Negotiation Terms and Concepts, Quizzes of Introduction to Business Management

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TERM 1 leadership DEFINITION 1 the use of power & influence to direct the activities of followers toward goal achievement TERM 2 power DEFINITION 2 the ability to influence the behavior of others & resist unwanted influence in return TERM 3 legitimate power DEFINITION 3 organizational power based on authority or position TERM 4 reward power DEFINITION 4 organizational power based on the control of resources or benefits TERM 5 coercive power DEFINITION 5 organizational power based on the ability to hand out punishment TERM 6 expert power DEFINITION 6 organizational power based on expertise or knowledge TERM 7 referent power DEFINITION 7 organizational power based on the attractiveness & charisma of the leader TERM 8 substitutability DEFINITION 8 the degree to which people have alternatives in accessing resources TERM 9 discretion DEFINITION 9 the degree to which managers have the right to make decisions on their own TERM 10 centrality DEFINITION 10 how important a person's job is and how many people depend on that person to accomplish their tasks TERM 21 pressure DEFINITION 21 the use of coercive power through threats & demands TERM 22 coalitions DEFINITION 22 an influence tactic in which the influencer enlists other people to help influence the target TERM 23 internalization DEFINITION 23 a response to influence tactics where the target agrees with & becomes committed to the request TERM 24 compliance DEFINITION 24 a response to influence tactics where the targets of influence are willing to do what the leader asks, but they do it with a degree of ambivilance TERM 25 resistance DEFINITION 25 a response to influence tactics where the target refuses to perform the influence request & puts forth an effort to avoid having to do it TERM 26 organizational politics DEFINITION 26 actions by individuals that are directed toward the goal of furthering their own self-interests TERM 27 political skill DEFINITION 27 the ability to effectively understand others at work & use that knowledge to influence others in ways that enhance personal and/or organizational objectives (involves networking ability, social astuteness, interpersonal influence, & apparent sincerity) TERM 28 competing DEFINITION 28 when 1 party attempts to get his/her own goals met without concern for the other party's results(high assertiveness, low cooperation) TERM 29 avoiding DEFINITION 29 when 1 party wants to remain neutral, stay away from conflict, or postpone the conflict to gather information or let things cool down (low assertiveness, low cooperation) TERM 30 accommodating DEFINITION 30 when 1 party gives in to the other & acts in a completely unselfish way (low assertiveness, high cooperation) TERM 31 collaboration DEFINITION 31 when both parties work together to maximize outcomes (high assertiveness, high cooperation) TERM 32 compromise DEFINITION 32 when conflict is resolved through give-and-take concessions (moderate assertiveness, moderate cooperation) TERM 33 negotiation DEFINITION 33 a process in which 2+ independent individuals discuss & attempt to come to an agreement about their different preferences TERM 34 distributive bargaining DEFINITION 34 involves win-lose negotiating over a "fixed-pie" of resources; when 1 person gains, the other loses (aka "zero-sum" condition) TERM 35 integrative bargaining DEFINITION 35 use of problem solving & mutual respect to achieve an outcome that's satisfying for both parties (aimed at accomplishing a win-win scenario) TERM 46 role taking DEFINITION 46 the phase in a leader-follower relationship when a leader provides an employee with job expectations & the follower tries to meet those expectations TERM 47 role making DEFINITION 47 the phase in a leader-follower relationship when a follower voices his/her own expectations for the relationship, resulting in a free-flowing exchange of opportunities & resources for activities & effort TERM 48 leader effectiveness DEFINITION 48 the degree to which the leader's actions result in the achievement of the unit's goals, the continued commitment of the unit's employees, and the development of mutual trust, respect, & obligation in leader-member dyads TERM 49 leader emergence DEFINITION 49 the process of becoming a leader in the 1st place TERM 50 autocratic style DEFINITION 50 a leadership style where the leader makes the decision alone without asking for the opinions/suggestions of the employees in the work unit TERM 51 consultative style DEFINITION 51 a leadership style where the leader presents the problem to individual employees or a group of employees, asking for their opinions & suggestions before ultimately making the decision him/herself TERM 52 facilitative style DEFINITION 52 leadership style where the leader presents the problem to a group of employees & seeks consensus on a solution, making sure that his/her own opinion receives no more weight than anyone else's TERM 53 delegative style DEFINITION 53 a leadership style where the leader gives an individual employee/group of employees the responsibility for making the decision with some set of specified boundary conditions TERM 54 time-driven model of leadership DEFINITION 54 a model that suggests that 7 factors combine to make some decision-making