Organizational Behavior Improving Performance And Commitment In The Workplace 4th Edition Jason Colquitt, Jeffery LePine, Michael Wesson - Solutions

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Summarize the workplace trends of diversity and the inclusive workplace, work–life integration, and remote work.AppendixLO1
Diagram the MARS model and describe the four factors that directly influence individual behavior and performance.AppendixLO1
Summarize the five types of individual behavior in organizations.AppendixLO1
A friend suggests that organizational behavior courses are useful only to people who will enter management careers.Discuss the accuracy of your friend’s statement.AppendixLO1
Problem solving, teamwork, communication, and adaptability/initiative are four of the top skills identified by employers as most important when hiring (see Exhibit 1.1).How have these skills been important (or unimportant)for you in jobs that you have held or as a student? Identify one other skill
Organizational behavior provides valuable knowledge to improve and maintain organizational effectiveness. Scan through the topics of this book to identify a few ways that OB knowledge is useful. Your answer should refer not only to the OB chapter theme, but also to open systems, human capital,
After attending a seminar on human capital, a mining company executive argues that this view of organizations ignores the fact that mining companies could not rely on people alone to stay in business. They also need physical capital (such as digging and ore-processing equipment)and land (where the
Most companies actively hire and retain employees with diverse backgrounds, particular race, ethnicity, gender, disability, and sexual orientation. Based on this ongoing effort, many claim their organization is an inclusive workplace. Explain why the existence of a diverse workforce differs from
What does evidence-based management mean? Describe situations you have heard about in which companies have practiced evidence-based management, as well as situations in which companies have relied on fads that lacked sufficient evidence of their worth.AppendixLO1
Work–life integration is one of the most important issues that job applicants consider when choosing where to work.Think about the variety of specific benefits, working conditions, or resources that employers offer to support work–life integration. Which of these is most valuable to you
Automattic and several other businesses (e.g., Emsisoft, Gitlab) are completely remote (distributed) companies.Everyone who works for these firms performs their jobs from home or cafés. In your opinion, will distributed companies become more common in the future? Why or why not? Would you prefer
A federal government department has high levels of absenteeism among the office staff. The head of office administration argues that employees are misusing the company’s sick leave benefits. However, some of the mostly female staff members have explained that family responsibilities interfere
From the standpoint of theory, why did the regulators insist on the change?
What should Sam do?
What does role perception have to do with the problems in this case?What differences in role perception exist?
Are there any indications that role overload, role ambiguity, or conflicting demands exist? Explain.
What kinds of stroking, if any, seem to exist? What is the effect?
From the limited information given, is Harold Macinac an internal or an external person? What is Margaret Ambrosini? What is Colleen Kinoshita?
What needs to be done to correct problems in this case?
What needs are manifest needs in this case? What needs are pretty much latent?
According to Maslow’s theory, what are the problems in this case?What solutions would Maslow suggest?
According to Alderfer’s theory, what’s wrong here? What solutions would Alderfer propose?
What other problems do you see?
What additional solutions would you suggest?
When is a high need for power good, and when is it not so good?
How would researchers such as Likert and Blake and McCanse analyze this situation? What would they recommend? Discuss their theories, comparing and contrasting them. Show specifically how each would work.
What would the situational theorists, especially Fiedler, Vroom-Yetton, and the path-goal model say about this specific situation?Again, be specific and draw on the theories.
What, then, are your suggestions to help Edward Ogden?
According to the disciplinary approach recommended in the chapter, how should Susie have been handling the housekeepers? Compare how she should have been handling the situation with the way she was handling it.
If Susie is to use reinforcement theory properly, what does she need to do with the housekeepers? What should you do as her boss?
What kind of reinforcement are you as the management trainee receiving?What’s wrong with this?
Does reinforcement come only from one’s superiors? How does this case illustrate this?
What are the assumptions behind the procedural discipline concept as a philosophy of discipline?
What are the ethical issues of reinforcement in the workplace? Is reinforcement fair to the employee?
Do organizations have the right to punish employees for doing things they should not have done? For failing to do things they should have done? Explain.
