Fundamentals of Management - Chapter 7
109 Questions
0 Views

Choose a study mode

Play Quiz
Study Flashcards
Spaced Repetition
Chat to Lesson

Podcast

Play an AI-generated podcast conversation about this lesson

Questions and Answers

What is the primary focus of organizational development (O D)?

  • Changing organizational structures
  • Increasing profit margins
  • Implementing new technologies
  • Improving interpersonal work relationships (correct)

Which of the following is not a reason people resist change?

  • Increased workload (correct)
  • Uncertainty
  • Concern over personal loss
  • Habit

Which technique is most appropriate when resistance is due to misinformation?

  • Education and communication (correct)
  • Participation
  • Coercion
  • Negotiation

What advantage does participation offer in managing resistance to change?

<p>Increases involvement and acceptance (D)</p> Signup and view all the answers

What is a disadvantage of using negotiation as a technique to reduce resistance to change?

<p>Potentially high costs (B)</p> Signup and view all the answers

When is the technique of coercion typically used?

<p>When a powerful group's endorsement is needed (C)</p> Signup and view all the answers

What is a potential risk of manipulation and co-optation as a change technique?

<p>It may cause distrust among stakeholders (D)</p> Signup and view all the answers

Which technique is likely to be least effective where mutual trust is lacking?

<p>Education and communication (B)</p> Signup and view all the answers

What is the primary focus of Action Research in organizational change?

<p>Changing employee attitudes and behaviors (D)</p> Signup and view all the answers

What approach emphasizes strengths to envision the potential future of an organization?

<p>Appreciative Inquiry (A)</p> Signup and view all the answers

Which factor is NOT related to effective communication during change?

<p>Information is kept secretive (A)</p> Signup and view all the answers

What type of stress is considered functional and can enhance performance during crucial times?

<p>Functional stress (A)</p> Signup and view all the answers

Which of the following is NOT a job-related factor that can cause stress?

<p>Personal relationships outside of work (A)</p> Signup and view all the answers

Which practice is suggested to help reduce stress in the workplace?

<p>Controlling job-related factors (B)</p> Signup and view all the answers

What role do managers have in ensuring effective communication during change?

<p>They should share responsibility for employee communication (B)</p> Signup and view all the answers

Which of the following is identified as a common stressor in the workplace?

<p>Task demands (D)</p> Signup and view all the answers

What is the definition of organizational change?

<p>Any alteration of people, structure, or technology in an organization. (C)</p> Signup and view all the answers

Which metaphor describes a planned change process involving three steps?

<p>The Calm Waters Metaphor (A)</p> Signup and view all the answers

What role does a change agent play in an organization?

<p>To act as a catalyst for managing the change process. (A)</p> Signup and view all the answers

Which of the following is an external force that may necessitate organizational change?

<p>Technology advancements (C)</p> Signup and view all the answers

What does the White-Water Rapids Metaphor signify in terms of organizational change?

<p>Change is constant and often requires immediate adaptations. (D)</p> Signup and view all the answers

What is a common source of internal forces that necessitate change in an organization?

<p>Changes in the workforce (B)</p> Signup and view all the answers

What is the primary goal of the 'refreezing' step in the change process?

<p>To help staff become accustomed to new processes and stabilize the changes. (B)</p> Signup and view all the answers

What does effective management of resistance to change involve?

<p>Communicating openly and involving employees in the change process. (C)</p> Signup and view all the answers

Which program is designed to assist employees with personal issues?

<p>Employee assistance programs (EAPs) (C)</p> Signup and view all the answers

What is a suggested method for reducing employee stress?

<p>Improving organizational communications (C)</p> Signup and view all the answers

What is the first step in the four-step process of creativity?

<p>Perception (B)</p> Signup and view all the answers

Which structural variable enhances innovation in organizations?

<p>Organic structure (D)</p> Signup and view all the answers

To what does innovation primarily refer?

<p>The process of generating and executing creative ideas (C)</p> Signup and view all the answers

Which cultural aspect is associated with innovative organizations?

<p>Acceptance of ambiguity (B)</p> Signup and view all the answers

What is one of the steps that can help in matching employees' abilities to job requirements?