styles more effective than others in a given situation (decision significance, importance of commitment, leader expertise, likelihood of commitment, shared objectives, employee expertise, teamwork skills) TERM 55 initiating structure DEFINITION 55 the extent to which the leader defines & structures the roles of employees in pursuit of goal attainment TERM 56 consideration DEFINITION 56 the extent to which leaders create job relationships characterized by mutual trust, respect for employee ideas, & consideration of employee feelings TERM 57 life cycle theory of leadership DEFINITION 57 (aka situational model of leadership) a theory that argues that the optimal combination of initiating structure & consideration depends on the readiness of the employees in the work unit TERM 58 readiness DEFINITION 58 the degree to which employees have the ability & the willingness to accomplish their specific tasks TERM 59 telling DEFINITION 59 when the leader provides specific instructions & closely supervises performance (high initiating structure + low consideration) TERM 60 selling DEFINITION 60 when the leader supplements his/her directing with support & encouragement to protect the confidence levels of employees (high initiating structure + high consideration) TERM 71 intellectual stimulation DEFINITION 71 behaving in ways that challenge followers to be innovative & creative by questioning assumptions and reframing old situations in new ways TERM 72 individualized consideration DEFINITION 72 behaving in ways that help followers achieve their potential through coaching, development, & mentoring TERM 73 substitutes for leadership model DEFINITION 73 suggests that certain characteristics of the situation can constrain the influence of the leader, making it more difficult for the leader to influence employee performance TERM 74 substitutes DEFINITION 74 reduce the importance of the leader while simultaneously providing a direct benefit to employee performance TERM 75 neutralizers DEFINITION 75 just reduce the importance of the leader; no beneficial impact on performance TERM 76 organizational culture DEFINITION 76 the shared social knowledge within an organization regarding the rules, norms, & values that shape the attitudes & behaviors of its employees TERM 77 observable artifacts DEFINITION 77 the manifestations of an organization's culture that employees can easily see or talk about; 6 types: symbols, physical structures, language, stories, rituals, & ceremonies TERM 78 symbols DEFINITION 78 the images an organization uses, which generally convey messages TERM 79 physical structures DEFINITION 79 the organization's buildings & internal office designs TERM 80 language DEFINITION 80 the jargon, slang, & slogans used in an organization TERM 81 stories DEFINITION 81 anecdotes, accounts, legends, & myths that are passed down from cohort to cohort within an organization TERM 82 rituals DEFINITION 82 daily/weekly planned routines that occur in an organization TERM 83 ceremonies DEFINITION 83 formal events, generally performed in front of an audience of organizational members TERM 84 espoused values DEFINITION 84 the beliefs, philosophies, & norms that a company explicitly states TERM 85 basic underlying assumptions DEFINITION 85 the taken-for-granted beliefs & philosophies that are so ingrained that employees simply act on them rather than questioning the validity of their behavior in a given situation TERM 96 counterculture DEFINITION 96 a subculture whose values don't match those of the larger organization TERM 97 ASA framework DEFINITION 97 (Attraction-Selection-Attrition) theory that states that employees will be drawn to organizations with cultures that match their personality, organizations will select employees that match, and employees will leave or be forced out when they're not a good fit TERM 98 socialization DEFINITION 98 the primary process by which employees learn the social knowledge that enables them to understand and adapt to the organization's culture TERM 99 anticipatory stage DEFINITION 99 1st stage of socialization - begins as soon as a potential employee develops an image of what it would be like to work for a company (before spending a second on the job) TERM 100 encounter stage DEFINITION 100 2nd stage of socialization - begins the day an employee starts work, when the employee compares the information as an outsider to the information learned as an insider TERM 101 reality shock DEFINITION 101 a mismatch of information that occurs when an employee finds that aspects of working at a company are not what they expected it to be TERM 102 understanding & adaptation DEFINITION 102 3rd stage of socialization; where newcomers come to learn the content areas of socialization and internalize the norms & expected behaviors of the organization TERM 103 person-organization fit DEFINITION 103 the degree to which a person's personality and values match the culture of an organization TERM 104 realistic job previews DEFINITION 104 (RJPs) occur during anticipatory stage of socialization during recruitment process; involve making sure a potential employee has an accurate picture of what working for an organization is going to be like by highlighting both the positive & the negative aspects of the job TERM 105 newcomer orientation DEFINITION 105 a common form of training during which