chapter 1 Flashcards
what are the 7 stages of the change curve?
- shock
- denial
- anger or blame
- bargaining and self-blame
- Depression and confusion
- Acceptance
- Problem-solving
What are the stages of transition according to Bridges?
- Endings
- Neutral zone
- New beginnings
What are the four things that encourage commitment to new beginnings (Bridges)?
- A purpose for the future after the change, which encourages people to focus on making it work.
- A picture that will engage the creative imagination of those affected, so that they can already ‘touch and feel’ the positive situation after the change.
- A plan that is credible, and that gives people a clear route to success in implementing the change.
- A part to play, both in the execution of the plan and in the ‘new world’ after the change is accomplished.
What are the five basic needs according to Maslow?
- Physiological needs: At the most basic level people need food, water, sleep and shelter
- Safety needs (sometimes called ‘security needs’) represent the need for an orderly, secure world with a low level of perceived threat to life
and the future.It is
symbolized for many in personal and work routines. - “Love needs”/”social needs” - craving for
love, affection, social interaction and ‘belongingness’. - Esteem needs are satisfied by a combination of self-esteem, strongly anchored in real achievements and capabilities, and respect and recognition from others, together with the status this frequently grants.
- ‘need for self- actualization’. This is a desire to ‘be the best that I can be’, a longing to fulfil my potential and to use my creativity in accordance with my particular talents.
What are the key conclusions from research on reward and punishment?
- A specific behaviour that is rewarded tends to be repeated more frequently, but when the pattern of rewarding the behaviour is withdrawn, frequency tends to reduce.
- If a particular behaviour is rewarded only sometimes (say one time in three), the frequency of the behaviour tends to increase more slowly, but it also dies away more slowly when the reward schedule is withdrawn.
- Punishment associated with a specific behaviour tends to reduce the frequency of that behaviour, but less strongly than rewarding an alternative behaviour.
What are the principles of expectancy theory? [TBC]
The idea is that the motivating force to do anything is a function of three things:
• how much I value a particular outcome (this ‘valency’ could of course be negative as well as positive!);
• how strongly I believe that my efforts will lead to good performance (‘expectancy’) — notice that this is a personal and subjective judgement;
• how strongly I believe that good performance by me will lead to rewarding outcomes (‘instrumentality’) — another personal and subjective judgement.
What are Herzberg’s hygiene factors?
Factors Tending to Lead to LOWER Job Satisfaction (Dissatisfiers)
Company policy and administration
Supervision (technical quality of oversight)
Supervision (relationship with supervisor)
Working conditions
Salary
Relationship with peers
Personal life
Relationship with subordinates
Status
Security
What are Herzberg’s motivator factors (satisfiers)?
Factors Tending to Lead to HIGHER Job Satisfaction (Satisfiers) Achievement Recognition The work itself (job content) Responsibility Advancement (promotion) Growth (personal/professional development) 'Motivators')
What are Pink’s three motivators for knowledge work?
- Autonomy: people like to be self-directed, with a high degree of freedom to decide the direction, methods and circumstances of their work.
- Mastery: people like to do things well, and to get better at doing things they value, so opportunities to grow, develop and excel at their work are intrinsically motivating.
- Purpose: people like to feel that their work has meaning and value, and will choose to invest themselves in activities they consider worthwhile.
What are the assumptions for Theory X (McGregor)? [TBC - may not be examined?
Theory X
Human behaviour must be externally controlled.
Management must direct, motivate and control people and their behaviour.
Most people are not very clever, lack ambition, dislike responsibility and prefer to be led.
People are lazy, work as little as possible and are passive or resistant to the organization ‘s
Most people are self-centred, resistant to change and indifferent to organizational needs.
What are the assumptions for Theory Y? (TBC
Theory Y
People can be self-controlled and self-directed.
Motivation is a built-in human characteristic that managers can recognize and develop.
People have great potential for development and are capable of assuming responsibility.
People are not passive or resistant to organizational needs; experience of organizations may
make them so.
People willingly support organizational goals, especially if these are aligned with their own.
What are the main personality types ([pairs of preferences) according to Myers-Briggs?
Extravert-Introvert (E-I) (energised by external world - energised by internal world)
Sensing-iNtuiting (S-N) (focus on sensory data - focus on interpretations/intuitions)
Thinking-Feeling (T-F) (decisions through rational thought - decisions through feeling)
Judging-Perceiving (J-P) [“cut and dried” vs. “open-ended” situations)
what are the three core conditions for personal growth (Rogers)?
three ‘core conditions’ for personal growth and change (Rogers, 1957):
1. Congruence: being authentic and genuine in the relationship. This means being aware enough of one’s own thoughts and feelings that people experience integrity — that they can trust you.
2. Unconditional positive regard: an attitude of acceptance of and respect for a person as he or she is, without judgement and without suggesting conditions or expectations to make them ‘acceptable’.
3. Empathy: a willingness to understand another person within his or her own frame of reference, communicating by word and action that
one understands their thoughts and feelings.
What steps are there in Kold’s learning process?
A Loop process
- CONCRETE EXPERIENCE (Something happens)
- PRACTICAL EXPERIMENTATION (You test your theory)
- ABSTRACT CONCEPTUALIZATION (You identify a pattern)
- REFLECTIVE OBSERVATION (You think about it)
What are the learning styles according to Honey and Mumford?
Activist - preference for concrete experience
Reflector - preference for reflective observation
Theorist - preference for abstract conceptualization
Pragmatist - preference for practical experimentation
