PSYC 3241: Test 3
90 Cards in this Set
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Power
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Capacity to:- have desire effects on others
-change behavior of whether they want too
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Position Power
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power based on one’s formal position in an organization
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Personal Power
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-the power one derives because of his or her individual qualities or characteristics
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Authority
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-Having the right to compel behavior
-power and authority overlap
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Influence
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when you use power
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Legitimate Power
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—individual power base derived from one’s position in an organizational hierarchy; the accepted authority of one’s position
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Reward Power:
Perks, benefits like parking spaceReward Power
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-—Individual power base derived from an individual’s capacity to administer valued rewards to others
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Coercive Power:
Punishment power
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—Individual power base derived from the capacity to administer punishment to others
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Informant Power: Expert Power
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—Extent to which a supervisor provides a subordinate with the information needed to do the job
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Two types of Personal Power
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Expert Power and Referent Power
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Expert Power
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—Individual power base derived from an individual’s recognized superior skills and abilities in certain areas
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Referent Power
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—Individual power base derived from the degree to which one is liked and admired by others
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Where does Power Come from ?
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French and Raven 1959
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Five types of Power
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1. Reward
2. Coercive
3. Legitimate
4. Referent
5. Information/Expert Power
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Communication
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The process by which a person, group, or organization transmits some type of information to another person, group, or organization
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Three Parts of COmmunication
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1.Sender
2.Message
3.Reciever
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Argot
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Language initiated by the group to know the code
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Steps to Communicate
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1. Encode
2. Transmission
3. Decoding
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Encode
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—Process by which an idea is transformed so that it can be transmitted to and recognized by a receiver
ex: written or spoken message
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Transmission/Channel of commuunication
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—Pathways over which the messages are transmitted
ex. Telephones lines, mile
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Decoding:
converting the message back to the original idea
involves comprehending words, expressions
can be hard to understand sometimes due to unclear messages, language skills, or existing knowledge
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—Process by which a receiver of messages transforms them back into the sender’s idea
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Concepts
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Feedback and Noise
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Feedback
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allows the sender to determine if the message was understood properly important, can trigger another idea from the sender and start the transmission over
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Noise
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—Factors capable of distorting the clarity of messages at any point during the communication process
ex. The telephone game, spam
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About noises
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messages can be poorly encoded or poorly decoded
channels can be full of static
receivers attention can be diverted like telephone static, games and spam
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Two types of communication
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Formal &
Informal
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Formal Communication
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Sharing of messages regarding official work of the organization
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Informa communication
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Sharing of unofficial messages that go beyond the organization’s formal activities
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Formal is used in:
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Org Structure
Org chart
-downward,upward,horizontal
Centralized -chain, wheel 'Y
Decentralize -circle, all channel
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Organizational Structure
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Formally prescribed pattern of interrelationships existing between various units of an organization
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Organizational chart
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diagram showing the formal structure of an organization indicating who is to communicate with whom
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Formal Types:
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1. downward
2.upward
3.horizaontal
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Downward
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communication from people at higher organizational levels to those at
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Lower organizational level
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sales manager telling her subordinates how to promote a certain item,
passing down company messages, instructions, directions
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Upward
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communication from people at lower organizational levels to those at higher organizational levels
often inaccurate, shorter discussions, employees don’t feel welcomed when talking to supervisors
Ex. status reports, work ideas, issues, data for mang
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Horizontal
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Also known as lateral:communication between individuals at the same organizational level
-not as hawkward, friendlier
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Centralized - Chain, Wheel; Y
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Centralized is faster and more accurate in a simple world
Centralization: few powerful individuals or groups who hold decision powers
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Decentralizes
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faster and more accurate in a complicated world and is more liked.
