An Experiential Approach To Organization Development 7th Edition Donald HarveyDonald Brown - Solutions

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Class discussion (whether in groups or as a class) should center on which theories seem most relevant to the potential reasons for the pay differences between Chris and Pat. Are there some potential reasons that don’t seem relevant to any of the four theories? Do those reasons tend to be legal or
Trust is the willingness to be vulnerable to an authority based on positive expectations about the authority’s actions and intentions. Justice reflects the perceived fairness of an authority’s decision making and can be used to explain why employees judge some authorities as more trustworthy
Trust can be disposition-based, meaning that one’s personality includes a general propensity to trust others. Trust can also be cognition-based, meaning that it’s rooted in a rational assessment of the authority’s trustworthiness. Finally, trust can be affect-based, meaning that it’s rooted
Trustworthiness is judged along three dimensions. Ability reflects the skills, competencies, and areas of expertise that an authority possesses. Benevolence is the degree to which an authority wants to do good for the trustor, apart from any selfish or profit-centered motives.Integrity is the
The fairness of an authority’s decision making can be judged along four dimensions. Distributive justice reflects the perceived fairness of decision-making outcomes. Procedural justice reflects the perceived fairness of decision-making processes. Interpersonal justice reflects the perceived
The four-component model of ethical decision making argues that ethical behavior depends on three concepts. Moral awareness reflects whether an authority recognizes that a moral issue exists in a situation. Moral judgment reflects whether the authority can accurately identify the “right” course
Trust has a moderate positive relationship with job performance and a strong positive relationship with organizational commitment.LO1.
Organizations can become more trustworthy by emphasizing corporate social responsibility, a perspective that acknowledges that the responsibilities of a business encompass the economic, legal, ethical, and citizenship expectations of society.LO1.
Which would be more damaging in organizational life—being too trusting or not being trusting enough? Why do you feel that way?LO1.
Which component of ethical decision making do you believe best explains student cheating:moral awareness, moral judgment, or moral intent? Why do you feel that way?LO1.
Assume you were applying for a job at a company known for its corporate social responsibility.How important would that be to you when deciding whether to accept a job offer?LO1.
Should a company like Apple require suppliers to exceed—not just match—the prevailing standards for wages and working conditions in their home countries?LO1.
Is Apple ethically obligated to more aggressively share its “lessons learned” with its competitors in the computer, tablet, and smartphone industries?LO1.
Class discussion (whether in groups or as a class) should center on whether the theft that’s occurring at The Grocery Cart reveals a problem of moral awareness, moral judgment, or moral intent. In addition, does the theft point to a problem with “bad apples,” a “bad barrel,”or both?
Learning is a relatively permanent change in an employee’s knowledge or skill that results from experience. Decision making refers to the process of generating and choosing from a set of alternatives to solve a problem. Learning allows employees to make better decisions by making those decisions
Employees gain both explicit and tacit knowledge as they build expertise. Explicit knowledge is easily communicated and available to everyone. Tacit knowledge, however, is something employees can learn only through experience.LO1.
Employees learn new knowledge through reinforcement and observation of others.That learning also depends on whether the employees are learning-oriented or performance-oriented.LO1.
Programmed decisions are decisions that become somewhat automatic because a person’s knowledge allows him or her to recognize and identify a situation and the course of action that needs to be taken. Many task-related decisions made by experts are programmed decisions. Nonprogrammed decisions are
Employees are less able to translate their learning into accurate decisions when they struggle with limited information, faulty perceptions, faulty attributions, and escalation of commitment.LO1.
Learning has a moderate positive relationship with job performance and a weak positive relationship with organizational commitment.LO1.
Through various forms of training, companies can give employees more knowledge and a wider array of experiences that they can use to make decisions.LO1.
In your current or past workplaces, what types of tacit knowledge did experienced workers possess? What did this knowledge allow them to do?LO1.
What does the term “expert” mean to you? What exactly do experts do that novices don’t?LO1.
How exactly do Verizon’s training practices help employees react during times of crisis?Does this affect only those who have been formally trained? Why or why not?LO1.
How does a crisis differ from other situations in which employees are called on to make decisions?LO1.
Answer each of the problems below.A. A certain town is served by two hospitals. In the larger hospital, about 45 babies are born each day, and in the smaller hospital, about 15 babies are born each day. Although the overall proportion of boys is about 50 percent, the actual proportion at either
Your instructor will give you the correct answer to each problem. Class discussion, whether in groups or as a class, should focus on the following questions: How accurate were the decisions you reached? What decision-making problems were evident in the decisions you reached? Consider especially
Personality refers to the structures and propensities inside people that explain their characteristic patterns of thought, emotion, and behavior. It also refers to people’s social reputations—the way they are perceived by others. In this way, personality captures what people are like (unlike
The “Big Five” include conscientiousness (e.g., dependable, organized, reliable), agreeableness(e.g., warm, kind, cooperative), neuroticism (e.g., nervous, moody, emotional), openness to experience (e.g., curious, imaginative, creative), and extraversion (e.g., talkative, sociable,
Although both nature and nurture are important, personality is affected significantly by genetic factors. Studies of identical twins reared apart and studies of personality stability over time suggest that between 35 and 45 percent of the variation in personality is genetic.Personality can be
The Big Five is the dominant taxonomy of personality; other taxonomies include the Myers-Briggs Type Inventory and Holland’s RIASEC model.LO1.