What information needs to be communicated through this appraisal and review?
How could Terry get his boss to listen to what he needs to hear?
Role-play the counseling session (performance appraisal) that might have occurred between Terry and his boss. Let’s let the boss lead off.
Would directive or nondirective counseling be the appropriate managerial style to use? Why?
What preparations would be needed before directive counseling could be used? Before nondirective counseling could be used?
As Terry’s boss, how would you go about getting Terry to talk if you used the nondirective way? Show the pattern this approach would follow.
Do the same for the directive approach. Whatwould you say and do?
What can you, as a manager, do to get the new program accepted?
Suppose you determine that there is a need to change the organization as a whole (a complete overhaul). How could OD be used in this situation?What steps would you take? Who should be involved?
Why are the small-town dealers having so many problems using the latest technology?
What is organizational culture, and what are its components?LO1.
What general and specific types can be used to describe an organization’s culture?LO1.
What makes a culture strong, and is it always good for an organization to have a strong culture?LO1.
How do organizations maintain their culture and how do they change it?LO1.
What is person–organization fit and how does it affect job performance and organizational commitment?LO1.
What steps can organizations take to make sure that newcomers will fit with their culture?LO1.
Organizational culture is the shared social knowledge within an organization regarding the rules, norms, and values that shape the attitudes and behaviors of its employees. There are three components of organizational culture: observable artifacts, espoused values, and basic underlying assumptions.
An organization’s culture can be described on dimensions such as solidarity and sociability to create four general culture types: networked, communal, fragmented, and mercenary. Organizations often strive to create a more specific cultural emphasis, as in customer service cultures, safety
Strong cultures have the ability to influence employee behaviors and attitudes. Strong cultures exist when employees agree on the way things are supposed to happen and their behaviors are consistent with those expectations. Strong cultures are not necessarily good or bad. Generally, a culture’s
Organizations maintain their cultures through attraction, selection, and attrition processes and socialization practices. Organizations change their cultures by changing their leadership or through mergers and acquisitions.LO1.
Person–organization fit is the degree to which a person’s values and personality match the culture of the organization. Person–organization fit has a weak positive effect on job performance and a strong positive effect on organizational commitment.LO1.
There are a number of practices organizations can utilize to improve the socialization of new employees, including realistic job previews, orientation programs, and mentoring.LO1.
Is it possible for a company the size of Yahoo to change its culture dramatically without the push of a forceful leader? If yes, how could that happen?LO1.
What are the dangers for Yahoo in having Marissa Mayer trying to duplicate much of the culture at Google?LO1.
Do employees have to be present to have a strong culture? As a tech company, what are the advantages and disadvantages of Yahoo’s no-telecommuting policy?LO1.
Is it possible to be a great leader of employees in a highly mechanistic organization?What special talents or abilities might be required?LO1.
What is leadership and what does it mean for a leader to be “effective”?LO1.
What traits and characteristics are related to leader emergence and leader effectiveness?LO1.
What four styles can leaders use to make decisions, and what factors combine to make these styles more effective in a given situation?LO1.
What two dimensions capture most of the day-to-day leadership behaviors in which leaders engage?LO1.
How does transformational leadership differ from transactional leadership, and which behaviors set it apart?LO1.
How does leadership affect job performance and organizational commitment?LO1.
Can leaders be trained to be more effective?LO1.
Leadership is defined as the use of power and influence to direct the activities of followers toward goal achievement. An “effective leader” improves the performance and well-being of his or her overall unit, as judged by profit margins, productivity, costs, absenteeism, retention, employee
Leader emergence has been linked to a number of traits, including conscientiousness, disagreeableness, openness, extraversion, general cognitive ability, energy level, stress tolerance, and self-confidence. Of that set, the last six traits also predict leader effectiveness.LO1.
