38 Questions
What are the three elements of the L-F-S Framework of leadership?
Leader, Follower, and Context/Situation
What are the two leader behaviors identified in the behavioral approach to leadership?
Initiating Structure and Consideration
What is the primary goal of Transformational Leadership?
Changing and transforming people by assessing followers' motives, satisfying their needs, and treating them as full human beings.
What is the key difference between In-Group and Out-Group relationships in the Leader Member Exchange (LMX) Theory?
In-Group relationships are based on expanded and negotiated role responsibilities, while Out-Group relationships are based on formal employment contracts.
What is the focus of the Role-based approach to leadership?
How followers affect followership outcomes at the individual, dyad, and work unit level of analysis.
What is the primary focus of the Constructionist approach to leadership?
Leaders and followers interacting together in context to co-construct leadership and their outcomes.
What is the definition of Organizational Culture?
The unique set of shared values and beliefs that underlie a company's identity.
What is the key characteristic of Pseudo-Transformational Leadership?
Leaders who transform others in a negative way, who are self-consumed, exploitive, and power-oriented, with warped moral values.
What are the five core elements of the well-being theory, also known as PERMA?
Positive emotion, engagement, relationships, meaning, and accomplishment
What are the four components of Psychological Capital, also known as HERO?
Hope, efficacy, resilience, and optimism
What are the three characteristics of effective team players?
Committed, collaborative, and competent
What are the four factors that affect media richness in communication?
Speed of feedback, channel, type, and language source
What is the difference between functional and dysfunctional conflict?
Functional conflict serves organizational interests, is issue-focused, and stimulates creativity, whereas dysfunctional conflict threatens organizational interests, is person-focused, and breeds hostility
What are the five types of influence tactics, categorized as SOFT and HARD?
Rational persuasion, inspirational appeal, consultation, ingratiation, and personal appeal (SOFT), and exchange, coalition, pressure, and legitimating (HARD)
What is organizational politics, and how does it affect outcomes?
Organizational politics are intentional actions to improve self- or organizational interests, and perceptions of these actions can affect individual outcomes and job satisfaction
What is the relationship between team cohesion and cooperation and trust?
Team cohesion is characterized by cooperation and trust among team members, which leads to a sense of shared commitment and collective identity
What are the benefits of social media usage in the workplace?
Connecting in real-time over distance, increasing job satisfaction and better work-life balance, and more collaboration and creativity
What is the difference between personality conflict and team/interpersonal conflict?
Personality conflict is based on personal dislike or disagreement, whereas team/interpersonal conflict arises from real or perceived differences between team members
How does the Initiating Structure behavioral approach of a leader impact the followers' roles and responsibilities?
It involves scheduling and assigning tasks, clarifying, planning, and organizing, which can lead to a more structured and defined role for followers.
What are the implications of a leader's Consideration behavior on the overall work environment and employee motivation?
It can lead to a more respectful and supportive work environment, where employees feel motivated and valued, as a leader's consideration behavior involves showing respect, supporting, and motivating followers.
How does the Transformational Leadership approach differ from the Pseudo-Transformational Leadership approach in terms of its impact on followers?
Transformational Leadership focuses on changing and transforming people in a positive way, while Pseudo-Transformational Leadership transforms others in a negative way, with leaders being self-consumed and exploitive.
What are the key differences between the In-Group and Out-Group relationships in the Leader Member Exchange (LMX) Theory?
In-Group relationships are based on expanded and negotiated role responsibilities, while Out-Group relationships are based on formal employment contracts.
How does the Role-based approach to leadership differ from the Constructionist approach in terms of its focus and outcomes?
The Role-based approach focuses on how followers affect followership outcomes, while the Constructionist approach focuses on how leaders and followers interact together to co-construct leadership and outcomes.
What are the key components of an organization's culture, and how do they impact employee behavior and outcomes?
An organization's culture is composed of shared values and beliefs that underlie its identity, and these components can impact employee behavior and outcomes by shaping their attitudes, motivations, and behaviors.
How does a leader's Initiating Structure behavior impact the overall performance and productivity of a team?
It can lead to a more structured and organized team, with clear roles and responsibilities, which can improve performance and productivity.
