Organizational Behavior and Management Roles
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Questions and Answers

Which managerial function focuses on defining goals and developing strategies?

  • Leading
  • Organizing
  • Planning (correct)
  • Controlling

    • Which of the following is NOT one of Mintzberg's interpersonal roles?

  • Figurehead
  • Leader
  • Entrepreneur (correct)
  • Liason

    • In which managerial role does an individual serve as a networker to gain outside information?

  • Spokesperson
  • Liaison (correct)
  • Disseminator
  • Monitor

    • What type of management skill involves the ability to work with and understand people?

    <p>Interpersonal skills</p> Signup and view all the answers

    Which of the following best describes a disturbance handler's role?

    <p>Addresses and resolves issues within the organization</p> Signup and view all the answers

    What percentage of time do average managers spend on traditional management activities according to Fred Luthans?

    <p>32%</p> Signup and view all the answers

    Which managerial role involves representing the organization in major negotiations?

    <p>Negotiator</p> Signup and view all the answers

    What is the primary focus of networking in management according to Luthans?

    <p>Socializing and politicking</p> Signup and view all the answers

    Explain how surface level diversity may lead to stereotyping in the workplace.

    <p>Surface level diversity can activate stereotypes because individuals often make quick judgments based on visible characteristics like race or gender, without knowing the person's deeper traits or values.</p> Signup and view all the answers

    Describe the potential impact of age discrimination on older workers within an organization.

    <p>Age discrimination can lead to lower morale and increased turnover among older workers, despite studies showing they have lower absenteeism and comparable productivity.</p> Signup and view all the answers

    What role do discriminatory policies play in exacerbating racial and ethnic disparities in the workplace?

    <p>Discriminatory policies can deny equal opportunities and create an unfair environment, perpetuating racial and ethnic disparities among employees.</p> Signup and view all the answers

    How does sexual harassment contribute to a hostile work environment?

    <p>Sexual harassment creates a hostile work environment by subjecting individuals to unwanted sexual advances, leading to fear and decreased job satisfaction.</p> Signup and view all the answers

    What are some challenges faced by individuals with disabilities in a workplace lacking adequate accommodations?

    <p>Individuals with disabilities may face barriers to equal opportunity and engagement, leading to decreased productivity and morale if accommodations are not provided.</p> Signup and view all the answers

    Explain the concept of stereotypical threat and its implications for marginalized groups in the workplace.

    <p>Stereotypical threat refers to the anxiety individuals feel about being judged based on negative stereotypes, which can hinder their performance and well-being at work.</p> Signup and view all the answers

    How does race influence performance evaluation and promotion decisions among employees?

    <p>Employees often favor colleagues of their own race in performance evaluations and promotion decisions.</p> Signup and view all the answers

    What has been observed regarding the employment outcomes of African Americans compared to whites?

    <p>African Americans generally fare worse than whites in employment decisions.</p> Signup and view all the answers

    What does US law say about religious discrimination, especially in relation to Muslims?

    <p>US law prohibits discrimination based on religion, but issues still persist, particularly for Muslims.</p> Signup and view all the answers

    Which federal protections exist for employees based on sexual orientation?

    <p>There is no federal law protecting employees against discrimination based on sexual orientation, though some states do.</p> Signup and view all the answers

    How do Fortune 500 companies address issues of sexual orientation and gender identity?

    <p>Many Fortune 500 companies have policies covering sexual orientation and about half have policies on gender identity.</p> Signup and view all the answers

    What defines a person as being disabled according to the US Equal Employment Opportunity Commission?

    <p>A person is classified as disabled if they have a physical or mental impairment that substantially limits one or more major activities.</p> Signup and view all the answers

    What are some characteristics of 'hidden disabilities'?

    <p>Hidden disabilities can include sensory disabilities, chronic illness, cognitive impairments, and psychological challenges.</p> Signup and view all the answers

    What is meant by a 'positive diversity climate' in an organization?

    <p>A positive diversity climate refers to an environment that promotes inclusiveness and acceptance of diversity.</p> Signup and view all the answers

    What constitutes 'intellectual ability' in the workplace?

    <p>Intellectual ability encompasses skills needed for mental tasks like thinking, reasoning, and problem-solving.</p> Signup and view all the answers

    List two dimensions of intellectual abilities and their definitions.

