Term
| Managers need to be equipped with the four C's |
|
Definition
- Critical Thinking
- Communication
- Collaboration
- Creativity
|
|
|
Term
|
Definition
| The ability to make decisions, solve problems and take action as appropriate |
|
|
Term
|
Definition
| The ability to synthesize and transmit your ideas both in written and oral formats |
|
|
Term
|
Definition
| The ability to work effectively with others, including those from diverse groups and with opposing points of view |
|
|
Term
|
Definition
| The ability to see what's NOT there and make something happen. |
|
|
Term
| Mentoring and in-house job training |
|
Definition
were identified as the most effective methods to improve employee's skill levels in the 4 C's.
Followed by one-on-one coaching, job rotation and professional development |
|
|
Term
| Core Self-Evaluation (CSE) |
|
Definition
Is viewed as a broad latent concept, indicated by at least four traits:
- Self esteem
- Generalized Self-efficacy
- Locus of control
- Low Neuroticism or High emotional Control
|
|
|
Term
|
Definition
| Tendency to be confident, secure and steady |
|
|
Term
| Internal Locus of Control |
|
Definition
| A belief that one is in control of a broad array of factors in their lives. Essentially, they are in control of their future |
|
|
Term
|
Definition
| The overall value that one places oneself as a person. It is a high perception of self-worth |
|
|
Term
Generalized Self-Efficacy
|
|
Definition
| Fundamental estimate of one's ability to cope, perform and be successful with tasks in general |
|
|
Term
|
Definition
| Positively influence job and life satisfaction, job performance, work motivation, and income level. High CSE individuals earned more income when they came from parents holding prestigious occupations than those with low CSE. |
|
|
Term
| An organization with high politics can also... |
|
Definition
| Reduce the strength of the relationship between CSE and Task Performance |
|
|
Term
|
Definition
| Global beliefes that underlie attiudinal processes |
|
|
Term
|
Definition
| Are cognitive and affective orientations toward specific objects and situations. |
|
|
Term
|
Definition
| manifestation of a person's fundemental values and corresponding attitudes |
|
|
Term
| Values --> Attitudes --> Behavior |
|
Definition
|
|
Term
| Things that influce value importance |
|
Definition
- Private-Public Sector Distinctions
- Occupations
- Gender
- Culture
- Time: Values change with time
|
|
|
Term
|
Definition
| The deeply ingrained priciples that guide all of a company's actions; they serve as the cultural cornerstones |
|
|
Term
|
Definition
| Those that a company needs to succeed in the future but currently lacks. A company may need to develop a new value to support a new strategy or to meet the requirements of a changing market or industry. |
|
|
Term
| Permission to play values |
|
Definition
| Reflect the minimum behavioral and social standards required of any employee. They tend to not vary much across organizations |
|
|
Term
|
Definition
| Arise spontaneously without being cultivated by leadership and take hold over time. The usually reflect the common interest or personalities of the organization's employees |
|
|
Term
| How to properly implement a values-based initiative: |
|
Definition
- Be Authentic
- Own the process
- Weave Core Values into Everything
|
|
|
Term
|
Definition
| Many companies state they value sterotypical values such as intergrity, teamwork, ethical behavior, etc. A company should try to separte themselves from the competition with its value initiative |
|
|
Term
|
Definition
| Top managers should create teams to determine the set of values chosen. Teams work better than surverys in this case because they can pinpoint specific individuals and ask them what they value. |
|
|
Term
| Weave Core Values into Everything |
|
Definition
| Find ways of recruinting individuals with the desired values. Build Values into all aspects of business. Think about even making t-shirts and hosting company parties that reflect the business theme. |
|
|
Term
|
Definition
| Refers to an individual's constantly changing cognitive and behavioral efforts to manage external and internal demands or conflicts |
|
|
Term
| The Stresss Appraisal Process (2 Steps) |
|
Definition
- Primary Appraisal
- Secondary Appraisal
|
|
|
Term
|
Definition
| Coping is determined by the dregree a person pereives a threat in a particular context |
|
|
Term
|
Definition
| The perception of personal resources, coping strategies and social resources that can be used to combat the source of the stress. |
|
|
Term
| The Three Coping Strategies |
|
Definition
Problem-Focused Coping
Emotion-focused Coping
Avoidance Coping |
|
|
Term
Problem-focused coping (Functional Coping)
|
|
Definition
| Involves actively engaging in activities that reduce the source of strain or the actual problem |
|
|
Term
Emotion-focused coping (Functional Coping)
|
|
Definition
| Involves efforts to reduce one's strain level without impacting the actual presence of the stressor. You can do this through the support of others or believing the problem is not as bad as orginally thought |
|
|
Term
| Avoidance coping (Dysfunctional Coping) |
|
Definition
| Consists of not thinking about the problem and simply removing oneself from the situation |
|
|
Term
| 5 Steps to Dealing with Stress |
|
Definition
- Recognize and disengage
- Breathe through the heart
- Invoke a positive Feeling
- Ask Yourself, "Is there a better alternative?"