<p>Realistic job previews (B)</p> Signup and view all the answers

How can managers foster creativity within the workplace?

<p>By minimizing external controls (C)</p> Signup and view all the answers

What is the role of a change agent in an organization?

<p>To facilitate and manage the change process (B)</p> Signup and view all the answers

Which of the following best describes the calm waters metaphor in organizational change?

<p>Change is a planned process with three distinct stages (C)</p> Signup and view all the answers

Which factor is an internal force that necessitates organizational change?

<p>Changes in employee attitudes (A)</p> Signup and view all the answers

What does the refreezing step in the change process aim to achieve?

<p>To ensure changes are solidified and become part of the organization's norm (C)</p> Signup and view all the answers

How do external forces typically influence the need for organizational change?

<p>By creating new marketplace demands or regulatory changes (D)</p> Signup and view all the answers

In the context of managing innovation, what is a key characteristic of innovative organizations?

<p>Encouraging autonomy and creativity among employees (B)</p> Signup and view all the answers

What aspect of employee stress management is crucial for managers?

<p>Being aware of stressors and supporting employees effectively (D)</p> Signup and view all the answers

Which metaphor suggests that organizations face constant challenges and change?

<p>White-Water Rapids (A)</p> Signup and view all the answers

What is a common reason for resistance to change in organizations?

<p>Concern over personal loss (C)</p> Signup and view all the answers

Which technique is likely to enhance involvement and acceptance among resistors when they have relevant expertise?

<p>Participation (B)</p> Signup and view all the answers

When is coercion typically viewed as an appropriate technique in managing resistance?

<p>When faced with powerful group resistance (D)</p> Signup and view all the answers

What is a key disadvantage of the facilitation and support technique?

<p>Possibility of high costs with no guarantee of success (C)</p> Signup and view all the answers

Which strategy may backfire, causing the change agent to lose credibility?

<p>Manipulation and co-optation (D)</p> Signup and view all the answers

What is one of the advantages of using education and communication as a technique to manage resistance?

<p>Builds understanding and clears up misunderstandings (A)</p> Signup and view all the answers

What aspect can increase resistance when change is planned?

<p>Habits formed over time (C)</p> Signup and view all the answers

Which technique for managing resistance is characterized by high costs and lack of guaranteed success?

<p>Facilitation and support (C)</p> Signup and view all the answers

What is an essential component of the creativity process?

<p>Perception (A)</p> Signup and view all the answers

Which structural variable is known to positively influence innovation?

<p>Organic structure (C)</p> Signup and view all the answers

What factor can hinder creative activities within an organization?

<p>Extreme time pressures (A)</p> Signup and view all the answers

Which aspect is characteristic of innovative organizational cultures?

<p>Tolerating conflict (B)</p> Signup and view all the answers

What is one way to help reduce ambiguity in a job role?

<p>Use realistic job previews (D)</p> Signup and view all the answers

Which of the following programs can help employees manage personal stress effectively?

<p>Employee assistance programs (EAPs) (C)</p> Signup and view all the answers

What is the central approach of Action Research concerning organizational change?

<p>Changing employee attitudes and behaviors. (C)</p> Signup and view all the answers

What step of the innovation process comes after incubation?

<p>Inspiration (C)</p> Signup and view all the answers

Which factor is NOT considered crucial for effective communication during organizational change?

<p>Encouraging one-way communication. (D)</p> Signup and view all the answers

Which of the following is a recommended method for improving organizational innovation?

<p>Encouraging frequent communication (B)</p> Signup and view all the answers

What type of stress is characterized as having a chance to enhance performance at crucial times?

<p>Functional stress. (B)</p> Signup and view all the answers

Which of the following is identified as a job-related factor that could cause stress in the workplace?

<p>Interpersonal demands. (A)</p> Signup and view all the answers

What is the purpose of Appreciative Inquiry in organizational change?

<p>Focusing on strengths to envision future possibilities. (D)</p> Signup and view all the answers

Which practice is suggested for effectively reducing stress in the workplace?

<p>Improving communication and working conditions. (B)</p> Signup and view all the answers

Which mistake might managers make when leading organizational change?

<p>Initiating change with no support. (D)</p> Signup and view all the answers

What role does two-way communication play during organizational change?

