Brainscape's Knowledge GenomeTM


Top Flashcards (Certified)
All Flashcards

MGMT 310 > MGMT 310 Test 1 > Flashcards

MGMT 310 Test 1 Flashcards

(61 cards)

Start Studying
0
Q

What are management skills?

A

Technical

Human

Conceptual

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
1
Q

What are management functions?

A

Planning- goals, strategies, plans to coordinate activities

Organizing- tasks to be done, who is to do them, how tasks are grouped, who reports to whom, where decisions are made.

Leading- motivating, directing, selecting effective comm channels, and resolving conflicts

Controlling- monitoring activities to ensure they are being accomplished as planned and correcting any significant deviations

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Technical skills

A

-the ability to apply specialized knowledge or expertise.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Human skills

A

the ability to work with, understand, and motivate other people, both individually and in groups

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Conceptual skills

A

mental ability to analyze and diagnose complex situations

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

What are management roles?

A

Interpersonal Roles

  • figurehead
  • leadership
  • liaison

Informational Roles

  • monitor
  • disseminator
  • spokesperson

Decisional Roles

  • entrepreneur
  • negotiator
  • resource allocator
  • disturbance handler
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Primary levels of Analysis

A

Traditional management- decisions, planning, controlling

Communication- exchanging routine info and processing paperwork

Human resource management- motivating, disciplining, conflict, staffing, training

Networking- socializing, interacting with outsiders

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Independent vs. dependent variables.

A

Independent- doesn’t depend on any other factors

Dependent- depends on other factors.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Effective vs. Efficient Productivity

A

Effective- when it successfully meets the needs of its clients

Efficient- when it can do so at a low cost

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Random Assignment

A

Assigning employees to different jobs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Turnover

A

More satisfied employees are less likely to quit.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

Absenteeism

A

Negative relationship between satisfaction and absenteeism

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Productivity

A

An organization is productive if it achieves its goals by transforming inputs into outputs at the lowest cost.

Requires effectiveness and efficiency

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Manager

A

An organizational member who achieves goals through other people

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Organization

A

A consciously coordinated social unit, composed of two or more people, that functions on a relatively continuous basis to achieve a common goal or set of goals

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

Organizational citizenship behavior

A

Discretionary behavior that is not part of an employee’s formal job requirements, and that contributes to the psychological and social environment of the workplace.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

Forces for change in organizations today

A

Technical Innovation

Globalization

Changing demographics and diversity

Employee Empowerment

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

Organizational commitment

A

Employee identifies with a particular organization and its goals and wishes to maintain membership in the organization

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

Empowerment

A

Increasing economic strength

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

Capacity

A

The ability or power to do, experience, or understand something.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

Ability

A

An individual’s capacity to perform the various tasks in a job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

Kinds of ability

A 
Intellectual Ability (intelligence) 
-the capacity to do mental activities

Physical Abilities
-Strength, stamina, speed, flexibility

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

Job-ability fit

A

Employee’s abilities

Meeting

Job’s ability requirements

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

Levels of diversity

A

Surface-level
-not thoughts and feelings, can perceive one another through stereotypes and assumptions.