- Note the Change in Perspective
|
|
|
Term
|
Definition
| Take time out so that you clear thoughts and feelings about the stress. This will limit your body's reaction to the stress and allow you to think more clearly about the problem. |
|
|
Term
| Breathe through the heart |
|
Definition
| Perform focused breathing around the heart. This exercise diminishes stress by promoting feelings of security and well-being. |
|
|
Term
| Invoke a Positive Feeling |
|
Definition
| Thinking of a positive experience brings the favorable emotional state to the forefront |
|
|
Term
| Ask yourself, "Is there a better alternative?" |
|
Definition
| In a calm state, you can consider a more objective approach to dealing with the problem or stressor. |
|
|
Term
| Note the Change in Perspective |
|
Definition
| Once a new method is utilized for dealing with the stressor, make a mental note so you can use a similar strategy in the future. |
|
|
Term
|
Definition
| Broad concept encompassing both emotions and moods |
|
|
Term
|
Definition
| Are short-term feelings that can be directed at an object or person |
|
|
Term
|
Definition
- Love
- Joy
- Disgust
- Fear
- Anger
- Sadness
|
|
|
Term
|
Definition
| More general feelings than emotions that last longer with no attributed targer |
|
|
Term
|
Definition
| Personality consisting of a generally positive mood |
|
|
Term
|
Definition
| Personality consisting of a generally negative mood. |
|
|
Term
| Emotional intelligence consists of |
|
Definition
- Perceive Emotions
- Use Emotions
- Understand Emotions
- Manage Emotions
|
|
|
Term
|
Definition
| Recognize your own emotions as well as others |
|
|
Term
|
Definition
| Able guide people toward desired states |
|
|
Term
|
Definition
| Knowledgable about how certain emotions affect others |
|
|
Term
|
Definition
| Controlling your own emotions and influencing others |
|
|
Term
|
Definition
| To higher performance, instances of helping and creativity |
|
|
Term
| Negative moods can produce |
|
Definition
| Creative outcomes and are always bad |
|
|
Term
| 4 Primary Ways to Impression |
|
Definition
- Rational Persuasion
- Inspirational appeals
- Collaboration
- Consultation
|
|
|
Term
|
Definition
| Using logical arguements to make your points. It tends to be best all around but especially when trying to convince upper management. |
|
|
Term
|
Definition
| Using certain values to gain buy in |
|
|
Term
|
Definition
| Group involvement convinces other to participate |
|
|
Term
|
Definition
| Asking advice from others. When they offer input, they are more likely to participate in the work. |
|
|
Term
|
Definition
- Map the political landscape
- Identify the key influencer within each group
- Assess the influencers openness to the change
- Mobilize the influencers
- Engage influential skeptics
|
|
|
Term
| Map the political landscape |
|
Definition
| Be able to recognize who is affected by the change |
|
|
Term
| Identify the key influencer within each group |
|
Definition
| Identify the key influencer within each group |
|
|
Term
| Assess the influencers openness to change |
|
Definition
| It is importatn to gain buy in, if they are resistant you could utilize the impression techniques discussed. |
|
|
Term
|
Definition
| Send them out to convince others of the importance of the change |
|
|
Term
| Engage influential skeptics |
|
Definition
| These individuals can be beneficial by pointing flaws in the initiative |
|
|
Term
| How to ensure Change is Appropriate |
|
Definition