<p>It fosters trust and understanding. (C)</p> Signup and view all the answers

What characterizes a formal group within an organization?

<p>It is defined by the organization’s structure and has designated tasks. (C)</p> Signup and view all the answers

What is the primary focus of a work team compared to a work group?

<p>Collective performance (D)</p> Signup and view all the answers

Which of the following best describes a cross-functional team?

<p>A team made up of employees with different functional expertise. (B)</p> Signup and view all the answers

During which stage of group development do conflicts typically arise?

<p>Storming (C)</p> Signup and view all the answers

What aspect of group behavior describes the shared standards or expectations among members?

<p>Norms (B)</p> Signup and view all the answers

What is the primary goal of informal groups in the workplace?

<p>To foster professional relationships among employees. (A)</p> Signup and view all the answers

Which group size is generally believed to reduce social loafing?

<p>5-7 members (C)</p> Signup and view all the answers

In the context of group development, what stage typically involves establishing ground rules and goals?

<p>Forming stage (D)</p> Signup and view all the answers

What defines the accountability structure within a work group?

<p>Individual accountability (A)</p> Signup and view all the answers

What distinguishes a problem-solving team?

<p>Members belong to the same department and focus on specific work issues. (B)</p> Signup and view all the answers

How do teams achieve synergy in organizational settings?

<p>Through collaborative efforts that enhance group output. (D)</p> Signup and view all the answers

Which role type is characterized by behaviors that focus on task completion?

<p>Action-oriented roles (D)</p> Signup and view all the answers

Which stage in Tuckman's model is characterized by the team becoming fully functional?

<p>Performing (D)</p> Signup and view all the answers

What is the role of interdependence in group settings?

<p>It helps members share a common goal that requires cooperation. (C)</p> Signup and view all the answers

What is social loafing in the context of group dynamics?

<p>Reduced effort when working in a group (A)</p> Signup and view all the answers

Which statement reflects a common misunderstanding about groups and teams?

<p>Groups and teams can differ based on their purpose and functions. (D)</p> Signup and view all the answers

What is a common phenomenon in larger groups that can lead to reduced individual effort?

<p>Belief that others are not contributing fairly (B)</p> Signup and view all the answers

Which factor is not identified as a contextual factor leading to team effectiveness?

<p>Motivation levels of individual members (B)</p> Signup and view all the answers

What role do diversity and team size play in team effectiveness?

<p>They can create challenges that may hinder effectiveness (C)</p> Signup and view all the answers

Which of the following characteristics is NOT related to work design that affects team effectiveness?

<p>Member preferences (B)</p> Signup and view all the answers

How is team effectiveness typically measured?

<p>Team member satisfaction and productivity (C)</p> Signup and view all the answers

Which contextual factor increases trust and performance in teams?

<p>Climate of trust (D)</p> Signup and view all the answers

What is the primary importance of allocating roles within a team?

<p>To clarify responsibilities and improve effectiveness (A)</p> Signup and view all the answers

Which of the following is NOT a component of the Team Effectiveness Model?

<p>Company culture (A)</p> Signup and view all the answers

What is a key characteristic of self-managed teams?

<p>They have high autonomy and manage their own work process. (C)</p> Signup and view all the answers

Which of the following best describes advisory teams?

<p>Teams that provide recommendations to decision-makers. (B)</p> Signup and view all the answers

What defines a virtual team?

<p>A team that utilizes technology to connect dispersed members. (D)</p> Signup and view all the answers

How do work teams differ from work groups?

<p>Work teams engage in intense collaboration towards a common goal. (C)</p> Signup and view all the answers

What is the outcome of synergy in a work team?

<p>Combined efforts yield results greater than the sum of individual efforts. (C)</p> Signup and view all the answers

What describes the main function of a problem-solving team?

<p>They seek to improve specific organizational issues. (D)</p> Signup and view all the answers

Which of the following statements about self-managed teams is correct?

<p>They are responsible for both management and execution of work. (D)</p> Signup and view all the answers

Which aspect is crucial for the effectiveness of work groups?

<p>Sharing information to enhance individual job performance. (C)</p> Signup and view all the answers

What role does a common purpose play in team effectiveness?

