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business
essentials organizational behavior
OB The Essentials 1st Edition Stephen P. Robbins, Timothy A. Judge, Bruce Millett, Michael Jones - Solutions
Describe the path–goal theory.
Summarise the leader–member exchange theory.
Describe Fiedler’s contingency theory.
Identify the limitations of behavioural theories.
Summarise the conclusions of trait theories.
How would you contrast transformational and transactional leadership?
What are the qualities of a charismatic leader?
How would you describe the path–goal theory?
What is the leader–member exchange theory?
How would you describe Fiedler’s contingency model?
What are the limitations of behavioural theories?
What conclusions can you draw from trait theories?
How would you contrast leadership and management?
List and describe the process variables associated with effective team performance.
List and describe nine team roles.
How effective are electronic meetings?
What is groupthink and groupshift? What is their effect on decisionmaking quality?
When do groups make better decisions than individuals?
‘High cohesiveness in a group leads to higher group productivity.’Do you agree or disagree?Explain.
Describe the five-stage group-development model.
Compare and contrast command, task, interest and friendship groups.
How do you create an effective team?
How do teams differ from groups?
How would you contrast the effectiveness of interacting, brainstorming, nominal and electronic meeting groups?
What are the strengths and weaknesses of group decision making?
What are the benefi ts and disadvantages of cohesive groups?
What is social loafi ng, and how does it affect group performance?
What determines status?
What infl uence do norms exert on an individual’s behaviour?
What are the different stages in group development?
How do formal groups differ from informal groups?
How can workplace productivity be improved through management of moods?
Why is it that depressed people were thought to have better decision-making skills? Why is this now thought to be an incorrect assumption?
Explain how affective events theory works to rationalise productivity in the workplace.
Select two occupations that would have contrasting demands for emotional labour and explain why there are differences. How does emotional dissonance fit into either of these occupations?
It is apparent that men and women handle emotions in different ways. What are some of the reasons for these differences?
What is ‘positivity offset’, and why does it occur?
Consider the case of Phineas Gage, and linking this with emotional intelligence, explain how emotions affect decision making.
Which are the six basic emotions?
Why can’t we just determine a person’s mood by looking at their facial expressions?
What are the two components of affect, and how do they work together?
What are the differences and similarities between emotions and moods?
What are the two explanations that are presented to explain why emotions have received so little research attention? What makes these explanations valid?
Given the obvious advantages of accepting and embracing the role of emotions in the workplace, why is it that organisations are only now beginning to accept them?
Which is the least effective method of encouraging employee involvement?
In what way does the JCM model couple with the four job design types?
Which theories of motivation are most likely to be affected by culture?
How can expectancy theory be used to fine-tune and personalise motivation between workers?
Why is justice an important element when considering equity theory?
What is the primary difference between goal-setting theory and reinforcement theory?Why is this?
Herzberg classifies money (or pay) as a hygiene factor; however, many others would see money as a motivator. Why would Herzberg not include money as a motivator?
Maslow proposes a single continuum and Herzberg proposes a dual continuum. What is the difference between these two propositions? Is one better than the other? Why?
What theoretical aspect connects the theories of Maslow, McGregor and Herzberg?
Motivation comprises three elements: intensity, direction and persistence. How could you use these three elements to characterise the CHAMPS program at Yum!?
Why did Alderfer develop ERG theory, and how does it differ from Maslow’s theory?
What is the process of motivation, and how does it relate to tension?
How might managers involve employees in the workplace, and what are the three commonly used ?
What roles do the work environment and job design play in the motivation of employees?
How do the various theories of motivation complement each other?
What are the key relationships in expectancy theory?
What are the effects of under- or over-rewarding employees?
What types of goals increase performance?
Which job characteristics are most preferred by high achievers?
What is the difference between motivators and hygiene factors?
What is a needs hierarchy?
How are people motivated?
Culture affects decisionmaking from many perspectives. Discuss a few of these perspectives and consider how culture may differ in regard to the various organisational constraints mentioned above.
How does intuition contrast with the rational style of making decisions?
Why does bounded rationality make sense in most organisations?
Why are the three components of creativity—expertise, creativethinking skills and intrinsic task motivation—important? What do they have to do with decision making?
What could you do to increase your creativity?
If others [friends, classmates] rated you, would they rate you differently? Why or why not?
What are limitations to self-assessments like this?
Did you score as high as you thought you would?
What is the effect of the assumptions on the rational model given the constraints of the organisational environment?
How could you use the steps of the rational decision-making process to explain how you selected your university?
Decision making and motivation both rely on the satisfaction of stress. Why is this the case?
How can perceptual shortcuts be used to advantage (and disadvantage) in the workplace?
Why does attribution error occur?
Think of the way some of your colleagues, friends or family have behaved over recent weeks. Using the three dimensions of attribute theory, try to classify whether their behaviour was internally or externally attributed.
How and why does a person’s perception differ from reality?
How do GLOBE and Hofstede differ?
What do GLOBE and Hofstede have in common?
According to Hofstede, countries vary from each other across five dimensions. Which of these dimensions are likely to affect workers entering into an Australian workplace? Why?
If so, how would you go about it?
If you were me would you have followed up the situation with the principal/manager? Why or why not?
If not, what would you do differently?
If you were the head of the organisation, would you act on information presented to you in the same way?
How would you go about maintaining the best possible professional relationship with a colleague in a similar situation?
Explain how the four work cohorts may impact employment selection and workplace motivation.
Why are values important?
How do a child’s formative years lead to a stable and enduring system of values?
What are the attributes of values?
What is the difference between a Type A and Type B personality?
How do self-esteem and locus of control relate to each other?
What are the three ways of measuring personality?
How does MBTI differ from the Big Five model of personality?
What are some of the ‘types’ that can result from a MBTI analysis?
How does the MBTI work to classify people, and how can it be used to distinguish one personality type from another?
What evidence exists to support the argument that personality is determined by heredity?
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