Term
| What are the 3 decision making models? |
|
Definition
Economic Person
Administrative Person
Implicit Favorite |
|
|
Term
| What are the steps in the economic person decision making model? |
|
Definition
define the problem
generate all possible solutions
evaluate the alternatives
select the best alternatives |
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|
Term
| What are the steps in the administrative person decision making model? |
|
Definition
define/frame the problem
set minimally acceptable criteria
generate a few alternatives
evaluate the alternatives one at a time
select the first alternative that meets the criteria |
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|
Term
| What are the steps in the implicit favorite decision making model? |
|
Definition
define/frame the problem
identify implicit favorite
set decision criteria to favor implicit favorite
select implicit favorite |
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|
Term
| What are the advantages to decision making as a social process? |
|
Definition
different perspectives
can divide up tasks
more opinions and viewpoints |
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|
Term
| What are the disadvantages to decision making as a social process? |
|
Definition
could take longer
difficult to come to a group agreement |
|
|
Term
| What are the different decision making styles? |
|
Definition
Decide
Consult Individually
Consult Group
Facilitate
Delegate |
|
|
Term
| Define the Decide type of decision making |
|
Definition
| Leader makes a decision based on available information and announces it |
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|
Term
| Define the Consult Individually type of decision making |
|
Definition
| Leader explains the problem to members individually, gets feedback, then leader makes decision |
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|
Term
| Define the Consult Group type of decision making |
|
Definition
| Leader explains the problem to group as a whole, gets feedback, then leader makes decision |
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|
Term
| Define the Facilitate type of decision making |
|
Definition
| Leader explains problem to the group, sets limits to decision, attempts to get members to concur on decision; leader's influence is minimal |
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|
Term
| Define the Delegate type of decision making |
|
Definition
| Leader permits group to make decision within certain limits. Group defines the problem and its characteristics, generates alternatives, then makes final decision |
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Term
| When problem attribute is high, member participation is |
|
Definition
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|
Term
| When problem attribute is high, decision significance is |
|
Definition
|
|
Term
| When problem attribute is high, importance of commitment is |
|
Definition
|
|
Term
| When problem attribute is high, leader expertise is |
|
Definition
|
|
Term
| When problem attribute is high, likely hood of commitment is |
|
Definition
|
|
Term
| When problem attribute is high, group support is |
|
Definition
|
|
Term
| When problem attribute is high, group expertise is |
|
Definition
|
|
Term
| When problem attribute is high, team expertise is |
|
Definition
|
|
Term
| What are the four forces that shape ethical conduct? |
|
Definition
Cultural Forces
Legal and Regulatory
Organizational Forces
Individual Forces |
|
|
Term
| What are the steps in ethical decision making? |
|
Definition
Define/frame the problem
Explore codes of conduct
Examine personal beliefs
Consult peers within and external to the organization
Look for a "win-win" situation |
|
|
Term
| What are the three approaches to making ethical judgements? |
|
Definition
Utilitarian Approach
Moral Rights Approach
Justice Approach |
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|
Term
| What does the utilitarian approach focus on? |
|
Definition
| behaviors and results, not motives for such actions |
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|
Term
| Which ethical judgement approach is the greatest benefit to the greatest number of people? |
|
Definition
|
|
Term
| What are the areas of concern in respect to the utilitarian approach? |
|
Definition
| Is a choice viable if it hurts others? |
|
|
Term
| Define the moral rights approach to ethical judgements |
|
Definition
| decisions should be consistent with fundamental rights and privileges, such as: life, freedom, health, and privacy |
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|
Term
| What are the concerns of the moral rights approach? |
|
Definition
Life and Safety
Truthfulness
Privacy
Freedom of Conscience and Speech |
|
|
Term
| Define the justice approach to ethical judgements |
|
Definition
| Evaluated decisions and behaviors with regard to how equitably they distribute benefits and costs among individuals and groups |
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|
Term
| What are the concerns of the justice approach? |
|
Definition
Distributive Justice
Fairness Principle
Natural Duty Principle |
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|
Term
|
Definition
| focused on personal and professional growth |
|
|
Term
| What are the common reasons for training and development? |