Hofstede’s taxonomy of cultural values includes individualism–collectivism, power distance, uncertainty avoidance, masculinity–femininity, and short-term vs. long-term orientation.More recent research by Project GLOBE has replicated many of those dimensions and added five other means to
Conscientiousness has a moderate positive relationship with job performance and a moderate positive relationship with organizational commitment. It has stronger effects on these outcomes than the rest of the Big Five.LO1.
Personality tests are useful tools for organizational hiring. Research suggests that applicants do “fake” to some degree on the tests, but faking does not significantly lower the correlation between test scores and the relevant outcomes.Here are the answers to the tests of creative thinking in
If you owned your own business and had a problem with employee theft, would you use an integrity test? Why or why not?LO1.
Moving beyond the Big Five, are there other personality traits or cultural values that would be helpful in a Teach for America position, or a broader career in education?LO1.
Individually, complete the Big Five measure found in the OB Assessments box in the chapter.LO1.
Write your scores on a small white piece of paper, in the following format:C 5 A 5 N 5 O 5 E 5 . Try to disguise your handwriting to make it as plain and generic as possible. Fold your piece of paper so that others cannot see your scores.LO1.
In your group, mix up the pieces of paper. Begin by having one group member choose a piece of paper, reading the CANOE scores aloud. The group should then try to come to consensus on which member the scores belong to, given the norms for the various dimensions(C 5 14, A 5 16, N 5 10, O 5 15, E 5
Organizational commitment is the desire on the part of an employee to remain a member of the organization. Withdrawal behavior is a set of actions that employees perform to avoid the work situation. Commitment and withdrawal are negatively related to each other—the more committed employees are,
There are three types of organizational commitment. Affective commitment occurs when employees want to stay and is influenced by the emotional bonds between employees.Continuance commitment occurs when employees need to stay and is influenced by salary and benefits and the degree to which they are
Employees can respond to negative work events in four ways: exit, voice, loyalty, and neglect. Exit is a form of physical withdrawal in which the employee either ends or restricts organizational membership. Voice is an active and constructive response by which employees attempt to improve the
Examples of psychological withdrawal include daydreaming, socializing, looking busy, moonlighting, and cyberloafing. Examples of physical withdrawal include tardiness, long breaks, missing meetings, absenteeism, and quitting. Consistent with the progression model, withdrawal behaviors tend to start
The increased diversity of the workforce can reduce commitment if employees feel lower levels of affective commitment or become less embedded in their current jobs. The employee–employer relationship, which has changed due to decades of downsizing, can reduce affective and normative commitment,
Organizations can foster commitment among employees by fostering perceived organizational support, which reflects the degree to which the organization cares about employees’well-being. Commitment can also be fostered by specific initiatives directed at the three commitment types.LO1.
How exactly does Costco’s low turnover rate help it in its battle against Walmart? Will any of those factors also help against Amazon?LO1.
What would a “perfect turnover rate” be for a company like Costco? Describe the consequences of a turnover rate that’s too low.LO1.
Job satisfaction is a pleasurable emotional state resulting from the appraisal of one’s job or job experiences. It represents how you feel about your job and what you think about your job.LO1.
Values are things that people consciously or subconsciously want to seek or attain. According to value-percept theory, job satisfaction depends on whether you perceive that your job supplies those things that you value.LO1.
Employees consider a number of specific facets when evaluating their job satisfaction.These facets include pay satisfaction, promotion satisfaction, supervision satisfaction, coworker satisfaction, and satisfaction with the work itself.LO1.
Job characteristics theory suggests that five “core characteristics”—variety, identity, significance, autonomy, and feedback—combine to result in particularly high levels of satisfaction with the work itself.LO1.
Apart from the influence of supervision, coworkers, pay, and the work itself, job satisfaction levels fluctuate during the course of the day. Rises and falls in job satisfaction are triggered by positive and negative events that are experienced. Those events trigger changes in emotions that
Moods are states of feeling that are often mild in intensity, last for an extended period of time, and are not explicitly directed at anything. Intense positive moods include being enthusiastic, excited, and elated. Intense negative moods include being hostile, nervous, and annoyed. Emotions are
Job satisfaction has a moderate positive relationship with job performance and a strong positive relationship with organizational commitment. It also has a strong positive relationship with life satisfaction.LO1.
Organizations can assess and manage job satisfaction using attitude surveys such as the Job Descriptive Index (JDI), which assesses pay satisfaction, promotion satisfaction, supervision satisfaction, coworker satisfaction, and satisfaction with the work itself. It can be used to assess the levels
What steps can organizations take to improve promotion satisfaction, supervision satisfaction, and coworker satisfaction?LO1.
