Organizational Behavior 18th Global Edition Stephen Robbins, Timothy Judge - Solutions

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Along with the COVID-19 pandemic, what aspects of the year 2020 heightened the threat of conflict?
What is a BATNA? State the BATNA you identified in one of your recent negotiations.
explain the concepts of division of labor and chain of command;
summarize the problems transfer pricing can create;?
Identify two of the healthcare organizations in your area. These can be hospitals or healthcare systems, large clinics, post-acute care organizations, or others. In small teams, do some research to locate their organizational chart and analyze the organization’s structure. Is it flat or
Read the first two chapters in The Guide to Good Governance for Hospital Boards (American Hospital Association Center for Healthcare Governance, https://trustees.aha.org/sites/default/files/trustees/09-guide-to-good-governance.pdf). Write a one- to two-page paper on the duties and roles of hospital
Read “COVID-19 Pandemic Could Result in Permanent Governance Changes at Hospitals” (Jeff Legasse, Healthcare Finance, April 14;www.healthcarefinancenews.com/news/covid-19-pandemic-couldresult-permanent-governance-changes-hospitals) which discusses the potential changes for hospital governance
Why are committee structures often superimposed over organizational structures?One university had a great opportunity to establish an international healthcare campus in Asia. The host government had invited selected universities from around the world to create a global healthcare campus and would
Why did the committee structure fail to fully function? What could be done to make it work?One university had a great opportunity to establish an international healthcare campus in Asia. The host government had invited selected universities from around the world to create a global healthcare campus
What structural changes would you recommend? Why?One university had a great opportunity to establish an international healthcare campus in Asia. The host government had invited selected universities from around the world to create a global healthcare campus and would provide subsidies and loans for
What is the advantage to healthcare organizations of using functional structures?
identify tools to chart performance management, including key performance indicators, Gantt charts, and balanced scorecards;
analyze numerical rating systems, and explain the difficulties with implementing forced distributions and stacked or forced ranking systems;
Form groups of 6–8 people. The person in each group whose birthday falls closest to December 25 will be the supervisor for this activity. The rest of the group will be subordinates.
Subordinates have ten minutes to plan a celebration of National Hospital Week. Your task is to list the activities that will take place and assign departments to be responsible for key assignments.
Supervisors should rate each subordinate’s performance on a scale of 1–5 (1=poor, 5=excellent). Share your rankings with each subordinate.Rewards can be given to those with high rankings (4 or 5).
Read the TLNT article “The Top 50 Problems with Performance Appraisals”(John Sullivan, PhD, January 31, 2011; www.eremedia.com/tlnt/the-top-50-problems-with-performance-appraisals/2011). According to the principles discussed in this chapter, what steps can be taken to address the first five
What went wrong with Jill’s performance appraisal system?Jill was hired as the manager of a 40-member multispecialty medical practice with 180 support staff. The practice’s five clinics were generally prosperous, but a few of them appeared to be poorly staffed. The physician committee that
What could have been done better?Jill was hired as the manager of a 40-member multispecialty medical practice with 180 support staff. The practice’s five clinics were generally prosperous, but a few of them appeared to be poorly staffed. The physician committee that hired her said that only a few
How does forced ranking help improve performance? What changes could Jill implement to make the forced ranking system work?Jill was hired as the manager of a 40-member multispecialty medical practice with 180 support staff. The practice’s five clinics were generally prosperous, but a few of them
What went wrong with the evaluation meeting?Riverside Health System had two goals for its annual employee performance evaluations: (1) to motivate employees to work hard and (2) to identify areas in which employees could improve Riverside Health. To support these goals, Riverside Health decided to
What could be done to motivate employees and yet support training and development needs?Riverside Health System had two goals for its annual employee performance evaluations: (1) to motivate employees to work hard and (2) to identify areas in which employees could improve Riverside Health. To
According to this chapter, what went wrong with the annual performance evaluation?Enrique had worked very hard the past four years. He had consistently exceeded the job expectations listed in his employee manual and had received exceptional job evaluations for the first three years. His fourth
What should Carlos have done to improve the annual evaluation process?Enrique had worked very hard the past four years. He had consistently exceeded the job expectations listed in his employee manual and had received exceptional job evaluations for the first three years. His fourth annual
Why would it be important to have a performance management system linked to strategic goals and implemented relatively consistently across all levels in an organization?
List four reasons why companies have so many difficulties with individual performance appraisal systems.
What are the advantages of a forced distribution in employee evaluations (a stacked or forced ranking system)?
Why should employee appraisals be conducted more than once a year?
Contrast the forces for change and planned change.
Describe ways to overcome resistance to change.
Compare the four main approaches to managing organizational change.
Demonstrate three ways of facilitating change.
Identify the potential environmental, organizational, and personal sources of stress at work and the role of individual and cultural differences.
Identify the physiological, psychological, and behavioral symptoms of stress at work.
Describe individual and organizational approaches to managing stress at work.
