Midterm 2

Question 1

general cognitive ability

Answer 1

person’s basic info processing abilities and cognitive resources

Question 2

4 branches of EI

Answer 2

1. perceive emotions accurately in oneself and others
2. use emotion to facilitate thinking
3. understand emotions, emotional language, and the signal conveyed by emotions
4. managing emotions to attain goals

Question 3

Maslow’s 5 sets of needs (from lowest to highest)

Answer 3

1. physiological needs
2. safety needs
3. belongingness
4. esteem
5. self actualization

Question 4

3 categories of ERG theory

Answer 4

1. existence
2. relatedness
3. growth

Question 5

mcclelland’s 3 needs

Answer 5

1. need for achievement
2. need for affiliation
3. need for power

Question 6

maslow’s hierarchy of needs

Answer 6

• once a particular level of the hierarchy is satisfied, the individual turns attention to next highest level
• satisfied needs are no longer a motivator

Question 7

alderfer’s ERG theory

Answer 7

• the more lower level needs are gratified, the more higher level need satisfaction is desired
• the less higher level needs are gratified, the more lower level need satisfaction is desired

Question 8

mcclelland’s theory of needs

Answer 8

different people have different needs that they wish to satisfy - no hierarchy

Question 9

2 managerial implications of need theory

Answer 9

1. appreciate diversity within employees and offer goals/incentives that correspond to them
2. appreciate the motivation potential of intrinsic motivators and existence of higher order needs

Question 10

content theories

Answer 10

focus on the needs that must be met in order to motivate individuals - WHAT motivates

Question 11

process theories

Answer 11

focus on the underlying processes involved in motivating employees - HOW motivation occurs

Question 12

expectancy theory

Answer 12

motivation is determined by the outcomes that people expect to occur as a result of their actions on the job

Question 13

equity theory

Answer 13

comparison of the inputs one invests in a job and the outcomes one received in comparison with the inputs/outcomes of another person

Question 14

goal setting theory

Answer 14

specific
challenging
committed
feedback

Question 15

4 mechanisms of goal setting theory

Answer 15

1. direct attention toward goal-related activities
2. leads to greater effort
3. increase and prolong persistence
4. lead to discovery and use of task-relevant strategies for goal attainment

Question 16

5 basic components of Vroom’s expectancy theory

Answer 16

1. outcomes
2. instrumentality
3. valence
4. expectancy
5. force

Question 17

first level outcome

Answer 17

the immediate outcome that follows a behaviour (productivity) - interest to organization

Question 18

second level outcome

Answer 18

outcome that follows the first (pay increase) - interest to individual

Question 19

piece rate

Answer 19

workers are paid a certain sum of money for each unit of production completed

Question 20

wage incentive plans

Answer 20

systems that link pay to performance on production jobs

Question 21

merit pay plans

Answer 21

systems that attempt to link pay to performance on white-collar jobs

Question 22

5 potential problems with wage incentive plans

Answer 22

1. lowered quality
2. differential opportunity
3. reduced cooperation
4. incompatible job design
5. restriction of productivity

Question 23

3 potential problems with merit pay plans

Answer 23

1. low discrimination between good and bad performers
2. merit increases are too small to be effective motivators
3. extreme pay secrecy

Question 24

4 ways to use pay to motivated teamwork

Answer 24

1. profit sharing
2. employee stock ownership plans (ESOPs)
3. gainsharing
4. skill-based pay

Question 25

employee stock ownership plans

Answer 25

employees own a set amount of a company’s shares and provide employees with a stake in the company’s future earnings and success

Question 26

profit sharing

Answer 26

cash bonuses based on organization profits

Question 27

gainsharing

Answer 27

when measured costs decreases, employees receive a bonus based on predetermined formula

Question 28

5 core job characteristics

Answer 28

1. skill variety 2. task identity 3. task significance 4. autonomy 5. feedback from job

Question 29

job characteristics theory

Answer 29

job design as an intrinsic motivator

Question 30

5 implementation principals for job enrichment

Answer 30

1. combining tasks 2. form natural work units 3. establish client relationships 4. vertically loading the job 5. opening feedback channels

Question 31

organizational justice theory

Answer 31

employees form more positive perceptions of the process when procedures are perceived to be fair

Question 32

3 forms of organizational justice

Answer 32

1. distributive justice: outcomes are fair 2. procedural justice: procedure is fair 3. interactional justice: treatment during process was fair

Question 33

social facilitation

Answer 33

tendency to perform better in the presence of others

Question 34

social inhibition

Answer 34

tendency to perform worse in the presence of others

Question 35

5 stages of group development

Answer 35

1. forming 2. storming 3. norming 4. performing 5. adjourning

Question 36

punctuated equilibrium model

Answer 36

how groups with deadlines are affected by their first meetings and crucial midpoint transactions

Question 37

social loafing

Answer 37

tendency to withhold physical or intellectual effort when performing a group task

Question 38

groupthink

Answer 38

pressure to conform in a group

Question 39

group polarization

Answer 39

group discussion tends to exaggerate initial position of the group

Question 40

bounded rationality

Answer 40

decision strategy that relied on limited info and reflects time constraints and political considerations

Question 41

two pronged attack

Answer 41

one prong assets the technical merits of the party’s position, the other prong asserts the fairness of the target position

Question 42

5 aspects of integrative negotiation

Answer 42

1. information exchange 2. framing differences as opportunities 3. cutting costs 4. increasing resources 5. introducing superordinate goals

Question 43

superordinate goals

Answer 43

attractive outcomes that can only be achieved by collaboration

Question 44

verbal persuasion

Answer 44

attempt to change the attitudes of the other party toward your target position - most effective when persuaders are seen as experts, likeable and unbiased

Question 45

intransigence

Answer 45

sticking to your target position, offering concessions, and waiting for other party to give in

Question 46

2 irrational tendencies in negotiation

Answer 46

1. unrealistic expectations | 2. escalation of commitment

Question 47

2 ways to help resist escalation of commitment

Answer 47

1. BATNA - Best Alternative To a Negotiated Agreement | 2. reservation price

Question 48

2 signals in distributive negotiation

Answer 48

1. bids - moving slower = less likely to move anymore | 2. speed - faster response = more likely to make concessions

Question 49

4 suggestions if reach an impasse in negotiation

Answer 49

1. focus on interests vs. positions 2. make small concessions 3. take a break 4. bring in third party

Question 50

mythical fixed pie

Answer 50

your loss = my gain

Question 51

nibble

Answer 51

attempting to get more after the deal is done -> may result in post-settlement settlement

Question 52

3 rules of thumb to negotiation settlement

Answer 52

1. negotiate to the end 2. read agreement carefully 3. agree on the meaning of every provision on agreement