Leaders can use a number of styles to make decisions. Beginning with high leader control and moving to high follower control, they include autocratic, consultative, facilitative, and delegative styles. According to the time-driven model of leadership, the appropriateness of these styles depends on
Most of the day-to-day leadership behaviors that leaders engage in are examples of either initiating structure or consideration. Initiating structure behaviors include initiation, organization, and production sorts of duties. Consideration behaviors include membership, integration, communication,
Transactional leadership emphasizes “carrot-and-stick” approaches to motivating employees, whereas transformational leadership fundamentally changes the way employees view their work. More specifically, transformational leadership inspires employees to commit to a shared vision or goal that
Transformational leadership has a moderate positive relationship with job performance and a strong positive relationship with organizational commitment. It has stronger effects on these outcomes than other leadership behaviors.LO1.
Leaders can be trained to be effective. In fact, such training can be used to increase transformational leadership behaviors, despite the fact that charisma is somewhat dependent on personality and genetic factors.LO1.
Before reading this chapter, which statement did you feel was more accurate: “Leaders are born” or “Leaders are made”? How do you feel now, and why do you feel that way?LO1.
Can you think of any potential “dark sides” to transformational leadership? What would they be?LO1.
Is there a danger to having such a strong, charismatic leader as the head of a company?If Chobani went public, would you have reservations investing in its stock as a result of that?LO1.
As the company changes through growth, is it possible that the founder’s leadership style might not be the appropriate style for the future? How would you tell?LO1.
Share the thoughts you’ve jotted down in your groups, going from member to member, with each person describing what “leadership” means for the given types of leaders.(Appendix)
Once all these thoughts about the various types of leaders have been shared, think about whether there are certain traits, styles, or behaviors that are universal across all the types.For example, maybe all of the types have some kind of organizing quality to them (e.g., leaders need to be
Now consider the situational challenges faced by the types of leaders you discussed, including challenges rooted in the task, their followers, or the surrounding work context.For example, the fact that the coach has little direct impact on the game is a situational challenge. Do other leader types
Elect a group member to write the group’s four universals and four challenges on the board.(Appendix)
Class discussion (whether in groups or as a class) should center on whether the theories described in the chapter discuss some of the leadership universals identified by the groups.Are there theories that also include some of the situational challenges uncovered? Which leadership theory seems best
What is an organization’s structure, and what does it consist of?LO1.
What are the major elements of an organizational structure?LO1.
What is organizational design, and what factors does the organizational design process depend on?LO1.
What are some of the more common organizational forms that an organization might adopt for its structure?LO1.
When an organization makes changes to its structure, how does that restructuring affect job performance and organizational commitment?LO1.
What steps can organizations take to reduce the negative effects of restructuring efforts?LO1.
An organization’s structure formally dictates how jobs and tasks are divided and coordinated between individuals and groups within the organization. This structure, partially illustrated through the use of organizational charts, provides the foundation for organizing jobs, controlling employee
There are five major elements to an organization’s structure: work specialization, chain of command, span of control, centralization of decision making, and formalization. These elements can be organized in such a way as to make an organization more mechanistic in nature, which allows it to be
Organizational design is the process of creating, selecting, or changing the structure of an organization. Factors to be considered in organizational design include a company’s business environment, its strategy, its technology, and its size.LO1.
There are literally thousands of organizational forms. The most common is the simple structure, which is used by most small companies. Larger companies adopt a more bureaucratic structure.This structure may be functional in nature, such that employees are grouped by job tasks, or multi-divisional,
Organizational restructuring efforts have a weak negative effect on job performance. They have a more significant negative effect on organizational commitment, because employees tend to feel less emotional attachment to organizations that are restructuring.LO1.
To reduce the negative effects of restructuring, organizations should focus on managing the stress levels of the employees who remain after the restructuring. Providing employees with a sense of control can help them learn to navigate their new work environment.LO1.
What are taskwork processes, and what are some examples of team activities that fall into this process category?LO1.
What are teamwork processes, and what are some examples of team activities that fall into this process category?LO1.
What factors influence the communication process in teams?LO1.
What are team states, and what are some examples of the states that fall into this process category?LO1.

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Organizational Behavior Improving Performance And Commitment In The Workplace 4th Edition Jason Colquitt, Jeffery LePine, Michael Wesson - Solutions

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