    <p>Two dimensions include number aptitude (ability for quick and accurate arithmetic) and verbal comprehension (ability to understand written and spoken information).</p> Signup and view all the answers

    How does spatial visualization contribute to understanding diverse perspectives in teamwork?

    <p>Spatial visualization aids in imagining different viewpoints, enhancing creative problem-solving and collaboration.</p> Signup and view all the answers

    What role does memory play in recognizing and addressing bias in workplace interactions?

    <p>Memory allows individuals to recall past experiences of bias, which can inform their understanding and sensitivity to discrimination.</p> Signup and view all the answers

    Explain how dynamic strength is important for individuals in physically demanding workplaces.

    <p>Dynamic strength is crucial for performing tasks that require continuous exertion of force, essential in active jobs.</p> Signup and view all the answers

    Why is balance an important physical ability in diverse work environments?

    <p>Balance is vital for maintaining stability and safety, especially in roles requiring physical agility or coordination.</p> Signup and view all the answers

    How do diversity management programs promote awareness of different physical abilities?

    <p>These programs educate individuals about the variety of physical abilities, fostering an inclusive environment.</p> Signup and view all the answers

    In what way does coordination relate to team dynamics in diverse groups?

    <p>Body coordination facilitates seamless teamwork, allowing members to synchronize their actions and enhance productivity.</p> Signup and view all the answers

    Describe the significance of stamina for employees in physically challenging jobs.

    <p>Stamina allows employees to sustain maximum effort over time, which is essential for productivity in demanding roles.</p> Signup and view all the answers

    Why is explosive strength a key factor in certain physical jobs, particularly in emergency services?

    <p>Explosive strength enables quick, powerful movements needed to respond effectively in emergencies.</p> Signup and view all the answers

    How can understanding the diverse needs of employees lead to improved disability accommodations?

    <p>Recognizing diverse needs fosters tailored accommodations that support employee performance and inclusivity.</p> Signup and view all the answers

    How does an individual's ability to visualize spatially impact their problem-solving in a diverse workplace?

    <p>Spatial visualization assists individuals in imagining different perspectives and solutions, which enhances collaborative problem-solving in diverse teams.</p> Signup and view all the answers

    What is the relationship between memory and the ability to recognize workplace biases?

    <p>Memory enables individuals to recall past interactions and experiences, allowing them to identify and address biases in the workplace effectively.</p> Signup and view all the answers

    Explain why understanding dynamic flexibility is crucial for employees in physically demanding roles.

    <p>Dynamic flexibility is important as it allows employees to perform rapid movements efficiently, reducing the risk of injury during physically demanding tasks.</p> Signup and view all the answers

    How does an individual's trunk strength relate to their role in a physically active job?

    <p>Trunk strength is essential for maintaining proper posture and core stability, which are vital for performing lifting and movements safely.</p> Signup and view all the answers

    In what ways can balance contribute to a safe and productive work environment?

    <p>Balance helps individuals maintain control and stability in their movements, crucial in preventing accidents and ensuring effective task performance.</p> Signup and view all the answers

    Discuss how stamina can affect an employee's long-term performance in physically intensive fields.

    <p>Stamina is crucial for sustaining maximum effort over prolonged periods, directly impacting an employee's productivity and resilience in physically demanding jobs.</p> Signup and view all the answers

    How does tenure influence employee productivity and performance?

    <p>Tenure is positively related to employee productivity, as longer tenure often leads to better job performance.</p> Signup and view all the answers

    What challenges do Muslim employees face in relation to religion-based discrimination?

    <p>Despite laws prohibiting religious discrimination, many Muslim employees still encounter bias and prejudice in the workplace.</p> Signup and view all the answers

    What is the significance of a positive diversity climate in an organization?

    <p>A positive diversity climate fosters inclusiveness and acceptance, enhancing employee morale and collaboration.</p> Signup and view all the answers

    What defines intellectual abilities and their importance in the workplace?

    <p>Intellectual abilities encompass skills needed for mental tasks like thinking and problem-solving, crucial for effective job performance.</p> Signup and view all the answers

    How do Fortune 500 companies address discrimination based on sexual orientation?

    <p>Many Fortune 500 companies have implemented policies that specifically protect employees against discrimination based on sexual orientation and gender identity.</p> Signup and view all the answers

    What is classified as a disability under the US Equal Employment Opportunity Commission?

    <p>A disability is defined as a physical or mental impairment that substantially limits one or more major life activities.</p> Signup and view all the answers

    What are hidden disabilities, and why are they significant in the workplace?