We sometimes describe colleagues or friends as “moody.” What do you think it means to be “moody” from the perspective of Figure 4-6 ?LO1.
In what ways might being privately held benefit the job satisfaction of employees? In what ways might being publicly traded benefit satisfaction?LO1.
If you worked in a company that valued and required privacy, would it affect your job satisfaction?What about your life satisfaction?LO1.
Do consumers deserve to know about the companies that make the products they buy?Would such knowledge affect your purchasing decisions? In what way?LO1.
Use the OB Assessments for Chapter 4 to calculate the Satisfaction Potential Score (SPS)for the following four jobs:a. A third-grade public school teacher.b. A standup comedian.c. A computer programmer whose job is to replace “15” with “2015” in thousands of lines of computer code.d. A
Job performance is the set of employee behaviors that contribute to organizational goal accomplishment. Job performance has three dimensions: task performance, citizenship behavior, and counterproductive behavior.LO1.
Task performance includes employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces.Examples of task performance include routine task performance, adaptive task performance, and creative task
Organizations gather information about relevant task behaviors using job analysis and O*NET.LO1.
Citizenship behaviors are voluntary employee activities that may or may not be rewarded but that contribute to the organization by improving the overall quality of the setting in which work takes place. Examples of citizenship behavior include helping, courtesy, sportsmanship, voice, civic virtue,
Counterproductive behaviors are employee behaviors that intentionally hinder organizational goal accomplishment. Examples of counterproductive behavior include sabotage, theft, wasting resources, substance abuse, gossiping, incivility, harassment, and abuse.LO1.
A number of trends have affected job performance in today’s organizations. These trends include the rise of knowledge work and the increase in service jobs.LO1.
MBO, BARS, 360-degree feedback, and forced ranking practices are four ways that organizations can use job performance information to manage employee performance.LO1.
Which dimensions of job performance do you think General Motors emphasized prior to its revitalization effort? What are the advantages and disadvantages of this emphasis? How did this emphasis likely contribute to the company’s problems?LO1.
Which dimensions of job performance do you think General Motors is emphasizing now? How might the change in emphasis improve the likelihood that GM can compete effectively?LO1.
Organizational behavior is a field of study devoted to understanding and explaining the attitudes and behaviors of individuals and groups in organizations. More simply, it focuses on why individuals and groups in organizations act the way they do.LO1.
The two primary outcomes in organizational behavior are job performance and organizational commitment.LO1.
A number of factors affect performance and commitment, including individual mechanisms(job satisfaction; stress; motivation; trust, justice, and ethics; learning and decision making), individual characteristics (personality and cultural values; ability), group mechanisms(team characteristics and
The effective management of organizational behavior can help a company become more profitable because good people are a valuable resource. Not only are good people rare, but they are also hard to imitate. They create a history that cannot be bought or copied, they make numerous small decisions that
A theory is a collection of assertions, both verbal and symbolic, that specifies how and why variables are related, as well as the conditions in which they should (and should not) be related. Theories about organizational behavior are built from a combination of interviews, observation, research
A correlation is a statistic that expresses the strength of a relationship between two variables(ranging from 0 to 6 1). In OB research, a .50 correlation is considered “strong,” a.30 correlation is considered “moderate,” and a .10 correlation is considered “weak.”LO1.
Assuming you possessed the right technical skills, would a job at Patagonia be appealing to you? What would be the most important positives associated with the position, in your view? What would be the most important negatives?LO1.
Which checklist ingredients would you value most as an employee? Which would you value least? Do some suggestions seem debatable?LO1.
Which checklist ingredients do you think are most uncommon in organizations? Do those ingredients seem to be promising avenues for creating sustained competitive advantage?LO1.
Explain what you understand by the underlying concept of motivation. Summarise the main needs and expectations to be taken into account in considering the motivation of people to work.
Describe the use of performance-gap analysis.
Compare and contrast the interview and survey methods of data collection.
List some possible types of organization data that you might find in your own organization or college that could be used in planning an OD program.
Explain the difference between symptoms and causes.
Identify and give examples of the force-field analysis model.
Trace the life cycle of change in an organization or government.
What are major forces in the change process?
What strategies might be used in gaining acceptance for an OD program?
Explain how process interventions can be used in an OD program.
What is the difference between group task functions and group maintenance functions?
Identify and explain the communication processes that a manager can use in a work group.
Compare and contrast the basic OD strategies.
Identify and give examples of OD interventions for various target systems.
Explain how stream analysis can be used in an OD program.
Describe an integrated approach to change.
Explain three factors that should be considered in selecting a technique.
What are the objectives of laboratory training?
Identify and explain the four areas of the Johari Window Model.
How can you use the Johari Window Model as a tool to understand interpersonal communications?
What is the interrelationship between the Johari Window Model and laboratory learning?

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An Experiential Approach To Organization Development 7th Edition Donald HarveyDonald Brown - Solutions

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