What are the implications of a leader's Transformational Leadership approach on the overall motivation and engagement of followers?
It can lead to higher motivation and engagement, as Transformational Leadership focuses on changing and transforming people in a positive way, and satisfying their needs.
How does the Leader Member Exchange (LMX) Theory explain the impact of leader-follower relationships on work-related outcomes?
It explains that the quality of the leader-follower relationship, ranging from low to high, can impact work-related outcomes, such as job satisfaction and performance.
What are the key differences between the behavioral approach and the Constructionist approach to leadership in terms of their focus and outcomes?
The behavioral approach focuses on the leader's behavior and its impact on followers, while the Constructionist approach focuses on how leaders and followers interact together to co-construct leadership and outcomes.
What are the key differences between a group and a team, and how do they relate to organizational tasks?
A group is a collection of individuals who share certain characteristics, whereas a team is a cohesive unit that works together to achieve specific organizational tasks. Teams develop a sense of shared commitment and strive for synergy among members, which is essential for achieving organizational goals.
How does the well-being theory, also known as PERMA, contribute to positive organizational behavior?
The well-being theory, PERMA, focuses on five core elements: positive emotion, engagement, relationships, meaning, and accomplishment. It contributes to positive organizational behavior by promoting a positive and productive work environment, which can lead to increased job satisfaction and well-being among employees.
What are the benefits of using social media in the workplace, and how can it impact employee job satisfaction and collaboration?
The benefits of using social media in the workplace include increased job satisfaction, better work-life balance, and more collaboration and creativity. Social media can provide a platform for employees to connect in real-time, expand boundaries, and facilitate communication and collaboration.
How does the concept of media richness affect communication in the digital age, and what are the implications for effective communication?
Media richness refers to the capacity of a communication medium to convey information and promote understanding. In the digital age, media richness is critical, as it can impact the effectiveness of communication. Factors such as speed of feedback, channel, type, and language source can influence media richness, and ultimately, the success of communication.
What are the differences between functional and dysfunctional conflict, and how can they impact organizational outcomes?
Functional conflict serves the organization's interests, is issue-focused, and stimulates creativity and innovation. Dysfunctional conflict, on the other hand, threatens the organization's interests, is person-focused, and breeds hostility and disturbs communication. Understanding the differences between functional and dysfunctional conflict is crucial in managing conflict effectively in the workplace.
How does the concept of psychological capital, also known as HERO, contribute to positive organizational behavior?
The concept of psychological capital, HERO, focuses on four core components: hope, efficacy, resilience, and optimism. It contributes to positive organizational behavior by promoting a positive and developmental state of an individual, which can be utilized as a competitive resource in the workplace.
What are the key characteristics of effective team players, and how do they contribute to team cohesion and cooperation?
Effective team players are committed, collaborative, and competent, and they build up reciprocal trust among team members. These characteristics are essential in promoting team cohesion and cooperation, which are critical for achieving organizational goals and objectives.
How does the concept of team cohesion impact cooperation and trust among team members, and what are the implications for organizational performance?
Team cohesion refers to the degree to which team members feel part of the collective or 'we' of the team. It promotes cooperation and trust among team members, which are essential for achieving organizational goals and objectives. High team cohesion can lead to increased job satisfaction, productivity, and overall organizational performance.
What are the differences between personality conflict and team/interpersonal conflict, and how can they impact organizational outcomes?
Personality conflict refers to interpersonal opposition based on personal dislike or disagreement, whereas team/interpersonal conflict arises from the tension between team members due to real or perceived differences. Understanding the differences between these types of conflict is crucial in managing conflict effectively in the workplace.
How does the concept of influence tactics, categorized as SOFT and HARD, impact organizational politics and outcomes?
Influence tactics, categorized as SOFT (rational persuasion, inspirational appeal, consultation, ingratiation, and personal appeal) and HARD (exchange, coalition, pressure, and legitimating), can impact organizational politics and outcomes by influencing the behavior of individuals and groups. Understanding the different types of influence tactics is essential in navigating organizational politics and achieving desired outcomes.
Study Notes
Positive Organizational Behavior (6.2)
- Well-being theory is based on five positive personal attributes, known as PERMA.