    <p>Hidden disabilities include conditions like chronic illness and cognitive impairments that are not immediately obvious but can impact job performance.</p> Signup and view all the answers

    What are the two main types of working abilities discussed and examples for each?

    <p>The two types of abilities are intellectual ability, involving skills like reasoning, and physical ability, related to tasks requiring strength and coordination.</p> Signup and view all the answers

    How do racial biases affect the performance evaluation process in organizations?

    <p>Employees often favor colleagues of their own race in evaluations, leading to biased performance assessments and promotion decisions.</p> Signup and view all the answers

    Why is it important to accommodate individual cultural identities in the workplace?

    <p>Accommodating cultural identities promotes respect and inclusiveness, which is crucial for employee satisfaction and retention.</p> Signup and view all the answers

    How can surface level diversity lead to the activation of stereotypes in organizations?

    <p>Surface level diversity can trigger stereotypes as individuals make quick judgments based on visible characteristics such as gender or race, often leading to biased perceptions and interactions.</p> Signup and view all the answers

    In what ways can deep level diversity influence team dynamics as relationships develop?

    <p>Deep level diversity, which encompasses personality, values, and work preferences, can enhance team dynamics by fostering deeper understanding and respect among members as they grow familiar with one another.</p> Signup and view all the answers

    What is discriminatory policy, and how can it perpetuate inequality in the workplace?

    <p>Discriminatory policy refers to practices that deny equal opportunities for performance or rewards based on stereotypes related to demographic groups, thus reinforcing systemic inequality.</p> Signup and view all the answers

    Explain how intimidation can affect employees from specific demographic groups in an organization.

    <p>Intimidation, which includes overt threats or bullying, can create a hostile environment for targeted employees, leading to reduced job satisfaction and productivity.</p> Signup and view all the answers

    How does incivility manifest in the workplace, and what are its potential consequences?

    <p>Incivility manifests as disrespectful treatment, such as aggressive behavior and interruptions, potentially leading to decreased employee morale and increased conflict among team members.</p> Signup and view all the answers

    Describe the potential impacts of age discrimination in the workplace.

    <p>Age discrimination can result in unfair treatment of older workers, leading to reduced employment opportunities, increased turnover, and a loss of valuable experience within the organization.</p> Signup and view all the answers

    How can exclusion in the workplace undermine team cohesion?

    <p>Exclusion from job opportunities or social events can alienate certain employees, harming team cohesion and collaboration by fostering feelings of isolation and resentment.</p> Signup and view all the answers

    What role does sexual harassment play in the workplace, and how can it affect organizational culture?

    <p>Sexual harassment contributes to a hostile work environment, negatively impacting employee well-being, job performance, and overall organizational culture.</p> Signup and view all the answers

    What is stereotypical threat, and how might it influence performance in marginalized groups?

    <p>Stereotypical threat refers to the anxiety of being judged based on a stereotype, which can impair performance and reduce confidence among marginalized group members in the workplace.</p> Signup and view all the answers

    Study Notes

    Organization Behavior

    • A manager achieves goals through the efforts of others, crucial in organizational success.
    • An organization is a consciously coordinated social unit working continuously towards specific goals.

    Managerial Objectives

    • Planning: Involves defining goals, making strategies, and developing actionable plans.
    • Organizing: Involves decisions about task allocation, roles, reporting structures, and job assignments.
    • Leading: Focuses on employee motivation, directing team activities, effective communication, and conflict resolution.
    • Controlling: Involves monitoring activities to ensure alignment with goals and correcting deviations as needed.

    Mintzberg's Managerial Roles

    • Interpersonal Roles:

      • Figurehead: Symbolic leader performing legal and social duties.
      • Leader: Focuses on motivating and guiding employees.
      • Liaison: Builds networks to gather external information and support.

    • Informational Roles:

      • Monitor: Central information source, tracking both internal and external developments.
      • Disseminator: Shares received information with organization members.
      • Spokesperson: Communicates organizational plans and results to outside parties, serving as an expert representative.

    • Decisional Roles:

      • Entrepreneur: Identifies opportunities and initiates change projects within the organization.
      • Disturbance Handler: Takes corrective action in response to organizational disruptions.
      • Resource Allocator: Makes or endorses significant organizational decisions regarding resource distribution.
      • Negotiator: Represents the organization in important negotiations.