Deep-level
Sharing personality and values.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Disadvantages
``` Ambiguity Complexity Confusion Miscommunication Difficulty in reaching agreement ```
25
Advantages of Diversity
``` Multiple perspectives Greater openness to new ideas New markets Increased creativity Increased flexibility Increased problem-solving skills ```
26
Effective diversity management
- Initiate conversations about differences - Ask people about needs and preferences - offer options - personalize your style - build on strengths - pursue different perspectives
27
Predicting human behavior
Systematic Study- looking at relationships, attempting to attribute causes and effects, and basing our conclusions on scientific evidence
28
Terminal Values
Desirable end states of goals Type of life or feelings.
29
Instrumental Values
The ways/means for achieving one's terminal goals Adjectives describing a person
30
Power distance
Degree to which people in a country accept that power in institutions and organizations is distributed equally. High power- low equality (Mexico) Low power- high equality (US)
31
Individualism vs. collectivism
Individualism- degree to which people prefer to act as individuals rather than as members of groups Collectivism- tight social framework in which people expect others in groups of which they are a part to look after them and protect them
32
Masculinity vs. Femininity
Masculinity- culture favors traditional masculine work roles of achievement, power, and control. Values are characterized by assertiveness and materialism Femininity- little differentiation between male and female roles; a high rating indicates that woman are treated as the equals of men in all respects of the society.
33
Uncertainty Avoidance
Society feels threatened by uncertain and ambiguous situations and tries to avoid them.
34
Time orientation
Long-term: culture attribute that emphasized the future, thrift, and persistence. Short: culture emphasized the past and present, respect for tradition, and fulfillment of social obligations
35
Affect
Emotions- intense feelings that are directed at someone or something Moods- feelings that tend to be less intense than emotions and that lack a contextual stimulus
36
3 Attitude Types
Cognitive- opinion or belief Affective- emotional or feeling Behavioral- intention to behave in a certain way toward someone or something.
37
3 things that impact job satisfaction
Pay, but only up to about $40,000 per year Self-efficacy: competence and confidence Overall resilience and optimism
38
Attitudes and their components
.
39
Job satisfaction and its effects
Describes a positive feeling about a job, resulting from an evaluation of its characteristics
40
Cognitive dissonance
Any incompatibility between two or more attitudes or between behavior and attitudes.
41
Impact of satisfied and dissatisfied employees
Exit Voice Loyalty Neglect
42
Exit
Directs a behavior toward leaving the organization, including looking for a new position as well as resigning
43
Voice
Actively and constructively trying to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity
44
Loyalty
Passively, but optimistically waiting for conditions to improve, including speaking up for the organization in the face of external criticism and trusting the org and its agreement to "do the right thing"
45
Neglect
Passively allows conditions to worsen and includes chronic absenteeism or lateness, reduced effort and increased error rate
46
Surface Acting vs. Deep Acting
Surface acting- hiding inner feelings and forgoing emotional expressions to appear happy. Deep acting- trying to modify inner feelings.
47
Displayed emotions v. FELT emotions
Displayed- facial expressions. Changing outside appearance. Felt- emotions that we feel.
48
Affective Events Theory
Employees react emotionally to things that happen to them at work, and this reaction influences their job performance and satisfaction
49
5 dimensions of Emotional intelligence
1) self-awareness- know how you feel 2) self-management- manage your emotions and impulses 3) self-motivation: can motivate yourself and persist 4) empathy: sense and understand what others feel 5) social skills: can handle the emotions of others
50
10 keys to happiness
``` Learn that wealth doesn't create happiness. Take control of your time Act happy Seek tasks that engage your skills and cultivate flow Exercise Get enough sleep Give priority to close relationships Focus beyond yourself Focus on gratitude Nurture your spiritual or connected self ```
51
Dimensions of intellectual ability
1) perceive emotions in self and others 2) understand the meaning of these emotions 3) regulate one's emotions accordingly in a cascading model
52
Personality
The sum total of ways an individual reacts and interacts with others; measurable traits a person exhibits
53
Values
Specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence
54
Myers-Briggs type indicator
Extroverted v. Introverted Sensing v. Intuitive Thinking v. Feeling Judging v. Perceiving Should not be used as a selection tool
55
Big Five Model
Extroversion- sociable, assertive Agreeableness- trusting, cooperative Conscientiousness- responsible, persistent, organized Emotional stability- calm, self-confident, secure under stress Openness to Experience- curious, artistic, sensitive
56
Hofstede's dimensions of cultural differences
``` Power Distance Individualism v. Collectivism Masculinity v. Femininity Uncertainty avoidance Long-term and short-term Orientation ```
57
What creates personality
Heredity Environment Situation
58
How does understanding personality and values improve our ability to manage, inspired and communicate with others in the workplace?
Provide understanding of the attitudes, motivation, and behaviors of individual cultures Influence our perception of the world around us Represent interpretations of "right" and "wrong" Impact our judgements and decisions and how we interact with others.
59
Internal locus of control, conscientiousness
Use this factor to help decide on hiring
60
Affect vs. Emotions vs. Moods
Affect-broad range of feelings people experience, including emotions and moods. Emotions- intense feelings directed at someone or something Moods- less intense than emotions and often (not always) arise without specific events acting as a stimulus

MGMT 310 (11 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2025 Bold Learning Solutions. Terms and Conditions