- PERMA consists of:
- Positive emotion (experiencing pleasure)
- Engagement (psychological state of flow or enjoying activities)
- Relationships (creating and maintaining positive relationships)
- Meaning (finding a strong purpose in life)
- Accomplishment (achieving positive outcomes and mastering new skills)
Main POB-Related Framework (2)
- Psychological Capital is a positive and developmental state of an individual, which can be utilized as a competitive resource.
- Psychological Capital is represented by the HERO framework, which consists of:
- Hope (persevering toward goals and redirecting paths when necessary)
- Efficacy (having confidence to take on challenging tasks)
- Resilience (sustaining and bouncing back from stress, conflict, and failure)
- Optimism (making a positive attribution about succeeding)
Groups and Teams (7.2)
- A group becomes a team when they develop a sense of shared commitment and strive for synergy among members to perform specific organizational tasks.
- Differentiating between groups and teams:
- Group: A collection of individuals who share certain characteristics
- Team: A group of individuals who share a common goal and work together to achieve it
- Team cohesion is the degree to which members feel part of the collective or "WE" of the team, which is developed through cooperation and trust.
- Effective team players have three characteristics:
- Committed (to the team with a sense of "WE-ness")
- Collaborative (rather than competitive)
- Competent (and build reciprocal trust among team members)
Roles in Team
- A group/team role is a set of shared expected behaviors for members of the group as a whole.
Communication in the Digital Age (9.1)
- Media richness is the capacity of a given communication medium to convey information and promote understanding.
- Four factors that affect media richness:
- Speed of feedback
- Channel
- Type
- Language source
- Effective communication is achieved when media richness is matched with the complexity of the situation.
- Benefits of social media usage at the workplace:
- Connect in real-time over distance and expand boundaries
- Increase job satisfaction and better work-life balance
- More collaboration and creativity
- Costs of social media usage at the workplace:
- Employee cyber loafing
- Using social media to find out other organizations and search for a new job
Communication in the Digital Age (9.2)
- (No additional notes)
Managing Conflict and Negotiations (10.1)
- Personality conflict is interpersonal opposition based on personal dislike or disagreement.
- Team/interpersonal conflict is the process resulting from the tension between team members due to real or perceived differences.
- Dysfunctional conflict:
- Threatens organization's interests
- Typically "person-focused"
- Breeds hostility
- Disturbs communication
- Desired conflict outcomes:
- Agreement
- Stronger relationships
- Learning
- Work-life (family) conflict is the perception that expectations and demands between work and non-work roles are mutually incompatible.
- Incivility is any form of socially harmful behavior, including aggression, interpersonal deviance, social undermining, interactional injustice, and bullying.
Managing Conflict and Negotiations (10.2)
- (No additional notes)
Power, Influence, and Politics (11.1)
- Influence tactics can be categorized into SOFT and HARD tactics.
- SOFT tactics:
- Rational Persuasion
- Inspirational appeal
- Consultation
- Ingratiation
- Personal Appeal
- HARD tactics:
- Exchange
- Coalition
- Pressure
- Legitimating
- Organizational politics are intentional actions to improve self/individual- or organizational-interests.
- Perceptions of organizational politics and outcomes are individual subjective attributions of others' behaviors to self-serving intent.
Leadership Effectiveness (12.1)
- The L-F-S framework of leadership consists of three elements:
- Leader (individual differences)
- Follower (individual differences)
- Context/Situation (contextual characteristics)
- Behavioral approach in the leadership process:
- Initiating Structure (task-oriented leader behavior)
- Consideration (relationship-oriented leader behavior)
- Transformational Leadership is a leadership process focusing on changing and transforming people by assessing followers' motives, satisfying their needs, and treating them as full human beings.
- Pseudo-Transformational Leadership is a leadership process that transforms others in a negative way, with warped moral values.
- Leader Member exchange (LMX) Theory is based on the degree of exchanged relational quality between leader and follower.
- Organizational culture is the unique set of shared values and beliefs that underlie a company's identity.
Positive Organizational Behavior (6.2)
- Well-being theory is based on five positive personal attributes, known as PERMA.
