Organizational Behavior 15th edition Stephen P. Robbins and Timothy A. Judge - Solutions

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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?
Is it possible for Ulukaya to maintain the same type of leadership style that made Chobani successful now that it has grown so big so quickly? What kinds of things might he do to ensure he doesn’t lose it?
Would you consider Musk to be a transformational leader? In what ways does he fit that model and in which ways does he not?
Is there a danger to having such a strong, charismatic leader as the head of a company? Would you have reservations investing in the stock of SpaceX if it were to go public?
Does Elon Musk sound like the kind of leader that you would like to work for? Why or why not?
As Apple CEO, Tim Cook is becoming known for his willingness to collaborate with other companies much more so than prior CEO Steve Jobs ever was. Jobs had a tendency to take a more competitive framework, especially toward other organizations. Are there downsides for Apple in this regard? What kind
In what ways are both companies benefitting from their CEO’s being willing to collaborate in this way?
Do you think women naturally use different forms of power or influence tactics? Does Burns show this?
What types of influence tactics are likely to be most important to a CEO during a time of transition such as when Burns took over the company? Do those differ from what is necessary during a merger?
What are the issues that arise when two people try to “share” leadership? What is likely to contribute to the success or failure of such a partnership?
Do you think women naturally use different forms of power or influence tactics? Does Holmes show this?
Do you think Holmes can sustain the level of effort she seems to currently put into her work? If you were on Theranos' board of directors, is this something you would be concerned about?
Is it appropriate for Theranos to be so secretive given the kind of work that it is doing?
Can a leader influence others without power? How exactly would that influence take place?
What are the potential downsides of speaking vaguely? How might these issues be mitigated?
According to the author of this piece, what is meant by “speaking vaguely”, and what are its benefits?
How might student objections to teamwork be overcome?
Use concepts from the chapter to explain why American B-School Students can’t stand teamwork?
Is an employee resource group a team? If so, what type is it? How might employee resource groups inadvertently create faultlines? What could Ford do to mitigate this possibility?
Describe how Ford’s approach to diversity accounts for both the “value in diversity problem-solving” and “similarity-attraction” approaches.
With what general type of diversity does Ford seem most concerned? Why? Describe how teams composed with this type of diversity are likely to function. Which team characteristics would influence the effects of this type of diversity?
How do the two models of team development apply to flight crews? Describe a model that better depicts how flight crews develop over time. How could the team development process be modified to help prevent incidents like this in the future?
How did the locking of the cockpit door change the nature of the flight crew’s task? How did the change in policies after the crash address this issue?
Do you think student teams function best in an additive, disjunctive, or conjunctive manner? What are the advantages and disadvantages of each structure?
What type of roles do you normally take on in a team setting? Are there task or social roles that you simply don’t perform well? If so, why do you think this is?
How might bad tempers have contributed to the success of the entrepreneurs and tech titans discussed in the article? How and when might bad tempers be a disadvantage to these individuals?
In what ways do temper tantrums relate to the different forms of emotional intelligence?
Consider the formal definition of ability, and discuss whether the informal practices and traditions of IDEO really enhance emotional ability. What additional practices could IDEO use to enhance the emotional ability of its employees?
Consider the abilities required by IDEO and explain why you would, or would not, fit the job well.
Describe how the cognitive and emotional abilities mentioned in this case are associated with different aspects of job performance?
Consider your responses to the previous questions. Are cognitive, emotional, and physical abilities different in the degree to which jobs can be redesigned to accommodate people who lack relevant abilities? What are the implications of this difference, if there is one?
What do students think of the spaces designed by Steel case?
Consider the book that was recently written on how to excel at Teach for America’s selection process. If you were a hiring manager at Teach for America and a recruit noted that she’d utilized that book, would you view that as a plus or a minus? Could the availability of such books make Teach
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?
Which Big Five dimensions does Teach for America’s screening system seem to prioritize? Are there other dimensions that would seem relevant to the performance or commitment of teachers?