|
Definition
To train about a specific topic or skill
As a component of an individual’s overall professional development program
When a performance appraisal indicates that performance improvement is required
As part of a succession management or a strategic talent management process
As a way of developing a common and shared mindset and approach to design making amongst managers |
|
|
Term
| What are the different dimensions of development activity? |
|
Definition
Voluntary vs Involuntary
Informal vs Formal
Current vs Future Oriented
Incremental vs Frame-Breaking
Introspective vs Interactive |
|
|
Term
| Define voluntary development activity |
|
Definition
|
|
Term
| Define involuntary development activity |
|
Definition
|
|
Term
| Define informal development activity |
|
Definition
| you learn on your own, no organization |
|
|
Term
| Define formal development activity |
|
Definition
| structured, organized, has course of action |
|
|
Term
| Define current oriented development activity |
|
Definition
|
|
Term
| Define future oriented development activity |
|
Definition
| development, focused on future |
|
|
Term
| Define incremental development activity |
|
Definition
| baby steps, pieces at a time |
|
|
Term
| Define frame-breaking development activity |
|
Definition
|
|
Term
| Define introspective development activity |
|
Definition
| within yourself, do it on your own |
|
|
Term
| Define interactive development activity |
|
Definition
|
|
Term
| Name the types of developmental activities |
|
Definition
Employee Assessment
Job Experiences
Formal Courses and Planning
Relationships |
|
|
Term
| Define the employee assessment developmental activity |
|
Definition
collecting information and providing feedback
define individuals strengths and weaknesses |
|
|
Term
| Define the job experiences developmental activity |
|
Definition
| Development occurs when the individuals skills do not match the skills needed to complete the job |
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|
Term
| Define the formal courses and planning developmental activity |
|
Definition
| continuing education, adventure learning |
|
|
Term
| Define the relationships developmental activity |
|
Definition
| interactions with others in the organization |
|
|
Term
| What are the individual antecedents of participation in development activities? |
|
Definition
immutable characteristics
attitudes and beliefs
organizational commitment
job satisfaction
occupational preference |
|
|
Term
| What are the organization antecedents of participation in development activities? |
|
Definition
business strategy
climate
pay systems |
|
|
Term
| What are the attitudes and beliefs in the individual antecedents of participation in development activities? |
|
Definition
Motivation to Learn
Motivation to Transfer
Self-efficacy |
|
|
Term
| Define Motivation to Learn |
|
Definition
| a persons willingness to learn new abilities |
|
|
Term
| Define Motivation to Transfer |
|
Definition
| Individuals willingness to use the skills and knowledge learned in training |
|
|
Term
|
Definition
confidence in your own abilities to do something
High = less likely to seek training
Low = more likely to seek training |
|
|
Term
| Name the steps in the training model |
|
Definition
Step 1: Training analysis needed
Step 2: Setting training and learning goals
Step 3: Designing training and development
Step 4: Training and development evaluation |
|
|
Term
| What are the two types of developmental activity? |
|
Definition
|
|
Term
|
Definition
Relationship building
formal relationship
mutually beneficial |
|
|
Term
|
Definition
more about one person supporting/directing another
relationship defined in terms of clients interests, goals, and desired outcomes |
|
|
Term
| What is performance management? |
|
Definition
| work design, reward structures, selection, training and development and assessment and policies for rewarding and improving performance |
|
|
Term
| What does performance management provide a basis for? |
|
Definition
Aligning behavior to organization’s strategic vision and mission
Establishing clear behavioral norms for employees and volunteers
Fair and objective basis for rewarding the relative contributions of different staff
• Discussing career development
Evaluating the effectiveness of HR processes
A system of employee information |
|
|
Term
| Define performance appraisal |
|
Definition
| “Formal structure system of measuring, evaluating, and influencing an employee’s job-related attributes, behaviors, and outcomes, including absenteeism” |
|
|
Term
| What are the two types of performance appraisals? |
|
Definition
Administrative
Developmental |
|
|
Term
| What does an administrative appraisal focus on? |
|
Definition
| based on what you have done |
|
|
Term
| What does a developmental appraisal focus on? |
|
Definition
| based on what you could potentially do |
|
|
Term
| What is evaluated in an appraisal? |
|
Definition
Job Specific Task Performance
Non-Job Specific Task Performance
Organizational Citizenship Behavior |
|
|
Term
| What does job specific task performance entail? |
|
Definition
written and oral communication
supervision and leadership
management and administration |
|
|
Term
| What does non-job specific task performance entail? |
|
Definition
effort
personal disciple
facilitation of team or peer performance |
|
