Module 4 Flashcards
(37 cards)
What is work climate?
The internal environment of an organization that is perceived and experienced by its members, influencing behavior and motivation.
Why is understanding work climate important for managers?
Because a positive work climate boosts team performance, motivation, and financial results.
What are the six key attributes of a positive work climate?
(1) Clarity, (2) Standards, (3) Accountability, (4) Flexibility, (5) Positive Recognition, (6) Team Commitment.
What does clarity refer to in a work climate?
When employees understand expectations and how their work aligns with organizational goals.
Why are challenging but attainable standards important?
They ensure that employees feel capable and motivated to perform, without being micromanaged.
How does accountability contribute to a positive work climate?
It ensures that employees take ownership of their work and feel responsible for their contributions.
What role does flexibility play in motivating employees?
Flexibility allows employees to contribute new ideas and feel that policies are fair and not overly restrictive.
How does positive recognition impact motivation?
Recognizing good performance reinforces high-quality work and boosts employee morale.
What is team commitment in the context of a work climate?
Employees feeling pride in their organization and being dedicated to its common goals.
How can managers assess the current state of a team’s work climate?
By taking the team’s pulse to identify areas that need improvement and factoring in team maturity.
What is Bruce Tuckman’s team formation model?
It outlines four stages of team development: forming, storming, norming, and performing.
What does a team in the “forming” stage need from their manager?
Clarity and clear standards, as they are still learning the nature of their roles.
What is important for teams in the “storming” and “norming” stages?
Ensuring responsibility and accountability, while making sure the recognition system is fair.
What does a “performing” team require from management?
Less supervision, more flexibility, and a strong sense of team commitment.
What is one key practice that managers should continuously follow to motivate their team?
Maintaining a positive attitude, as morale is contagious and greatly influences team motivation.
Why is it important to address stress early on in a team?
While stress may temporarily boost performance, it can eventually lead to burnout and negatively affect morale.
What is stakeholder buy-in?
Getting stakeholders (both internal and external) to support and sponsor your UX initiatives.
Why is stakeholder buy-in challenging for UX leaders?
Because non-UX members often don’t understand the purpose and importance of UX, especially in organizations with low UX maturity.
How can empathy help in gaining stakeholder buy-in?
By empathizing with stakeholders, UX leaders can understand their concerns and tailor their approach to overcome resistance and explain the value of UX effectively.
Why do stakeholders resist UX initiatives?
Often because they don’t understand UX or its role within the organization, and fear investing resources in something unfamiliar.
How can you educate stakeholders about UX?
Provide a UX 101 crash course, explaining what UX is, its importance, and how it impacts the organization. Use visuals like prototypes, wireframes, empathy cards, and clips from user interviews or usability tests to make the case.
What data should be presented to stakeholders?
Use metrics like ROI, conversion rates, and adoption rates to demonstrate how UX efforts have contributed to measurable business outcomes.
How can you present your UX impact more effectively?
Present data and reports clearly and professionally, ensuring you speak your stakeholders’ language with concrete, persuasive numbers.
How can evangelizing UX help gain buy-in?
By spreading awareness and understanding of UX throughout the organization, you build broader support, making it easier to garner stakeholder buy-in.