Do you agree that there would be “80% to 90% agreement” on whether an applicant possesses the 13 traits? Do you think Chipotle should assess the traits with an interview or with a more formal personality test?
Would being a leader in the company—either a general manager running a store or a middle manager in the corporate headquarters—require a different set of traits? If so, which traits would be subtracted from the set of 13 and which would be added?
Which traits would you want to see in “front line” employees at Chipotle? How do those compare to the 13 traits that the company actually uses?
Consider the profile of the United States on Hofstede’s cultural values, as shown in Table 9-3. Do you personally feel like you fit the United States profile, or do your values differ in some respects? If you served as an expatriate, meaning you were working in another country, which cultural
What is Nugget Market’s philosophy toward learning? Do you agree with it? Do you think it can work for every company?
What positives has Nugget Market seen through its devotion to training?
How does a crisis differ from other situations in which employees are called on to make decisions?
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?
How can a company ensure that lessons or knowledge learned in one section or area of the organization are transferred to other areas that might benefit from that knowledge? How important are experts in this regard?
Under what circumstances should a company tell employees to use their own intuition and tacit knowledge over and above what a rational computer program is telling them is the most efficient way to do their job?
How do you expect UPS drivers to react to ORION when much of their autonomy in decision making is taken away? Should UPS care?
Listening to the CEO’s share their lessons, how do their opinions reinforce the adage that companies can “do well by doing good?”
In reflecting on the CEO’s who are sharing their stories, what was it that most allowed them to do the right thing? Was it moral awareness, moral judgment, or moral intent?
When reflecting on Apple’s position atop Fortune’s “Most Admired Companies” list, how much of an impact does its corporate social responsibility have on that positioning? Do you think that impact will rise over time or stay stagnant?
Is Apple ethically obligated to more aggressively share its “lessons learned” with its competitors in the computer, tablet, and smartphone industries?
Should a company like Apple require suppliers to exceed—not just match—the prevailing standards for wages and working conditions in their home countries?
One of the ethical challenges faced by Uber—concerns about the privacy and use of the user data it collects—is shared by many tech firms. Is this the type of issue that will decrease in importance over time, with customers being desensitized to it? Or will it instead grow in importance?
What other aspects of organizational behavior do the incentives in the article speak to?
What motivational theories are at play in the incentives recommended in the article?
When it comes to complex work—like Netflix engineers analyzing data on customer viewing habits—will intrinsic or extrinsic motivators prove more effective? Why?
Which theories seem relevant to customers’ motivations (to pick certain titles), not just employees’ motivations (to perform their tasks well)?
To what extent do employees look to their CEOs for motivational signals? Do you think Netflix employees grow to be motivated by the same things that engage Hastings?
What’s your opinion on the transparency issue? Would the system function more or less effectively if all of the snapshot numbers were shared with employees? Why do you feel that way?
The old system relied on more than just the opinions of team leaders, given the importance of objectives, consensus meetings, counselors, and so forth. If you were a Deloitte employee, would you feel comfortable with giving team leaders such a pivotal role in your evaluation (and compensation)?
What do you think of the four statements Deloitte is now using as performance snapshots: “Given what I know of this person’s performance, I would always want him or her on my team.” “This person is ready for promotion today.” “Given what I know of this person’s performance, and if it
Assume that you were working on a group project and that one of your teammates was nervous about speaking in front of the class during the presentation. Drawing on Figure 6-3, what exactly could you do to make your classmate feel more confident?
How do employees cope with job insecurity, and how might this be contributing to the strains? What can organizations do to help mitigate this issue?
What type of stressor is job security? Describe the different types of strains caused by job insecurity?
What could Best Buy do to manage employee stress during the organization’s transformation?
How important is where one works, in comparison to what one is doing? How much does suburb vs. city seem to matter, and how critical does a sense of safety tend to be?