What are the differences between the forces for change and planned change? LO17-4
How can resistance to change be overcome? LO17-4
What are the four main approaches to managing organizational change? LO17-4
How can managers create a culture for change? LO17-4
What are the potential environmental, organizational, and personal sources of stress at work and the role of individual and cultural differences? LO17-4
What are the physiological, psychological, and behavioral symptoms of stress at work? LO17-4
What are the individual and organizational approaches to managing stress? LO17-4
Was it easy for your team to reach a consensus about the recommendations to propose to the management of the business school? Which were the elements on which you disagreed, if any?How did you handle such disagreement? LO17-4
How do you think organizations can train their employees to be less resistant to change? Why do you think faculty members are more willing to change than administrative staff? LO17-4
Staff complained about the lack of information from the management before and during the merger process. How can managers of organizations involved in such delicate operations balance the need to inform employees and the need to maintain confidentiality? LO17-4
Which were the main forces for change in the organizations presented above? How could these changes have been managed? How could the companies have resisted change? LO17-4
How could Appreciative Inquiry be applied in the case of a redundancy period to motivate and improve performance of the remaining staff? LO17-4
What type of stressors could be created in a redundancy scenario, and where are these generated?Discuss how a company that is undergoing redundancy procedures can manage the stress generated for all affected parties. LO17-4
What key factors do you think prompted Walmart to change? Do these factors exemplify the change pressures discussed in the chapter? Why or why not? LO17-4
What results from Walmart’s changes do you predict? LO17-4
Describe how McMillon acted as a change agent in this situation. LO17-4
To what extent is this Wellness Programme tackling the causes of stress? How should employees be selected for this type of program? What issues might this cause? LO17-4
Do you see any challenges in a full implementation of this sort of Wellness Programme for the organization?Explain your answer. LO17-4
This type of program aims to reduce stress across the organization. What issues may impact successful uptake by staff? LO17-4
Describe the three types of conflict and the three loci of conflict.
Apply the five steps of the negotiation process.
Show how individual differences influence negotiations.
Assess the roles and functions of third-party negotiations.
What are the three types of conflict and the three loci of conflict? LO18-2
What are the steps in the conflict process?18-7.
What are the differences between distributive and integrative bargaining?18-7.
What are the five steps in the negotiation process?18-7.
How do individual differences influence negotiations?18-7.
What are the roles and functions of third-party negotiations?18-7.
If Tom does nothing, is that ethical? Does he have a responsibility to Janna to make sure her concerns are addressed?18-7.
In this chapter, you learned about mediators, arbitrators, and conciliators. Is it possible for Tom to act in one of these roles? Why or why not?18-7.
If Tom does nothing in this situation, how do you think the situation between Janna and Kim will play out? Do you think there will be problems with conflict?18-7.
Describe some of the factors that led this situation to become an open conflict.18-7.
Do you think this is an issue worth generating conflict over? What are the potential costs and benefits of Matt and Peter having an open discussion of the issues?18-7.
How can Matt and Peter develop an active problem-solving discussion to resolve this conflict? What could effectively be changed, and what is probably going to remain a problem?18-7.
What might be the potential sources of stress at Revolut?18-7.
Do you think Nikolay Storonsky’s attitudes toward work–life balance are valid for start-ups? Why?18-7.
What could be the long-term consequences if Revolut’s employees are expected to work long hours in a highly competitive environment?18-7.
What would you recommend to the company to manage stress?18-7.
Describe the common characteristics of organizational culture.
Show how culture is transmitted to employees.
Identify the factors that create and sustain an organization’s culture.
Compare the functional and dysfunctional effects of organizational culture on people and the organization.
Describe the similarities and differences in creating an ethical culture, a positive culture, and a spiritual culture.
Show how national culture can affect the way organizational culture is transported to another country.
What is organizational culture, and what are its common characteristics?LO15-3
How is culture transmitted to employees?LO15-3
What factors create and sustain an organization’s culture?LO15-3
What are the functional and dysfunctional effects of organizational culture?LO15-3
How does national culture affect what happens when an organizational culture is transported to another country?LO15-3
Was it easy for your team to consider sustainability in its broader meaning to focus on both environmental protection and employees’ well-being? Why or why not?LO15-3
Paradoxically, contemporary organizations seem to commit greater attention and resources toward the protection of the environment than the care of people working for them. As a team, discuss three possible reasons behind this paradox and possible remedies to foster greater attention toward
What specific organizational interventions could be implemented to help employees achieve greater work–life balance in their lives?LO15-3
What are the negative effects of a culture that encourages dishonesty and corruption on an organization’s reputation and its employees?LO15-3
Why might some organizations push employees to behave in a dishonest or corrupt manner? Are there personal benefits to corruption that organizational culture can counteract?LO15-3
What actions can you take as a new employee if you are pressured to violate your own ethical standards at work? How might midlevel employees’ responses to this question differ from those of more senior managers?LO15-3
How would you describe the culture at the Sports Direct warehouse? How might this culture be a liability to the organization?LO15-3
What does the case study tell you about the six characteristics of organizational culture at Sports Direct?LO15-3
With so many stores and employees, how do you change the organizational culture at Sports Direct?What action do you think should be taken and by whom?LO15-3
What do you think are the key dimensions of culture that make Patagonia successful? How does the organization help to foster this culture?LO15-3
Does Patagonia use strategies to build its culture that you think could work for other companies? Is the company a useful model for others that aren’t so tied to a lifestyle? Why or why not?LO15-3
What are the drawbacks of Patagonia’s culture?Might it sometimes be a liability and, if so, in what situations?LO15-3
Describe the value of recruitment methods.
Specify initial selection methods.
Identify the most useful substantive selection methods.

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