|
Term
| What does organizational citizenship behavior entail? |
|
Definition
Altruism
Conscientiousness
Sportspersonship
Courtesy
Civic Virtue
Peacekeeping
Cheerleading |
|
|
Term
| When do you do a developmental appraisal? |
|
Definition
based on tenure of employee
want to appraise a new employee |
|
|
Term
| When do you conduct an administrative appraisal? |
|
Definition
annual review
job dependent |
|
|
Term
| Who can/should do the evaluating? |
|
Definition
Immediate Supervisor
Peers
Self-Evaluation
Immediate Subordinates
Clients
Comprehensive Approach |
|
|
Term
| What are the disadvantages to peer evaluations? |
|
Definition
|
|
Term
| What are the disadvantages to self-evaluations? |
|
Definition
|
|
Term
| What are the disadvantages to client evaluations? |
|
Definition
| evaluate the product and not you |
|
|
Term
| What are the advantages to a comprehensive approach? |
|
Definition
| more eyes looking at the same problem |
|
|
Term
| What are the disadvantages to a comprehensive approach? |
|
Definition
| takes time and is expensive |
|
|
Term
| What are the types of problems with performance appraisals? |
|
Definition
Leniancy
Halo and Horn Effect
Similarity Effects
Political Abuses
Attempts to achieve too much
Guilt
Openness
Poor Integration |
|
|
Term
| Define Leniency (problem with performance appraisals) |
|
Definition
|
|
Term
| Define Halo and Horn effect (problem with performance appraisals) |
|
Definition
| only remember the really good or the really bad |
|
|
Term
| Define similarity effect (problem with performance appraisals) |
|
Definition
| the more similar you are with someone, the more likely you are to rate them well |
|
|
Term
| Define political abuses (problem with performance appraisals) |
|
Definition
| supervisors rate you well, so you rate them well |
|
|
Term
| Define attempts to achieve too much (problem with performance appraisals) |
|
Definition
| we end up not measuring what we intend to measure |
|
|
Term
| Define guilt (problem with performance appraisals) |
|
Definition
| feel guilty about mistreating someone |
|
|
Term
| Define opennness (problem with performance appraisals) |
|
Definition
| If you have to provide your name on the evaluation, you are less likely to be critical |
|
|
Term
| Define poor integration (problem with performance appraisals) |
|
Definition
| not integrated into mission, vision, and structure |
|
|
Term
| How can we improve performance appraisals? |
|
Definition
Evaluate selectively
Train evaluators
Provide employees with due process
Relate dimensions to a single activity
Avoid overall ratings
Avoid ambiguous terminology |
|
|
Term
| What are reasons for not giving performance feedback? |
|
Definition
uncomfortable discussing weakness
defensive stance for employees
performance errors |
|
|
Term
| What are reasons for giving performance feedback? |
|
Definition
development
justice perceptions |
|
|
Term
| What are the steps/stages for performance appraisals? |
|
Definition
Step 1: Prepare
Step 2: Remove barriers to job performance
Step 3: Continuous assessment or performance
Step 4: Formal Review
Step 5: Establish a new goal
Step 6: Assess Future Potential
Step 7: Recommend adjustments to remuneration |
|
|
Term
|
Definition
Its why you do what you do
Something that pushes/drives you to do something |
|
|
Term
| What are the five elements of individual motivation? |
|
Definition
Forces within the individual
Energy for actions/behaviors
Direction of such behaviors
Intensity of those behaviors
Persistence of the behaviors |
|
|
Term
| What is the Pygmalion effect? |
|
Definition
| You have high expectations, treat your employees fairly and they perform at their best and improve |
|
|
Term
| What is the performance equation? |
|
Definition
| performance = ability x motivation x resources |
|
|
Term
| What are the content based theories of motivation? |
|
Definition
Maslow's hierarchy
ERG Theory
Two-Factor
Acquired Needs |
|
|
Term
|
Definition
| People are motivated by three needs: Existence, Relatedness, and Growth |
|
|
Term
| What is the Two-Factor Theory? |
|
Definition
| Motivator factors (higher-level needs) are more important than maintenance level factors (lower-level needs) |
|
|
Term
| What is the Acquired Needs Theory? |
|
Definition
| People are motivated by their need for Achievement, Power, and Affiliation |
|
|
Term
| What are the process theories about? |
|
Definition
Focus on how people choose behaviors to fulfill their needs
Explain how individuals are motivated |
|
|
Term
| What are the process theories? |
|
Definition
Equity Theory
Expectancy Theory
Reinforcement Theory |
|
|
Term
| What is the Equity Theory? |
|
Definition
| People are motivated when their perceived inputs (performance) matched their output (rewards) |
|
|
Term
| What is the Expectancy Theory? |
|
Definition
Motivation = Expectancy x Valence
Expectancy = what you think your going to get
Valence = How much time/effort must be put in |
|
|
Term
| What is the Reinforcement Theory? |
|
Definition
Focuses on consequences of one's behavior
We must understand the relationship between behavior and consequences that reinforce desirable behavior and discourage undesirable ones |
|
|
Term
| What are the purposes of a reward system? |
|
Definition
Attract and retaining good employees
Reducing absenteeism
Motivating enhanced performance