<p>It provides direction, momentum, and commitment. (A)</p> Signup and view all the answers

Which type of conflict is characterized by disagreement about content or tasks?

<p>Task conflict (A)</p> Signup and view all the answers

What is an effective strategy for minimizing social loafing in teams?

<p>Asking each other questions and seeking advice. (B)</p> Signup and view all the answers

What is a key factor in shaping a team's behaviour?

<p>Selection of team members suited for roles. (C)</p> Signup and view all the answers

How do effective teams utilize specific goals?

<p>They facilitate communication and maintain focus. (A)</p> Signup and view all the answers

Which conflict is almost always dysfunctional within a team?

<p>Relationship conflict (D)</p> Signup and view all the answers

What effect does team efficacy have on a team's performance?

<p>It builds confidence in both individual members and the team as a whole. (D)</p> Signup and view all the answers

What is an important method for enhancing cooperative effort in teams?

<p>Implementing structured training on problem solving and communication. (B)</p> Signup and view all the answers

Which of the following is a drawback associated with team dynamics in management?

<p>Stress and tension (A)</p> Signup and view all the answers

When is a team approach generally deemed useful?

<p>Work processes cut across functional lines (B)</p> Signup and view all the answers

What is a major challenge of managing global teams?

<p>Language barriers and communication difficulties (A)</p> Signup and view all the answers

Which of the following questions helps determine if a team approach is appropriate?

<p>Do team members have compatible goals? (C)</p> Signup and view all the answers

What is a misunderstanding managers might have regarding team effectiveness?

<p>All work is better done collaboratively (C)</p> Signup and view all the answers

Flashcards

Organizational change

Any alteration of people, structure, or technology within an organization.

Change agent

A person who manages and guides the change process in an organization.

Calm Waters Metaphor

Change is a planned and manageable process, akin to a ship navigating calm waters.

White-Water Rapids Metaphor

Change is constant and unpredictable, like navigating a raging river.

Signup and view all the flashcards

External forces of change

Factors outside an organization that cause a need for change (e.g., new laws or technology).

Signup and view all the flashcards

Internal forces

Factors within an organization that cause the need for change (e.g., changes in strategy, workforce).

Signup and view all the flashcards

Change process

Steps or stages to manage the alteration, usually involving unfreezing, changing, and refreezing the new state .

Signup and view all the flashcards

Three-step change process

A structured way to manage change that involves stages: unfreezing, changing, and refreezing.

Signup and view all the flashcards

Organizational Development (OD)

Techniques and programs for changing individuals and work relationships within an organization.

Signup and view all the flashcards

Survey Feedback

OD technique using surveys to identify issues and improve workplace relationships.

Signup and view all the flashcards

Process Consultation

OD technique involving a consultant helping improve processes and individual/group dynamics.

Signup and view all the flashcards

Team-Building

OD technique focused on improving team performance and collaboration.

Signup and view all the flashcards

Intergroup Development

OD technique to improve relationships and cooperation between different groups.

Signup and view all the flashcards

Resistance to Change

Opposition to organizational changes due to various factors including uncertainty, habit, personal loss or perceived negative consequences.

Signup and view all the flashcards

Techniques to Reduce Resistance

Strategies for managing resistance to change (e.g., education, participation, facilitation, negotiation, manipulation, coercion).

Signup and view all the flashcards

Managing Resistance to Change

Strategies for decreasing opposition to organizational changes, often employing techniques such as education & communication, participation, facilitation, support, negotiation, manipulation, or coercion.

Signup and view all the flashcards

Action Research

A change approach focusing on employee attitudes and behaviors.

Signup and view all the flashcards

Appreciative Inquiry

A change strategy emphasizing organizational strengths to envision its future.

Signup and view all the flashcards

Effective Communication (Change)

Eight factors found to improve communication during change include CEO commitment, matching actions to words, two-way communication, face-to-face interaction, shared responsibility, positive bad news management, audience-specific messaging, and ongoing communication.

Signup and view all the flashcards

Stress (Organizational Change)

A response to demands, constraints, or opportunities, sometimes positive, sometimes negative; functional stress enhances peak performance.