    Management Skills

    • Technical Skills: The ability to apply specialized knowledge and expertise in a specific area.
    • Conceptual Skills: The mental capacity to analyze and understand complex situations and systemic interactions.
    • Human Skills: The ability to work effectively with, understand, and motivate people.

    Effective vs. Successful Management (Fred Luthans)

    • Traditional Management: Engages primarily in decision making, planning, and controlling activities.
    • Communication: Involves the exchange of routine information and paperwork processing.
    • Human Resources: Encompasses motivation, conflict management, staffing, and training functions.
    • Networking: Involves socializing, politicking, and interacting with external stakeholders.

    Average Manager's Time Allocation

    • Traditional management represents 32% of an average manager's responsibilities.

    Spatial Visualization

    • Ability to mentally manipulate and visualize changes in an object's position in space.

    Memory

    • Capacity to retain and recall past experiences.

    Physical Ability

    • Encompasses tasks requiring stamina, dexterity, strength, and related characteristics.
    • Nine fundamental physical abilities related to strength and flexibility:
      • Dynamic Strength: Prolonged exertion of muscular force.
      • Trunk Strength: Strength exerted through trunk muscles.
      • Static Strength: Force exerted against stationary objects.
      • Explosive Strength: Maximum energy in short, explosive actions.
      • Extent Flexibility: Maximum trunk and back muscle movement.
      • Dynamic Flexibility: Rapid, agile flexing movements.
      • Body Coordination: Simultaneous actions across different body parts.
      • Balance: Maintaining equilibrium against disruptive forces.
      • Stamina: Capability to sustain maximum effort over a prolonged duration.

    Diversity Management

    • Programs aimed at increasing awareness and sensitivity to employee needs and differences.
    • Employees may favor colleagues of their own race in evaluations, promotions, and pay.
    • African Americans generally have poorer outcomes in employment decisions.

    Tenure

    • Tenure serves as a predictor of employee productivity.
    • There is a positive correlation between tenure and job performance.

    Religion

    • U.S. law prohibits religious discrimination, yet issues persist, notably impacting Muslims.

    Sexual Orientation and Gender Identity

    • Federal law lacks protection against sexual orientation discrimination, though many states provide coverage.
    • About 50% of Fortune 500 companies have policies on gender identity.

    Cultural Identity

    • Importance of accommodating and respecting individual cultural identities in the workplace.

    Disabilities

    • The U.S. Equal Employment Opportunity Commission classifies disabilities as significant physical or mental impairments that limit major activities.
    • Workers with disabilities may receive favorable performance evaluations despite lower expectations.

    Hidden Disabilities

    • Include sensory disabilities, chronic illness, cognitive impairment, sleep disorders, and psychological challenges.
    • U.S. organizations must accommodate a variety of disabilities.

    Positive Diversity Climate

    • An organizational environment characterized by inclusiveness and acceptance of diversity.

    Intellectual Ability

    • Refers to capacities necessary for performing mental tasks like thinking and reasoning.
    • General mental ability represents a collective measure of intelligence.

    Dimensions of Intellectual Ability

    • Number Aptitude: Speed and accuracy in arithmetic.
    • Verbal Comprehension: Understanding of spoken and written communication.
    • Perceptual Speed: Quick identification of visual similarities and differences.
    • Inductive Reasoning: Logical sequence identification to solve problems.
    • Deductive Reasoning: Logic utilization to assess arguments.

    Diversity in Organizations

    • Surface-Level Diversity: Observable characteristics such as gender, race, and age that may activate stereotypes.
    • Deep-Level Diversity: Differences in personality, values, and work preferences that grow in importance over time.
    • Connection exists between surface and deep-level diversity in shaping perceptions.

    Stereotyping and Discrimination

    • Stereotyping involves judging individuals based on group perceptions.
    • Discrimination refers to unfair judgments about individuals stemming from stereotypes.
    • Stereotypical Threat: Concern over negative treatment stemming from stereotypes.

    Types of Discrimination

    • Discriminatory Policies: Actions denying equal opportunities for performance or rewards.
    • Sexual Harassment: Unwanted sexual advances creating an offensive work environment.
    • Intimidation: Threats or bullying towards specific employee groups.
    • Mockery and Insults: Negative stereotypes perpetuated through jokes leading to offense.
    • Exclusion: Limiting individuals’ access to job opportunities or social events.
    • Incivility: Aggressive, disrespectful behavior towards others.