Developing employee skills
Facilitating organizational culture and strategic objectives
Defining and reinforced organizational culture |
|
|
Term
| What are the two types of rewards? |
|
Definition
|
|
Term
| What are extrinsic rewards? |
|
Definition
| Factors external to the employee |
|
|
Term
| What are intrinsic rewards? |
|
Definition
| Factors internal to the employee |
|
|
Term
| What are the types of extrinsic rewards? |
|
Definition
Financial vs Non-Financial
Career vs Social
Direct vs Indirect
Performance-based vs Membership based
Work Schedules |
|
|
Term
| What are Financial vs Non-Financial rewards? |
|
Definition
Financial - money
Non-Financial - employee of the month |
|
|
Term
| What are Career vs Social rewards? |
|
Definition
Career - promotion
Social - recognition within a group |
|
|
Term
| What are Direct vs Indirect rewards? |
|
Definition
Direct - directly impact you as an employee
Indirect - indirectly impact you (i.e. healthcare) |
|
|
Term
| What are performance-based vs membership-based rewards? |
|
Definition
Performance-based - commission
Membership-based - part of this group, so you get money |
|
|
Term
| What are work schedules as rewards? |
|
Definition
| choose when you work, when you come in, when you leave |
|
|
Term
| What are the three principal guides for establishing a pay structure? |
|
Definition
Internal Equity
The External Market
Employee Contribution |
|
|
Term
|
Definition
comparable pay for comparable content of work
comparable skills that are required |
|
|
Term
| What are employee contributions? (pay structure) |
|
Definition
Job Level
Skills
Seniority
Performance |
|
|
Term
| What are the bases for rewards? |
|
Definition
Jobs
Skills
Seniority
Performance |
|
|
Term
| What are skill based rewards? |
|
Definition
| have a certain degree, get paid more |
|
|
Term
| What are seniority based rewards? |
|
Definition
| longer your there, the more you get paid |
|
|
Term
| What are performance based rewards? |
|
Definition
| get paid based on what you do |
|
|
Term
| What are cafeteria-style rewards? |
|
Definition
| people get to pick and choose rewards |
|
|
Term
| What are the factors contributing to workplace diversity? |
|
Definition
Globalization
Changing population demographics
Legislation regarding hiring practices
Changes in the nature of work
Changing attitudes in society and workplace |
|
|
Term
|
Definition
| Diversity is all the ways in which individuals differ, both on a personal basis and in terms of organization-related characteristics |
|
|
Term
| What are the two levels of diversity? |
|
Definition
|
|
Term
| What are examples of surface level diversity? |
|
Definition
| Sex, Race, Height, Weight, How you dress, Disabilities |
|
|
Term
| What are examples of deep level diversity? |
|
Definition
| Religion, Occupation, Education, Sexual Orientation |
|
|
Term
| What are the benefits to diversity? |
|
Definition
| Diverse individuals and groups may be expected to ‘generate unique alternatives and challenge old ideas and standard ways of doing things’ |
|
|
Term
| What are challenges to diversity? |
|
Definition
| Anxiety, prejudice, and even fear generated among employees/volunteers who are faced with the unknown |
|
|
Term
| What are the options for handling diversity? |
|
Definition
Include/Exclude
Deny
Assimilate
Suppress
Isolate
Tolerate
Build Relationships
Foster Mutual Adaptation |
|
|
Term
| Define Include/Exclude diversity |
|
Definition
| Include those who you wish to, exclude those who you wish to |
|
|
Term
|
Definition
| Deny there are differences |
|
|
Term
| Define assimilate diversity |
|
Definition
| Bring in individual and assimilate them into the culture |
|
|
Term
| Define suppress diversity |
|
Definition
| Have people who are different, but have them suppress their differences |
|
|
Term
|
Definition
| Isolate those with differences |
|
|
Term
| Define tolerate diversity |
|
Definition
| Allow someone to be different and just tolerate it |
|
|
Term
| Define build relationships diversity |
|
Definition
| See value in diversity, establish dialogue in it |
|
|
Term
| What are the approaches to understanding diversity? |
|
Definition
Compositional
Categorical
Relational
Diversity Management |
|
|
Term
| Define compositional in respect to understanding diversity |
|
Definition
| comparing a heterogeneous group to a homogeneous group |
|
|
Term
| Define categorical in respect to understanding diversity |
|
Definition
| differences between two or more social groups |
|
|
Term
| Define relational in respect to understanding diversity |
|
Definition
| differences of the individual in relation to the group |
|
|
Term
| What are the views towards diversity management? |
|
Definition
Affirmative Action
Valuing Diversity
Managing Diversity |
|
|
Term
| Define affirmative action in respect to diversity management |
|
Definition
government policy
concerned with hiring policies and procedures |
|
|
Term
| Define valuing diversity in respect to diversity management |
|
Definition
Genuinely accept diversity as a given
Recognize the advantages |
|
|
Term
| Define managing diversity in respect to diversity management |
|
Definition
Creating a climate
Shift to Inclusion |
|
|
Term
| What are the diversity management strategies? |
|
Definition
Accomodation
Activation
Incorporate diversity into organizational structure
Change Teams |
|
|
