FINAL EXAM REVIEW
Chapter 13 Conflict and Negotiation
Conflict definition-preventable?
Why Important-time spent dealing with
Emotional Intelligence
Functional VS Dysfunctional
Causes
Structural Factors-recognize if listed-what causes
Personal Factors
Diagnosing-what to consider
Inter-organizational-what is it, what causes it, any positive consequences
Managing interpersonal conflict-equal vs equal, high vs low, high vs middle vs low
Inter-group-any positive consequences?
Inter-role, intra-role, person-role
Defense mechanisms- fixation, displacement, negativism, rationalization, withdrawal
Cultural factors
Ineffective techniques to handle- non-action, administrative orbiting, secrecy
Conflict management styles classification-goals met, cooperativeness
Avoiding
Accommodating
Competing
Compromising
Collaborating
Chapter 16 Organization Culture
Org Culture derived from, definition of
Edgar Schein’s Levels of Culture
Artifacts- examples, difficulty in using to interpret organizational culture
Personal enactment
Ceremonies and rites-rite and role
Stories
Rituals
Symbols
Values Espoused and enacted-difference
Assumptions what, why difficult to change
Functions of a strong culture-shaping behavior, a sense-making device for employees, motivation enhancer
Strong culture performance facilitator- goal alignment, motivation from shared values, control without bureaucracy
Fit perspective- what is it
Adaptive perspective-what is it
Schein-five most important elements in managing culture
What leaders pay attention to
How leaders react to crises
How leaders behave
How leaders allocate rewards
How leaders hire and fire individuals
Stages of socialization
Anticipatory
Encounter
Change and acquisition
Primary stressor during the early period of org entry and initial job placement
Providing the new hire with background on all aspects of their new company occurs at
what stage of socialization
Primary purpose of socialization is
Focus of organizational the culture inventory is
Triangulation-what is it, how used
Underlying dimensions of the Kilmann-Saxton Culture-Gap Survey are
Changing Org Culture
Difficult because
Best way to assess
Ethical Org Culture can be developed through