Final Review

Question 1

Organizational Culture

Answer 1

system of shared values, norms, and assumptions that guides member’s attitudes, behavior, and influences on how they perceive and react to their environment

Question 2

observable artifacts

Answer 2

easily identified (ex. dress code, language, ceremonies, taboos)

Question 3

Assumptions

Answer 3

beliefs about reality and human nature that are often taken for granted (ex. people are untrustworthy and steal)

Question 4

Cultural Iceberg (Schein)

Answer 4

Top: enacted values, espoused values and artifacts
Bottom: underlying beliefs, values, and assumptions

Question 5

Power Distance Index

Answer 5

High: acceptance of a hierarchical order in which everybody has a place
Low: people strive to equalize the distribution of power and demand justification for inequalities of power

Question 6

Individual vs. Collective

Answer 6

Individualism: loosely-knit social framework
Collective: tight-knit social framework

Question 7

Masculinity vs. Femininity

Answer 7

Masculinity: preference in society for achievement, heroism, assertiveness
Femininity: stands for a preference for cooperation, modesty, caring for the weak and quality of life

Question 8

Uncertainty Avoidance Index

Answer 8

High: maintains rigid codes of belief and behavior are intolerant of unorthodox behavior and ideas
Low: societies maintain a more relaxed attitude in which practice counts more than principles

Question 9

Long vs. Short Term Orientation

Answer 9

High: pragmatic approach, they encourage thrift and efforts in modern education as a way to prepare for the future
Low: societies prefer to maintain time-honored traditions and norms while viewing societal change with suspicion

Question 10

Indulgence vs. Restraint

Answer 10

Indulgence: societies that allow relatively free gratification of basic and natural human drives related to enjoying life and having fun
Restraint: societies that suppress gratification of needs and regulates it by means of strict social norms

Question 11

Enacted Values

Answer 11

norms and behaviors actually exhibited by employees

Question 12

culture content

Answer 12

determines appropriate behavior

Question 13

Culture Strength

Answer 13

how deep and consistent the values and assumptions are held

Question 14

Strong Culture Benefits

Answer 14

increase behavioral consistency, solidarity, and identity and is more important for some organizations than others

Question 15

Strong Culture Drawbacks

Answer 15

barrier to change, process more important than goals

Question 16

Googleyness

Answer 16

an attempt to hire people who challenge the status quo and thereby preserve their innovation culture

Question 17

Weak Culture Benefits

Answer 17

beneficial for diverse or international companies and can facilitate learning and adaption

Question 18

Socialization

Answer 18

how individuals become social beings

Question 19

organizational socialization

Answer 19

how employees learn about the firm’s culture (rewards supports and punish challengers)

Question 20

Conformability

Answer 20

obeying the status quo

Question 21

diversity

Answer 21

challenging the status quo

Question 21

influences of person-organization fit

Answer 21

job offers, performance reviews, and promotions

Question 22

Diversity Myths

Answer 22

• Diversity is about fairness and betterness
• Generational differences are predicable
• Match diversity with inclusion
• The best hires come from blind selection

Question 23

Diversity is About Better

Answer 23

• Cost - less turnover, more productivity if employees are engaged in work
• Resource-acquisition - better PR, more able to attract best talent and sell product if you have a good reputation
• Marketing - better insight to market to many populations
• Creativity - different sources of ideas, different perspectives
• Problem-solving - wider range of perspectives, devil’s advocate, avoid groupthink
• Flexibility - more fluid, can react to environmental changes
• Avoid litigation

Question 24

Summer-Prophets (Boomers)

Answer 24

Focused internally, self-actualizers, their main societal contribution are in the area of vision, values, and religion

Question 25

Autumn-Nomads (Gen X)

Answer 25

Pragmatic survivors, their main societal contributions are in the area of liberty, survival, honor

Question 26

Winter-Heroes (Millennials)

Answer 26

Focused externally, society builders, their main social contributions are in the area of community, affluence, and technology

Question 27

Spring-Artists (Gen Z)

Answer 27

Empathetic post-awakening elders, their principle endowments are often in the domain of pluralism, expertise, and due process

Question 28

Barriers to Inclusion

Answer 28

- “Like me” cognitive biases - people prefer to associate with others they perceive to be similar to themselves - Stereotypes - beliefs about groups and individuals based on the idea that all group members are the same - Prejudice - outright bigotry or intolerance for other groups - Discrimination - an action or behavior based on prejudice - Perceived threat of loss - impeding diversity efforts to thwart a perceived threat to one’s own career opportunities - Ethnocentrism - the belief that one’s own language, country, and culture are superior to all others - Unequal access to organizational networks - women and minorities are often excluded from organizational networks, which can be important to job performance and career opportunities

Question 29

Civil Rights Act of 1964

Answer 29

prohibits discrimination based on race, color, religion, sex, and national origin

Question 30

International Business Trends

Answer 30

- The internet, easy travel - Opportunity for new markets (untapped customers–BRIC countries) - Opportunities for lower costs (outsourcing) - Keep up with competitors (mutual hostage situation)

Question 31

Cultural Competence

Answer 31

the ability to interact effectively with people of different cultures

Question 32

Stress Process

Answer 32

- alarm - resistance - exhaustion/burnout

Question 33

burnout

Answer 33

the feeling of exhaustion that results when a person feels too much pressure and has too few sources of satisfaction

Question 34

eustress

Answer 34

generally good for us (ex. when we get a promotion or better job)

Question 35

distress

Answer 35

generally bad for us (ex. pressure, unreasonable demands)

Question 36

Organizational Stressors

Answer 36

task demands, role demands, interpersonal demands, physical demands

Question 37

life stressors

Answer 37

life change, life trauma

Question 38

individual consequences of stress

Answer 38

- behavioral (ex. smoking) - psychological (ex. depression) - medical (ex. heart disease)

Question 39

Organization Consequences of Stress

Answer 39

- decline is performance - withdrawal (ex. quitting) - negative changes in attitude (ex. burnout) - financial

Question 40

Organizational Coping Strategies

Answer 40

- institutional programs (ex. job design and culture) - collateral programs (ex. onsite fitness center)

Question 41

Individual Coping

Answer 41

- exercise - relaxation and rest breaks - vacation - time management - role management - support groups

Question 42

Quiet quitting

Answer 42

low satisfaction

Question 43

Meditation can stop depression

Answer 43

- breaks you out of your default network - allows you to access your problem solving network

Question 44

What’s the greatest weapon against stress according to William James?

Answer 44

Choosing our thoughts