- PERMA consists of:
- Positive emotion (experiencing pleasure)
- Engagement (psychological state of flow or enjoying activities)
- Relationships (creating and maintaining positive relationships)
- Meaning (finding a strong purpose in life)
- Accomplishment (achieving positive outcomes and mastering new skills)
Main POB-Related Framework (2)
- Psychological Capital is a positive and developmental state of an individual, which can be utilized as a competitive resource.
- Psychological Capital is represented by the HERO framework, which consists of:
- Hope (persevering toward goals and redirecting paths when necessary)
- Efficacy (having confidence to take on challenging tasks)
- Resilience (sustaining and bouncing back from stress, conflict, and failure)
- Optimism (making a positive attribution about succeeding)
Groups and Teams (7.2)
- A group becomes a team when they develop a sense of shared commitment and strive for synergy among members to perform specific organizational tasks.
- Differentiating between groups and teams:
- Group: A collection of individuals who share certain characteristics
- Team: A group of individuals who share a common goal and work together to achieve it
- Team cohesion is the degree to which members feel part of the collective or "WE" of the team, which is developed through cooperation and trust.
- Effective team players have three characteristics:
- Committed (to the team with a sense of "WE-ness")
- Collaborative (rather than competitive)
- Competent (and build reciprocal trust among team members)
Roles in Team
- A group/team role is a set of shared expected behaviors for members of the group as a whole.
Communication in the Digital Age (9.1)
- Media richness is the capacity of a given communication medium to convey information and promote understanding.
- Four factors that affect media richness:
- Speed of feedback
- Channel
- Type
- Language source
- Effective communication is achieved when media richness is matched with the complexity of the situation.
- Benefits of social media usage at the workplace:
- Connect in real-time over distance and expand boundaries
- Increase job satisfaction and better work-life balance
- More collaboration and creativity
- Costs of social media usage at the workplace:
- Employee cyber loafing
- Using social media to find out other organizations and search for a new job
Communication in the Digital Age (9.2)
- (No additional notes)
Managing Conflict and Negotiations (10.1)
- Personality conflict is interpersonal opposition based on personal dislike or disagreement.
- Team/interpersonal conflict is the process resulting from the tension between team members due to real or perceived differences.
- Dysfunctional conflict:
- Threatens organization's interests
- Typically "person-focused"
- Breeds hostility
- Disturbs communication
- Desired conflict outcomes:
- Agreement
- Stronger relationships
- Learning
- Work-life (family) conflict is the perception that expectations and demands between work and non-work roles are mutually incompatible.
- Incivility is any form of socially harmful behavior, including aggression, interpersonal deviance, social undermining, interactional injustice, and bullying.
Managing Conflict and Negotiations (10.2)
- (No additional notes)
Power, Influence, and Politics (11.1)
- Influence tactics can be categorized into SOFT and HARD tactics.
- SOFT tactics:
- Rational Persuasion
- Inspirational appeal
- Consultation
- Ingratiation
- Personal Appeal
- HARD tactics:
- Exchange
- Coalition
- Pressure
- Legitimating
- Organizational politics are intentional actions to improve self/individual- or organizational-interests.
- Perceptions of organizational politics and outcomes are individual subjective attributions of others' behaviors to self-serving intent.
Leadership Effectiveness (12.1)
- The L-F-S framework of leadership consists of three elements:
- Leader (individual differences)
- Follower (individual differences)
- Context/Situation (contextual characteristics)
- Behavioral approach in the leadership process:
- Initiating Structure (task-oriented leader behavior)
- Consideration (relationship-oriented leader behavior)
- Transformational Leadership is a leadership process focusing on changing and transforming people by assessing followers' motives, satisfying their needs, and treating them as full human beings.
- Pseudo-Transformational Leadership is a leadership process that transforms others in a negative way, with warped moral values.
- Leader Member exchange (LMX) Theory is based on the degree of exchanged relational quality between leader and follower.
- Organizational culture is the unique set of shared values and beliefs that underlie a company's identity.
This quiz covers the main frameworks related to Positive Organizational Behavior, including the well-being theory and PERMA. Test your knowledge of positive emotions, engagement, and relationships in the workplace.
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