Signup and view all the flashcards

Job-related Stressors

Factors in a job contributing to stress, including task demands, role demands (conflicts, overload, ambiguity), interpersonal demands, organizational structure, and leadership style.

Signup and view all the flashcards

Role Conflicts (Stress)

Contradictory demands from different sources in one's job role.

Signup and view all the flashcards

Role Overload (Stress)

Too many tasks and responsibilities within a job role.

Signup and view all the flashcards

Role Ambiguity (Stress)

Unclear expectations or responsibilities in a job role.

Signup and view all the flashcards

Employee Assistance Programs (EAPs)

Programs provided by organizations to help employees with personal challenges like stress, addiction, or family issues.

Signup and view all the flashcards

Wellness programs

Programs aimed at promoting the health and well-being of employees, often including fitness activities or mental health resources.

Signup and view all the flashcards

Realistic job previews

Providing potential employees with accurate information about the job, including both positive and negative aspects.

Signup and view all the flashcards

Job redesign

Modifying job responsibilities or tasks to make them more appealing or less stressful for employees.

Signup and view all the flashcards

Creativity

The ability to generate novel and useful ideas.

Signup and view all the flashcards

Innovation

The implementation of creative ideas that lead to new products, services, or processes.

Signup and view all the flashcards

Organic structure

An organizational structure that is flexible and adaptable to change, often with fewer layers of management.

Signup and view all the flashcards

Open-system focus

Organizations that are open to external feedback and adapt to changing environments.

Signup and view all the flashcards

What are the forces that cause a company to change?

External forces, such as marketplace changes, government regulations, and new technology, can drive change. Internal forces include shifts in company strategy, workforce turnover, or employee attitudes.

Signup and view all the flashcards

What is a change agent?

A change agent is a person, manager or consultant, who initiates and oversees the change process within an organization.

Signup and view all the flashcards

Explain the Calm Waters Metaphor for change.

This metaphor describes organizational change as a planned and controlled process, like a ship sailing through calm waters. It involves unfreezing the old ways, making the change, and then refreezing the new practices.

Signup and view all the flashcards

What is the White-Water Rapids Metaphor for change?

This metaphor views change as constant and unpredictable, like navigating a turbulent river. Continuous adjustments are required to stay afloat.

Signup and view all the flashcards

What is resistance to change?

Resistance to change is any opposition or reluctance to accept organizational change due to factors like uncertainty, habit, fear of loss, or perceived negative consequences.

Signup and view all the flashcards

Name some techniques to manage resistance to change.

Some techniques include education and communication, participation, facilitation, support, negotiation, manipulation, and coercion. Each approach involves different levels of stakeholder influence.

Signup and view all the flashcards

How does stress affect employees during changes?

Stress, a response to demands or pressure, can be positive (functional) or negative. Job-related stressors like heavy workload, ambiguous roles, and interpersonal issues can lead to employee stress.

Signup and view all the flashcards

What are some ways to manage stress related to change?

Organizations can offer programs like employee assistance (EAPs) and wellness programs. They can also focus on realistic job previews, job redesign, and promoting stress management.

Signup and view all the flashcards

OD Techniques

Organizational Development (OD) uses various techniques to change people and improve work relationships. Examples include: surveys, process consultation, team building, and intergroup development.

Signup and view all the flashcards

Involving People

Lower resistance to change by getting people involved in the process. This helps them understand the change and feel ownership.

Signup and view all the flashcards

Training

Provide training to help people adapt to the new ways of doing things. This reduces resistance by addressing potential skill gaps.

Signup and view all the flashcards

Education & Communication

Addressing resistance by clearly explaining the change and answering questions. This helps correct misunderstandings and build trust.

Signup and view all the flashcards

Participation

Include those who are affected by the change in the planning and decision-making process. This increases engagement and acceptance.

Signup and view all the flashcards

Manipulation

Using persuasive tactics to gain support for a change without revealing the true reasons. This can backfire and damage trust in the change leader.

Signup and view all the flashcards

Coercion

Using force or threats to make people accept a change. This can undermine trust and harm the change effort's credibility.

Signup and view all the flashcards

Mistakes in Leading Change

Common errors managers make while guiding change include insufficient communication, poor planning, resistance to letting go of control, and failing to build a sense of urgency.