For the companies featured in the article, how might the things they do improve organizational commitment for millennials?
Which types of organizational commitment might differ from millennials to members of older generations?
If you were in charge of human resources at Costco, would you retain the philosophy of sending rank-and-file employees to school rather than hiring business school graduates? Why or why not?
What would a “perfect turnover rate” be for a company like Costco? Describe the consequences of a turnover rate that’s too low
How exactly does Costco’s low turnover rate help it in its battle against Walmart? Will any of those factors also help against Amazon?
How sensitive to you think you are to corporate image, whether when applying for jobs or staying with an employer? Do you think image advertising is capable of helping with these sorts of issues? Why or why not?
Are there ways in which such a crisis could strengthen your organizational commitment? Which form (or forms) would be strengthened?
If you were working in a company that struggled through a crisis like Goldman’s, how exactly would that experience harm your organizational commitment? Would the impact be felt most intensely with affective, continuance, or normative commitment?
How could companies manage bullying through performance feedback?
On which specific dimension of job performance is this article focused? Why do you believe such a high percentage of employees leave their jobs because of this problem?
Describe the potential advantages and disadvantages associated with rotating engineers through the racing teams. Explain how the experience on the racing teams could be used to develop GM employees who have other types of jobs?
Which dimensions of job performance do you think General Motors is emphasizing now? How might the change in emphasis improve the likelihood that General Motors can compete effectively?
Which dimensions of job performance do you think General Motors emphasized prior to their revitalization effort? What are the advantages and disadvantages of this emphasis? How did this emphasis likely contribute to the company’s problems?
Describe the potential advantages and disadvantages associated with rotating engineers through the racing teams. Explain how the experience on the racing teams could be used to develop GM employees who have other types of jobs?
Which dimensions of job performance do you think JPMorgan Chase is emphasizing now? In what ways will this shift in emphasis help the company? Might there be reasons to believe the shift in emphasis will hurt the company?
Which dimensions of job performance do you think JPMorgan Chase emphasized prior to the financial crisis and the costly legal problems that followed? In what ways did this emphasis contribute to both to the company’s success and its problems?
What would be the arguments in favor of hiring PhD’s, for the companies in the article?
What would be the arguments in favor of hiring PhD’s, for the companies in the article?
Chouinard argues that “tedium is easier to take when it has meaning.” Which checklist ingredients seem most promising for creating meaning? Would you add any additional suggestions to increase meaning further?
Which checklist ingredients do you think are most uncommon in organizations? Do those ingredients seem to be promising avenues for creating sustained competitive advantage?
Consider the skepticism that some engineers seem to feel about management at Google. How common do you think that attitude is in today’s organizations? What can be done to combat such attitudes?
What do you think of the Oxygen 8 behaviors? Does it surprise you that those eight were the most vital in an organization like Google? Which would you view as most important and why?
If you set out to prove that “managers matter” in a company, how would you do it? What data would you want to gather, and what would you look for in those data?
Which of the Individual Mechanisms in Figure 1-1 (job satisfaction, stress, motivation, trust, justice, and ethics, learning and decision-making) seems to drive your performance and commitment the most? Do you think you’re unique in that regard or do you think most people would answer that way?
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?Assuming you possessed the right technical skills, would a job at
What are the main forms of electronic communication? What are their unique benefits and challenges?
What are the four types of teams?
Compare contemporary theories of motivation.
Contrast reinforcement theory and goal setting theory.
Compare and contrast goal-setting theory and management by objective.
1. Do you think people see themselves as more ethical than they really are? And you?2. The authors of one study noted that “disclosures can exacerbate [unethical behavior] by causing people to feel absolved of their duty to be objective.” Do you agree? Why or why not?3. Do you think if we
What is creativity, and what is the three-component model of creativity?
What are the influences of individual differences, organizational constraints, and culture on decision-making?

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Organizational Behavior 15th edition Stephen P. Robbins and Timothy A. Judge - Solutions

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