new hires learn more about the organization TERM 106 mentoring DEFINITION 106 a process by which a junior-level employee (protege) develops a deep & long-lasting relationship with a more senior-level employee (mentor) within the organization TERM 107 HRM DEFINITION 107 human resource management: the set of organizational activities directed at attracting, developing, & maintaining an effective work force TERM 108 Title VII of Civil Rights Act of 1964 DEFINITION 108 forbids discrimination in all areas of the employment relationship; employers are not required to seek out/hire minorities but they must treat fairly all who apply TERM 109 adverse impact DEFINITION 109 occurs when minority group members pass a selection standard at a rate of less than 80% of the rate of the majority group TERM 110 Equal Employment Opportunity Commission DEFINITION 110 EEOC: the federal agency charged with enforcing Title VII as well as several other employment-related laws TERM 121 NLRB DEFINITION 121 National Labor Relations Board - the federal agency empowered to enforce provisions of the NLRA TERM 122 Taft-Hartley Act DEFINITION 122 Labor Management Relations Act of 1947 (Taft-Hartley): amended NLRA to limit the power of unions & increase management's rights during organizing campaigns; allows US president to prevent/end strike that endangers national security -- pro-management TERM 123 Landrum-Griffin Act of 1959 DEFINITION 123 pro-employee act related to NLRA/NLRB TERM 124 OSHA DEFINITION 124 Occupational Safety and Health Act of 1970: requires that employers provide aplace of employment that is free from hazards that may cause death/serious physical harm and obey the safety & health standards established by OSHA (the OSH administration) TERM 125 Employment-at-Will DEFINITION 125 a traditional view of the workplace in which an organization can fire an employee for any or no reason; new arguments/court cases require just cause for firing people TERM 126 job analysis DEFINITION 126 a systematic analysis of jobs within an organization TERM 127 job description DEFINITION 127 a listing of the job's duties; its working conditions; and the tools, materials, and equipment used to perform the job TERM 128 job specification DEFINITION 128 a listing of the skills, abilities, & other credentials the incumbent jobholder will need to do a job TERM 129 replacement chart DEFINITION 129 a list of managerial positions in the organization, the occupants, how long they will stay in the position, & who will replace them TERM 130 employee information system DEFINITION 130 (skills inventory) - a database of employees' education, skills, work experience, & career expectations; usually computerized TERM 131 recruiting DEFINITION 131 the process of attracting qualified persons to apply for jobs that are open TERM 132 internal recruiting DEFINITION 132 considering present employees as candidates for openings TERM 133 external recruiting DEFINITION 133 attracting persons from outside the organization; use RJP to ensure person-job fit TERM 134 validation DEFINITION 134 the process of determining the extent to which a selection device is really predictive of future job performance TERM 135 predictive validation DEFINITION 135 correlating previously collected test scores of employees w/ the employees' actual job performance TERM 146 BARS DEFINITION 146 behaviorally-anchored rating scale - sophisticated method in which supervisors construct a rating scale where each point on the scale is associated w/ behavioral anchors TERM 147 recency error DEFINITION 147 a performance appraisal error - the tendency of the evaluator to base judgments on the subordinate's most recent performance bc it's the most easily recalled TERM 148 errors of leniency & strictness DEFINITION 148 a performance appraisal error of being too lenient, too strict, or tending to rate all employees as "average" TERM 149 halo error DEFINITION 149 a performance appraisal error of allowing the assessment of the employee on 1 dimension to spread to that employee's ratings on other dimensions TERM 150 central tendency error* DEFINITION 150 a performance appraisal error - TERM 151 compensation DEFINITION 151 the financial renumeration given by the organization to its employees in exchange for their work TERM 152 wages DEFINITION 152 hourly compensation paid to operating employees TERM 153 salary DEFINITION 153 compensation paid for the total contribution of an employee and is not based on total hours worked TERM 154 incentives DEFINITION 154 special compensation opportunities (ex: sales commissions) that are usually tied to performance TERM 155 benefits DEFINITION 155 things of value other than compensation that an organization provides to its workers TERM 156 cafeteria benefit plans DEFINITION 156 flexible plans that provide basic coverage & allow employees to choose the additional benefits they want up to the cost limit set by the organization TERM 157 pay for time not worked DEFINITION 157 a type of benefit that may include sick leave, vacation, holidays, or unemployment TERM 158 insurance DEFINITION 158 a type of benefit that may include life/health insurance, workers' compensation, social security, and/or private pension plans TERM 159 employee service benefits DEFINITION 159 a type of benefit that may include tuition reimbursement or recreational opportunities