Signup and view all the flashcards

Effective Communication During Change

Eight key factors found to improve communication during times of change include: commitment from leadership, actions aligning with words, two-way communication, face-to-face interaction, shared communication responsibility, positive handling of bad news, audience-specific messaging, and treating communication as an ongoing process.

Signup and view all the flashcards

Functional Stress

A positive type of stress that allows individuals to perform optimally during demanding situations, like during a deadline.

Signup and view all the flashcards

Employee Selection for Stress Reduction

Carefully choosing employees who are a good fit for the job and organization can help reduce stress by minimizing job dissatisfaction and mismatch.

Signup and view all the flashcards

Job Redesign for Stress Reduction

Modifying the tasks and responsibilities of a job to make it less stressful and more engaging for employees.

Signup and view all the flashcards

What are the key elements for a successful innovation culture?

An innovative culture fosters creativity and turns ideas into action. This includes accepting ambiguity, tolerating risk, valuing open communication, and focusing on results.

Signup and view all the flashcards

Self-managed team

A highly autonomous team responsible for a complete work process, managing itself with no direct daily supervision.

Signup and view all the flashcards

Advisory team

A team providing feedback and recommendations to decision-makers, offering guidance and expertise.

Signup and view all the flashcards

Virtual team

A team using technology to connect members geographically dispersed, working together despite physical distance.

Signup and view all the flashcards

Work team

A group working intensely towards a common goal, utilizing synergy, accountability, and complementary skills.

Signup and view all the flashcards

Work group

A group primarily interacting to share information and make decisions to support individual work, not a collective goal.

Signup and view all the flashcards

Synergy

The combined efforts of a team exceeding the sum of individual contributions, leading to superior performance levels.

Signup and view all the flashcards

What are the key differences between work groups and work teams?

Work teams focus on a shared goal with synergy and accountability, while work groups emphasize individual tasks and information sharing.

Signup and view all the flashcards

Why is the concept of synergy important for teams?

Synergy means a team achieving more together through collaboration than the individual members could achieve on their own.

Signup and view all the flashcards

What are the two main types of groups?

Formal groups are created by the organization, like work teams. Informal groups form naturally due to social needs.

Signup and view all the flashcards

What are cross-functional teams?

Groups of experts from different departments working together to achieve a specific goal.

Signup and view all the flashcards

What is a problem-solving team?

A team formed to address a specific issue or improve a work process.

Signup and view all the flashcards

What are the stages of group development?

Groups go through stages: forming (initial acquaintance), storming (conflict arises), norming (establishing rules), performing (working effectively), and adjourning (disbanding).

Signup and view all the flashcards

What are group norms?

Shared expectations about acceptable behavior within a group.

Signup and view all the flashcards

What is groupthink?

A phenomenon where group conformity overrides critical thinking, leading to poor decisions.

Signup and view all the flashcards

What is synergy?

The combined effect of team members working together is greater than the sum of individual efforts.

Signup and view all the flashcards

What is a team?

A group with shared goals, interdependence, and synergy, working toward a common objective.

Signup and view all the flashcards

Global Team Challenges

Managing global teams involves navigating cultural differences, communication barriers, and varying work styles. This can impact group member resources, structure, and processes.

Signup and view all the flashcards

Team or Not?

Before forming a team, consider if the work can be done better by multiple people, if it creates a shared purpose, and if members are interdependent.

Signup and view all the flashcards

When Teams Work Best

Teams are most effective when work requires collaboration across departments, speed is crucial, innovation is a priority, and tasks demand interdependency.

Signup and view all the flashcards

Benefits of Team Diversity

Diverse teams can offer a wider range of ideas, reduce groupthink, and promote understanding of different perspectives.

Signup and view all the flashcards

Free-riding

When individuals in a group contribute less because they believe their individual effort won't be noticed or affect the outcome.

Signup and view all the flashcards

Re-establishing equity

A reason for social loafing where individuals reduce their effort to compensate for perceived unfair contributions in a group.

Signup and view all the flashcards

Group Cohesiveness

The strength of the bonds between group members and their shared commitment to the group's goals.

Signup and view all the flashcards

Team Effectiveness Model

A framework that outlines four key factors influencing team effectiveness: context, team composition, work design, and process variables.