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5 Informal Types
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-Old Boys Network
-Snowball effect
-Grapevine
-Rumors
— -Pipe dreams
-—Bogie rumors
-—Wedge drivers
-—Home-stretchers
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Old Boys Network
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gender segregated informal communication network composed of men with similar backgrounds
ex. Old guy cigar club
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Snowball Effect
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tendency for people to share informal information with others with who they come into contact
when jokes or stories travel through different departments
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Grapevine
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organization’s unofficial channels of communication through which informal information travels
oral communication becomes increasing inaccurate (telephone game, gossip)
easy to spread because can tell multiple people at once
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Rumors
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information with little basis in fact, often transmitted through informal typically based speculation and imagination
-spreads quickly
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4 types of rumors
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1. pipe dreams
2. bogie rumors
3. wedge drivers
4.Home stretchers
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Pipe dreams
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Expresses peoples wishes
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Bogie rumors
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based on fear and anxiety like a tight budget
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Wedge drivers
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intended malicious propaganda to damage a persons reputation
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Home Stretchers
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designed to reduce the degree of ambiguity in a situation by telling a story about something before it happens
“completing the puzzle” may be inaccurate
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Jargon
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may help communication because it can provide a clear way to discuss complex ideas
identify others who “speak the same language”
can take acronyms ex: beta
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360- Degree
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process of systematically giving and receiving feedbackindividuals at various organizational levels
everyone gives feedback to everyone else
questionnaires
information from multiple sources
show where improvement is needed and show different perspectives
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Information overload
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—Condition in which an individual or unit of an organization becomes overburdened with too much incoming information
-bogged down
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Solve Info Overload (2)
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Prioritize incoming information such as gate keepers who control flow of people
-Queuing:lining up incoming information so it can be managed in an orderly fashion
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Ways to avoid:
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Redundancy & verification
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I dont make guys even moan I fart
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1.Identify the problem
2.Define objectives
3.Make a predecision
4.Generate alternatives
5.Evaluate alternatives
6.Make a choice
7.Implement choice
8.Follow up
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8 Steps of Decision making
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1.Identify the problem
2.Define objectives
3.Make a predecision
4.Generate alternatives
5.Evaluate alternatives
6.Make a choice
7.Implement choice
8.Follow up
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2 types of decisions
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Programmed and Non programmed
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Programmed Decisions
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Are made routinely and in accordance to preestablished org routines and procedures
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Non Programmed Decision
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-No readu made solutions
-unique and novel tasks
-upper level org personnel
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Benefits of Group decision making
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-pooling resources
-specialization in labor
-greater acceptance
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cons of GDM
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-wasted time
-disruptive conflict
-intimidation by group leaders
EX. CRW PROFESSIONAL STAFF
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Groupthink
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—The tendency for members of highly cohesive groups to so strongly conform to group pressures regarding a certain decision that they fail to think critically, rejecting the potentially correcting influences of outsiders
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Satisficing
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Decisions made by selecting the firstminimally acceptable alternative as it becomes available, instead of waiting for the best
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Rational
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-Economic
-—Decision makers consider all possible alternatives to problems before selecting the optimal solution
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Administrative
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—-People have imperfect views of problems which limits the making of optimally rational-economic decisions
-—Satisficing decisions
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image theory
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—Recognizes that decisions are made in an automatic, intuitive fashion, people will adopt a course of action that best fits their individual principles, current goals, and future plans
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2 steps of image theory
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Compatibility (goals, future plans) and profitability (if compatible then to what degree of benefits)
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Framing
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the way people make decision based on how the situation is presented to them
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3 Framing effects
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1. risky choice
2. attribute
3. goal
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Risky choice
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Decision making based on how the problem is presented. takes into consideration the potential losses or gains
ex. action movies, go big or go home attitude. Positive--avoid risks
Negative (potential loss)---take risks
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Attribute
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—Tendency for people to evaluate a characteristic more positively when it is presented in positive terms than when it is presented in negative terms
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Goal
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—Tendency for people to be more strongly persuaded by information that is framed in negative terms than information that is framed in positive terms
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Availability Heuristics
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—Tendency for people to base their judgments on information that is readily available to them although it may be potentially inaccurate, thereby adversely affecting decision quality
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Heuristics
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simple decision rules used to make quick decisions about complex problems
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Representativeness
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—perceive others in stereotypical ways if they appear to be typical representatives of the category to which they belong
(Think all are like them)
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7 Human Resources
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1. Recruiting
2. Selection
3.Placement
4 Orientation
5 Training
6Appraisal
7 BFOQ
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BFOQ
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Bonafide Occupational Qualifications
-Court precedence
-What would normally be illegal is allowed in the circumstances described
-Example: Actors: OK to use sex or race
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Recruiting
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Internal & external
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Pros of Interal
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-cheap
-fast
-good for morale
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cons of internal recruiting
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-stagnation
-morale problems
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pros of external recruiting
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-new blood
-steal competitors secrets
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cons of external recruit
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-expensive
-only as good as selection system
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Know yourself
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¢(Basic first step in preparation process)
—Who you are, your worth, what assets you have
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Know the company
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—Research them, know who is who in the company, what they do
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Know the industry
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Research
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Interview tactics
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1. selection to attraction
2. early decisions based on 1st impressions
3. may focus on negative more than positive
4. Like me syndrome (commonalities)
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Psychological Tests
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-careful for use in selection
-PErsonality MMPI, meyers briggs
-USed for police
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Polygraphs
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Illegal except for security jobs and government
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Non tests
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-Interviews
-work sample demonstrations
-assessment centers
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assessment centers
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-in basket (tested by doing a "fill in" position, respons to problems schedules e mails)
-business simulations (role play in group and individual scenarios)
-leadership group exercises ( to observe applicant behaviors for leadership and communication)
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Americans with Disabilities act
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—Prohibits discrimination based on disability
—Does not cover illegal use of drugs, does cover alcholism
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PSYC 3241: Test 2