- Group Participation
- Devil's Advocate
- Independent Reviewer
|
|
|
Term
|
Definition
| More involvement from various members will help to ensure a more thorough and wider-spanning initiative |
|
|
Term
|
Definition
| A member tasked with pointing out problems or flaws with the initiative |
|
|
Term
|
Definition
| Someone not impacted by the change and not involved in the changes development, will supply a less evaluation of the initiative |
|
|
Term
Organization Change Diagnostic Model
|
|
Definition
1)List the Company Facts
2)List the problem symptoms
3)Determine the “root” cause
4)Develop Alternatives for Addressing the cause
|
|
|
Term
|
Definition
| Provide the company's strengths and weaknesses |
|
|
Term
| List the problem symptoms |
|
Definition
| Assessing any bad behavior or problems |
|
|
Term
| Determine the "root" cause |
|
Definition
| Addressing onl a symptom and not the root casue will only temporarily fix the problem |
|
|
Term
| Develop alternatives for addressing the cause |
|
Definition
| Alternative #1 is always do nothing |
|
|
Term
| Effective communication techniques |
|
Definition
1) Reinforce Expectations
2) Explain the what, how, and who
3) Align Environment with Message
4) Take personal Interest in your employees
|
|
|
Term
|
Definition
| Restating your purpose will ensure the message is understood |
|
|
Term
| Explain the what, how and who |
|
Definition
| explain what you are trying to accomplish, how you expect to do it, and who is responsible for what in that process |
|
|
Term
| Align environment with Message |
|
Definition
| Make sure that the culture and surroundings match the message |
|
|
Term
| Take personal interest in your employees |
|
Definition
| Helps build a stronger relationship |
|
|
Term
Common Communication Mistakes
|
|
Definition
- Making Controversial Announcement
- Lying
- Ignoring the Realities of Power
- Confusing Process with outcomes
- Using Misappropriate Communication form
- Ignoring Acts of Omission
- Underestimating your audiences intelligence
|
|
|
Term
Making Controversial Announcements |
|
Definition
You need meet with employees one on one to address their specific concerns
|
|
|
Term
|
Definition
it is good to have a pre programmed response that “I am not able to discuss that issue at this time”
|
|
|
Term
Ignoring the Realities of Power |
|
Definition
Realize that as you obtain positions with more power, people will filter information told to you; you thus should encourage an open environment
|
|
|
Term
Confusing Process with outcomes |
|
Definition
Realize that employees need praise and encouragement in the process as much as they do for outcomes
|
|
|
Term
Using Misappropriate Communication form: |
|
Definition
Written communication is best for facts; verbal communications is best for relating emotions
|
|
|
Term
Ignoring Acts of Omission |
|
Definition
realize that by saying nothing, you can be giving an actual message
|
|
|
Term
| Underestimating your audiences intelligence |
|
Definition
| It is still your job as a manager to make your employees understand |
|
|
Term
|
Definition
When you emotions rub off on someone else
|
|
|
Term
|
Definition
| Emotional labor is a form of emotion regulation that creates a publicly visible facial and bodily display. |
|
|
Term
|
Definition
| Hiding one’s inner feelings and forgoing emotional expressions in response to display rules. |
|
|
Term
|
Definition
| Trying to modify one’s true inner feelings based on display rules. |
|
|
