BMGT 364 Final Exam Study Guide 360 Degree Assessment Feedback 360 Degree Assessment comprehensive assessment of your individual leadership and teamwork characteristics By looking at the absolute scores in the report 1 minimum 3 neutral 5 maximum Score higher than 3 shows you have a strong characteristic in this dimension By comparing your scores with others To what degree your score is higher lower than the averaged score of o Comparison to your team members o Comparison to all other students Take the difference between your score and the average see how big the difference is compared to the standard deviation Shows what percentage of people fell in the same range as you 1 SD 68 2 SD 95 3 SD 99 Small standard deviation means your team agreed with you large SD means there was a variety of answers o SD refers to how much agreement there was about the rating My Leadership Abilities Skills Pleasant surprise others rated you higher than you rated yourself Blind spot others rated you lower than you rated yourself Strength you others agree that you are at a moderate high level in the area Opportunity you others agree that you are lower in the area Relations oriented leadership consideration the extent to which you see yourself as exhibiting concern for the welfare of the members of the group Standard Deviation A set of distinctive patters or orientations in which individuals respond or interact with their environments Emotions Lecture 17 18 Individual Differences What is Personality Individual Differences Intelligence Ability Personality Core self evaluations Self esteem o Self efficacy o o Locus of control o Emotional stability Attitudes Individual Level Work Outcomes Job performance Job satisfaction Turnover Organizational citizenship behaviors Counterproductive work behaviors Individual Differences lead to Individual Level Work Outcomes The Four Preferences 1 Where do you get energy Extroversion and Introversion 2 How do you gather information How do you perceive the world around you Sensing and Intuition 3 How do you come to a decision What are the ways you assess information given to come to a decision Thinking and Feeling 4 How do you deal with the outside world Which do you prefer the perception or the judgment phase Judging and Perceiving 1 Energy Extroversion Enjoy working with lots of people Wide array of interests Action before reflection Think out loud 2 Perception Sensing Appreciate facts and details What is real tangible Practical 5 senses Logical analysis to reach conclusions Base judgments on principles and analysis 3 Decisions Thinking Offer critiques 4 Orientation Judging Focus on what needs to be completed Work and play better with a plan Decide quickly Seek structure and schedules 5 Factor Model Introversion Take a deep interest in a few things Enjoy working alone or with small groups Reflection before action Think before act Intuition Appreciate possibilities insights Theoretical What is possible Future oriented Feeling Use values to reach conclusions Like to create harmony Base judgments on their own or others values Perceiving Work and play better with flexibility Want to include as many ideas as possible Postpone decisions in search of more info Adapt to changing situations 1 Openness Active seeking of experience for its own sake tolerating and exploring the unfamiliar 2 Conscientiousness Degree of organization persistence and motivation in goal directed behavior 3 Extraversion Amount and intensity of social interaction activity level need for stimulation capacity for joy 4 Agreeableness Quality of interpersonal orientation 5 Neuroticism Adjustment vs emotional instability Emotional Intelligence Ability to monitor one s own and others feelings and emotions to discriminate among them and to use this information to guide one s thinking and actions Core of Elements of Emotional Intelligence 1 Appraising and expressing emotions in yourself Ability understand your own emotional experience 2 Appraising and recognizing emotions in others Ability to understand the emotions of others 3 Managing your own emotions Ability to regulate your own emotions 4 Responding to emotions of others Ability to effectively respond and utilize the emotions of others Other Personality Types Affectivity one s tendency to experience either positive or negative emotions dominantly Positive Affectivity o o Negative Affectivity tend to experience positive emotions such as excitement or joy tend to experience negative emotions such as anxiety or anger Self monitoring one s tendency to adjust his or her behaviors according to situational demands Sensitivity to situational cues o o Adaptability in adjusting behaviors accordingly Lecture 19 Conflict Negotiation Interpersonal Conflict Defined as A process that begins when one party perceives that another party has negatively affected or is about to negatively affect something that the first party cares about o Understanding the situational and structural conditions and separating these factors from people is a key starting 4 Stage Conflict Process Model Stage 1 Potential opposition or incompatibility point to resolving interpersonal conflict Stage 2 Cognition and personalization People perceive conflict perceived conflict and get emotionally involved felt conflict People tend to show a relatively consistent approach or behavior style to resolve conflict Stage 3 Intentions and behavior Stage 4 Outcomes o o o In functional conflict negotiation conflict o In dysfunctional conflict conflict Enhances the quality of the decision Incorporates different perspectives Fosters creativity Challenges status quo Stimulates change Reduces productivity Lowers morale Lowers cohesiveness Creates overwhelming dissatisfaction Increases tension and stress Makes for more turnover Destroys teams Understanding Conflict Management Styles 1 Forcing dominating approach used to get your way involves being assertive in protecting your own interests and being uncooperative with respect to the interests of the other party Better to protect your interests than risk hard feelings if successful in gaining what you want might make the other party feel humiliated and damage a long term relationship 2 Avoiding passive aggressive also uncooperative but rather than being assertive being passive by avoiding conflict Problems don t get addressed and dealt with in a positive fashion 3 Accommodating obliging Tries to help the other person without defending their own interests Maintain
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