
  • Primarily motivated by desire for power, wealth and fame
• Psychopaths


  • Display antisocial behavior
  • Emotionally/Physically Abusive
  • No empathy for others emotions
  • No remorse for hurting others
• Psychopaths are great liars
• Dark triad leaders can attain short-term gains


  At cost of large long-term losses (conflict, turnover, illegal behavior)
• Groupthink


  • Group cohesiveness > individual criticism
  • No one risks disagreeing with group
  • Avoiding disapproval or ostracism
  • Leads to poor decision making
  • Bad ideas aren't criticized or corrected
• Examples of Groupthink


  • Mean Girls
  • Boeing (plagued by poor build quality, lost wheel before takeoff, engine explodes, doors flying off mid flight, midair nosedive)
• Causes of Groupthink


  • Desired ingroup status
  • Self-censorship
  • Illusion of unanimity
  • Direct conformity pressure
• Whistleblowers who tried to raise concerns about Boeing were fired and mysteriously died days before public trial
• Benefits of dissent in groups

  • Increases accuracy
  • Leads to double checking
  • Requires justifying initial decisions
• How to combat Groupthink

  1. Encourage and reward dissent within group

  2. Critically evaluating old ideas, breaking with tradition

  3. Hire people to offer differing opinions

  4. Offer people a safe way to voice concerns and criticism

  5. Educate supervisors about groupthink so they can recognize early warning signs
• Conformity


  When people copy the attitudes, values and behaviors of those around them
• Informational Influence


  Copying others to figure out the best course of action
• Normative Influence


  Copying others to avoid being disliked / ostracized
• 65% of participants in the Milgram study complied all the way to 450 volts, even when the "learner" was screaming and convulsing
• Distance from the victim

  The closer the victim, the less likely people are to conform and administer shocks
• Diffusion of Responsibility


  Spreading responsibility across multiple people, making people less likely to take action
• In pre-experimental surveys, 0% of nurses said they would administer a lethal dose to patients, but in real life 95% complied when asked by a doctor
• Traits that make a great leader

  • High in openness, conscientiousness, extraversion, agreeableness
  • Low in neuroticism
• Charismatic leadership


  Leaders who possess charisma that inspires their followers
• Transformational leadership


  Leaders who display idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration
• Lewin's leadership styles


  • Laissez-faire (leader provides no clear guidance)
  • Autocratic (leader has absolute control)
  • Democratic (leader offers guidance but followers make decisions by majority consensus)
• Lewin's study found the democratic leadership style led to the highest satisfaction and engagement, while the autocratic style was most productive but only with the leader present
• I/O psychology


  Using psychology to improve organizational and individual work performance
• What I/O psychologists do

  • Work with individuals (employee selection, training, executive advising)
  • Work with teams (team development, conflict management)
  • Work with organizations (develop HR systems, manage large transitions)
• 360-degree surveying


  Obtaining feedback from all people within an organization (coworkers, bosses, subordinates, customers)
• in chapter 11 what does groups mean ?

  Group two or more individuals engaged in social interaction to achieve some goal
• in chapter 11 what does teams mean ?

  Team interdependent workers with complementary skills working toward a shared goal
• in chapter 11 what does roles mean ?

  Roles patterns of behavior that are adopted based on expectations about the functions of a position
• in chapter 11 what does role expecations mean?

  As a work group develops, the various members learn to become responsible for different aspects of its functioning. In other words, members begin to play different roles within the work group.
• in chapter 11 what does role differentiation ?


  This process whereby group members learn about and take on various defined roles is called role differentiation. For example, a new worker who enters a work group may immediately fall into the role of novice worker.
• in chapter 11 what does role ambiguity mean ?

  Role Ambiguity a sense of uncertainty over the requirements of a particular role
• in chapter 11 what does Job ambiguity ?

  Job Ambiguity a source of stress resulting from a lack of clearly defined jobs and/or work tasks
• what does role conflict mean ?

  Role Conflict is when conflict that results when the expectations associated with one role interfere with the expectations concerning another role
• what is work family conflict ?

  Work-Family Conflict cumulative stress that results from duties of work and family roles
• what are norms?


  Norms rules that groups adopt governing appropriate and inappropriate behavior for members