Signup and view all the flashcards

Contextual Factors

External elements that influence team effectiveness, like resources, leadership, trust, and rewards.

Signup and view all the flashcards

Team Composition

The characteristics of individual team members that influence overall team effectiveness, including their abilities, personalities, roles, and diversity.

Signup and view all the flashcards

Work Design

The structure and organization of tasks within a team that affects its effectiveness, including autonomy, skill variety, task identity, and task significance.

Signup and view all the flashcards

Team Processes

The ways team members interact and work together, influencing effectiveness, including communication, conflict resolution, and decision-making.

Signup and view all the flashcards

Work Team vs. Work Group

A work team has a collective performance goal, positive synergy, and both individual and mutual accountability. A work group shares information, has neutral synergy, and individual accountability.

Signup and view all the flashcards

Stages of Group Development

The stages are Forming (defining purpose), Storming (conflict), Norming (relationship development), Performing (functional and accepted), and Adjourning (wrapping up for temporary teams).

Signup and view all the flashcards

What is conformity?

Conformity is when group members adjust their behavior to align with group norms.

Signup and view all the flashcards

Social Loafing

The tendency for individuals to put in less effort when working in a group compared to working alone.

Signup and view all the flashcards

Small Groups vs. Large Groups

Small groups (5-7) are better at completing tasks faster, figuring out what to do, and getting a job done. Large groups (12+) are better at problem-solving, finding facts, and gaining diverse input.

Signup and view all the flashcards

Status Systems in Groups

Status systems are hierarchies within groups, where some members have more influence or prestige than others.

Signup and view all the flashcards

Team Effectiveness Factors

Five factors contribute to team effectiveness: common purpose, specific goals, team efficacy, conflict management, and minimizing social loafing.

Signup and view all the flashcards

Task Conflict

Disagreement focused on the content of work, goals, or tasks. Low to moderate levels can be productive, fostering better solutions.

Signup and view all the flashcards

Relationship Conflict

Disagreement based on personal relationships, often leading to negative outcomes like decreased trust and communication.

Signup and view all the flashcards

Minimizing Social Loafing

Strategies to prevent individuals from putting in less effort in a team setting. Examples include asking questions, seeking advice, assigning responsibilities equitably, and using a team charter.

Signup and view all the flashcards

Team Charter

A written document outlining team goals, roles, responsibilities, decision-making processes, and communication guidelines. Helps set expectations and guide the team.

Signup and view all the flashcards

Selection for Team Effectiveness

Choosing team members carefully based on their ability to fulfill team roles, ensuring the right skills and perspectives.

Signup and view all the flashcards

Training for Team Effectiveness

Developing team members' skills through training in areas like problem-solving, communication, negotiation, and conflict resolution.

Signup and view all the flashcards

Rewarding Team Efforts

Using compensation and recognition systems to encourage collaboration and reward team achievements.

Signup and view all the flashcards

Study Notes

Fundamentals of Management - Chapter 7: Managing Innovation and Change

  • Organizational Change: Any alteration of people, structure, or technology within an organization.

  • Organizational Change Categories:

    • Structure: Work specialization, departmentalization, chain of command, span of control, centralization, formalization, job redesign, or actual structural design.
    • Technology: Work processes, methods, and equipment.
    • People: Attitudes, expectations, perceptions, and behaviour.

  • Forces Driving Organizational Change:

    • External Forces: Marketplace, government laws and regulations, technology, labour markets, and economic changes.
    • Internal Forces: Changes in strategy, workforce, and employee attitudes.

  • Change Agent: A catalyst who manages the change process.

    • Any manager can initiate and carry out changes.
    • Change agents can be nonmanagers like internal staff specialists or external consultants.

  • Change Process Metaphors:

    • Calm Waters: Planning and execution of change, involving unfreezing the status quo, changing to a new state, and refreezing to make the change permanent.
    • White-Water Rapids: Change is constant, and managers must continuously navigate the rapids. Change is not planned, nor is it executed in a sequential manner.

  • Three-Step Change Process:

    • Unfreezing: Preparing for change by breaking from the status quo.
    • Changing: Implementing adjustments and changes.
    • Refreezing: Stabilizing the new state, making the change permanent.

