MGT300 exam 3 note
Assessment
Emotional intelligence
EI and leadership - the ability to influence others to get things done.
Conflict handing style conflict - the process in which one party perceives that its interests are being opposed or negatively affected by another party. dysfunctional conflict(bad) - hinders the org's performance/threatens its interests. functional conflict (good) - benefits the main purposes of the org and serves its interest. different perspectives.
Thomas-Kilman Conflict Mode Instrument (TKI) - best know and most widely used conflict instrument. 5 million used. assertiveness : pushy or not cooperativeness: avoiding (not good) #5 competing (push/force) #4 collaborating (win-win, best) #3 accommodating (high cooperativeness) #2 compromising (in the middle, both parties give up) #1. people usually use 1-2 styles. handling conflict and effective management --"confronting problem employees"
Ch 11, 12
organizational citizenship behaviors - behaviors not directly part of the employees' job descriptions that exceed their work-role requirements.
stereotypes - simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.
Daniel Goleman's 5 EI "competencies"
1. self-awareness
2. self-regulation
3. self-motivation
4. empathy
5. effective relationships
emotional intelligence is characterized by self-awareness social awareness relationship management
4 distortions in perception
1. stereotyping
2. halo effect
3. recency effect
4. causal attributions
attitudes : affective, cognitive, behavioral components
job satisfaction - the extent to which you feel positive or negative about various aspects of your work.
turnover - when employees leave their jobs either voluntarily or involuntarily.
stressor - any source of stress, at home or at the workplace.
stress - the resulting tension when people face or endure extraordinary demands, constraints, or
Emotional intelligence
EI and leadership - the ability to influence others to get things done.
Conflict handing style conflict - the process in which one party perceives that its interests are being opposed or negatively affected by another party. dysfunctional conflict(bad) - hinders the org's performance/threatens its interests. functional conflict (good) - benefits the main purposes of the org and serves its interest. different perspectives.
Thomas-Kilman Conflict Mode Instrument (TKI) - best know and most widely used conflict instrument. 5 million used. assertiveness : pushy or not cooperativeness: avoiding (not good) #5 competing (push/force) #4 collaborating (win-win, best) #3 accommodating (high cooperativeness) #2 compromising (in the middle, both parties give up) #1. people usually use 1-2 styles. handling conflict and effective management --"confronting problem employees"
Ch 11, 12
organizational citizenship behaviors - behaviors not directly part of the employees' job descriptions that exceed their work-role requirements.
stereotypes - simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.
Daniel Goleman's 5 EI "competencies"
1. self-awareness
2. self-regulation
3. self-motivation
4. empathy
5. effective relationships
emotional intelligence is characterized by self-awareness social awareness relationship management
4 distortions in perception
1. stereotyping
2. halo effect
3. recency effect
4. causal attributions
attitudes : affective, cognitive, behavioral components
job satisfaction - the extent to which you feel positive or negative about various aspects of your work.
turnover - when employees leave their jobs either voluntarily or involuntarily.
stressor - any source of stress, at home or at the workplace.
stress - the resulting tension when people face or endure extraordinary demands, constraints, or