    Biographical Characteristics

    • Characteristics such as age, sex, race, and tenure that are easily obtained and represent surface-level diversity.
    • Age: Older workers experience lower turnover and absenteeism, with age not correlating to decreased productivity.
    • Sex: No consistent differences in problem-solving or other abilities between sexes; women earn less and face fewer opportunities.
    • Race and Ethnicity: Anti-discrimination laws exist widely, but biases persist in many jurisdictions.

    Diversity in Organizations

    • Surface Level Diversity: Involves easily perceived characteristics like gender, race, ethnicity, age, and disability; does not necessarily reflect deeper attributes, but can trigger stereotypes.

    • Deep Level Diversity: Comprises personality traits, values, and work preferences; these become more significant in determining similarity as interpersonal relationships develop.

    • Connection Between Levels: Surface-level bias often leads to deep-level misunderstandings; lack of knowledge breeds hostility.

    • Stereotyping: Making judgments about individuals based on perceived group characteristics; often a negative influence on interpersonal relations.

    • Discrimination: Refers to unfair treatment stemming from stereotypes; includes discriminatory practices that impact equal opportunity.

    Types of Discrimination

    • Discriminatory Policies: Actions that deny equal opportunity or unequal rewards within organizations.

    • Sexual Harassment: Involves unwelcome sexual advances or conduct that creates a hostile work environment.

    • Intimidation: Includes overt threats or bullying targeted at specific employee groups.

    • Mockery and Insults: Negative stereotypes or jokes that can escalate into harmful behaviors.

    • Exclusion: Denying individuals opportunities for jobs, social events, or discussions.

    • Incivility: Disrespectful treatment that may include aggressive behavior or interruptions.

    Biographical Characteristics

    • Age: Older workers often have lower turnover and absenteeism rates; age is unrelated to productivity levels.

    • Sex: No significant differences between male and female problem-solving or analytical abilities, though women generally earn less and face fewer professional opportunities.

    • Race and Ethnicity: Discrimination laws exist, but biases persist in evaluations, promotions, and pay for employees of different racial backgrounds.

    • Tenure: Correlates positively with productivity; longer tenure typically signals better job performance.

    • Religion: Discrimination based on religion is legally prohibited, yet issues remain, particularly for Muslims.

    • Sexual Orientation and Gender Identity: While federal protections are limited, many states offer protections, and many companies maintain policies addressing these issues.

    Disability Considerations

    • Definition of Disability: Classified by the EEOC as any impairment that substantially limits major life activities.

    • Employee Accommodations: Organizations must adjust for various disabilities, including sensory and cognitive challenges.

    • Positive Diversity Climate: An environment characterized by inclusiveness and acceptance of diversity within the workplace.

    Abilities in the Workplace

    • Types of Abilities:
      • Intellectual Ability: Necessary for mental tasks including reasoning and problem-solving; encompasses general mental ability.
      • Physical Ability: Refer to the physical capacity needed for tasks requiring stamina and strength.

    Intellectual Ability Dimensions

    • Number Aptitude: Speed and accuracy in arithmetic.
    • Verbal Comprehension: Understanding spoken and written information.
    • Perceptual Speed: Quick identification of visual similarities.
    • Inductive Reasoning: Identifying logical sequences to solve problems.
    • Deductive Reasoning: Using logic to evaluate arguments.
    • Spatial Visualization: Imagining spatial changes in objects.
    • Memory: Retaining and recalling past experiences.

    Physical Abilities

    • Dynamic Strength: Exerting muscular force over time.
    • Trunk Strength: Muscular strength using trunk muscles.
    • Static Strength: Force exerted against objects.
    • Explosive Strength: Maximal energy expended in explosive movements.
    • Flexibility: Range of motion ability in trunk and limbs.
    • Coordination: Simultaneous actions of the body parts.
    • Balance: Maintaining equilibrium under disruptive forces.
    • Stamina: Sustaining effort over prolonged periods.

    Diversity Management

    • Process and Programs: Aimed at increasing awareness and sensitivity to the needs and differences of others within the organization.

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    Related Documents

    Organization Behaviour PDF
    Diversity in Organizations: An Overview PDF

    Description

    This quiz explores key concepts in organizational behavior, emphasizing the importance of managerial objectives such as planning, organizing, leading, and controlling. Additionally, it covers Mintzberg's managerial roles, distinguishing between interpersonal and informational responsibilities that managers must fulfill for successful organizational performance.

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