  • Organizational Development (OD): Techniques or programs that change people and improve interpersonal work relationships.

    • Popular OD efforts: Survey feedback, process consultation, team-building, and intergroup development.

  • Resistance to Change: Causes include uncertainty, habit, loss, and misinterpretation that change is unfavourable.

    • Strategies to Reduce Resistance: Involvement of employees in the change process, training, and openness to revision.

  • Techniques for Reducing Change Resistance: Education and communication, participation, facilitation and support, negotiation, manipulation and co-optation, and coercion.

  • Action Research: Change based on altering employee attitudes and behaviours via the following stages:

    • Diagnose need: Preliminary diagnosis, data gathering and feedback.
    • Intervention: Learning, process and action planning.
    • Evaluate: Behaviour changes, measurement, and system redesign.

  • Appreciative Inquiry: Focuses on strengths to create a vision for organizational improvement. This is achieved via the four-D approach:

    • Discovering: Identifying what works.
    • Dreaming: Creating a vision for the future.
    • Designing: Creating new plans to improve the vision.
    • Delivering: Implementing and achieving the vision.

  • Mistakes in Change Management: Unawareness of the gap between what people understand and how they work, lack of vision to create a need for change, failure to communicate the importance of change, inadequate training, and lack of adequate reinforcement strategies.

  • Effective Communication During Change: Commitment from leadership, synchronicity between actions and words, encouragement of two-way communication, emphasis on face-to-face communication, and treating communication as an ongoing process.

  • Understanding Employee Stress:

    • Stress Reaction: Anxiety regarding intense demands, constraints, or opportunities.
    • Not always negative: Can be positive, especially with potential gains.
    • Functional Stress: Allows high performance during crucial times.

  • Stressors Causing Stress:

    • Job Related: Task demands, role demands (conflicts, overload, ambiguity), interpersonal demands, organizational structure and leadership.
    • Personal Factors: Difficult to control by managers; EAPs and wellness programs can offer support.

  • Techniques for Reducing Workplace Stress:

    • Employee selection to match abilities to job demands.
    • Realistic job previews, improving organizational communication, performance planning and job redesign.
    • Counselling support, time management assistance and wellness programs.

  • Organizational Innovation: Vital for successful competition requiring new products, services, and state-of-the-art technology.

  • Creativity: Producing novel and useful ideas through four steps (perception, incubation, inspiration, innovation).

  • Innovation: The process of converting creative ideas into useful products, services, or methods.

  • Factors Influencing Organizational Innovation:

    • Structural Variables: Organic structure, abundant resources, frequent inter-unit communication, minimizing time pressures.
    • Cultural Variables: Tolerance of ambiguity, impractical ideas, minimal external controls, risk tolerance, conflict, focus on ends rather than means, focus on open-system interactions, and positive feedback.
    • Human Resource Variables: High commitment to employee training, high job security, and encouraging idea champions.

  • Design Thinking: Applying specific processes for developing new things and gaining deep insights into customer needs and wants, converting ideas into usable products.

Studying That Suits You

Use AI to generate personalized quizzes and flashcards to suit your learning preferences.

Quiz Team

Related Documents

Fundamentals of Management 9th Canadian Edition PDF
Fundamentals of Management 9th Canadian Edition PDF Chapter 8

Description

Explore the key concepts of managing innovation and change from Chapter 7 of Fundamentals of Management. This quiz delves into organizational change categories, forces driving change, and the role of change agents within an organization. Test your understanding of how organizational dynamics can be effectively managed.

More Like This

Management of Innovation and Change
32 questions

Management of Innovation and Change

WarmerIambicPentameter avatar
WarmerIambicPentameter
Managing Change and Innovation Quiz
33 questions

Managing Change and Innovation Quiz

ResourcefulMorningGlory avatar
ResourcefulMorningGlory
Managing Change and Innovation in Organizations
8 questions

Managing Change and Innovation in Organizations

PamperedUkulele avatar
PamperedUkulele
Change Agents in Innovation Adoption
37 questions

Change Agents in Innovation Adoption

ProvenDivergence667 avatar
ProvenDivergence667
Use Quizgecko on...
Browser
Open
Browser
Browser