100% satisfaction guarantee Immediately available after payment Both online and in PDF No strings attached
logo-home
Previously searched by you
Previously searched by you
logo
ORGB 3201 FINAL EXAM | QUESTIONS AND ANSWERS $11.99
Add to cart
Quickly navigate to
Preview
  2.  
  3. ORGB 3201
  4.  
  5. ORGB 3201

Exam (elaborations)

ORGB 3201 FINAL EXAM | QUESTIONS AND ANSWERS

 0 purchase
  • Course
  • ORGB 3201
  • Institution
  • ORGB 3201

ORGB 3201 FINAL EXAM | QUESTIONS AND ANSWERS Allocation Preferences Theory - - Different allocation strategies serve distinctive purposes - maximizing collective performance and productivity or preserving group harmony and solidarity - Beneficial and detrimental effects on a social system (e.g...

[Show more]

Preview 3 out of 20  pages

Document information

  • September 9, 2024
  • 20
  • 2024/2025
  • Exam (elaborations)
  • Questions & answers

Subjects

  • orgb 3201 final exam questions and answers alloc

Written for

  • ORGB 3201
  • ORGB 3201

Seller

avatar-seller
Mboffin

Reviews received

Content preview

ORGB 3201 FINAL EXAM | QUESTIONS AND
ANSWERS

Allocation Preferences Theory - - Different allocation strategies serve distinctive
purposes - maximizing collective performance and productivity or preserving group
harmony and solidarity

- Beneficial and detrimental effects on a social system (e.g., workgroups) as well as the
individuals with the social system

- Two core principles: Equity and Equality

- Inclusiveness & diversity ideology: Meritocracy and Egalitarian

Reward System, Culture, and Strategy (Org. Design) - Alignment with culture and
strategy

Unintended Consequences of Monetary Incentives - - Undermine collaboration,
performance, and creativity
- Increase cheating and other forms of unethical behavior

Unintended Biases Triggered by Meritocracy - Biases in rewards and promotions
toward women

Right Answers vs Better Answers - "Better" implies some metric of judgment, some
sense of progress, some vision of the "good"

What is OB? - - The science of behavior in work organizations
- An applied social science that builds on more basic social sciences (Psychology and
sociology, as well as political science and economics, among others)
- OB scholars discover & integrate social science findings to address behavior-related
issues in organizations

What are the 3 Components of Org Behavior? - - organizations
- groups
- individuals

What is the goal of Organizational Behavior? - To investigate the impact on behavior
within organizations, for the purpose of applying such knowledge towards improving an
organization's effectiveness and individual work.

4 Components of an Organization - - organization structure
- network

,- organization culture
- organization change

6 Components of Team Processes - - Team Foundations & Compositions
- Motivations
- Performance Management
- Leadership
- Power
- Creativity & Entrepreneurship

5 Components of Individual Development - - Individual decision making
- social influence & persuasion
- ethics & mortality
- personality & values
- negotiations

AI Development Principles - - Be socially beneficial
- Avoid creating or reinforcing unfair bias
- Be built and tested for safety
- Be accountable to people
- Incorporate privacy design principles
- Uphold high standards of scientific excellence
- Be made available for uses that accord with these principles

Why do strong connections matter in terms of Well-Being? - - Reduced negative
feelings
- Enhanced self efficacy
- Improved physiological/psychological health
- Job satisfaction, involvement, commitment
- Healthy life habits

Why do strong connections matter in terms of Individual/Group Performance? - -
Intellectual stimulating
- Mutual learning & broad thinking
- Increased cooperation & resilience
- More creative
- Less conflict and ambiguity
- Stronger commitment
- Increased performance

Successful Teams... - - Set clear and collective goals
- Keep transparency among team members
- Start with good plans (Participative)
- Embrace conflicts - task oriented
- Citizenship & accountability of team members
- Team cohesiveness

, STARS Approach: Executive Summary - Framed as your understanding of problem,
your approach to analysis, and your recommendation. Not just summary of the case.


STARS mApproach: mSituation mAnalysis m- m mPulling mthe mmost mrelevant mexternal mand
minternal mfactors mwhen mmaking myour margument. mPush mbeyond mthe mobvious. mNot mbusy

mwork. mResearch-supported.




STARS mApproach: mTask mAnalysis m- m mCan myou mmove mfrom mcomplexity mof minformation
mto ma mclearly mdefined mtask... mdoes mthis maddress mshort- mand mlong-term missues... mis mit

mstrategic mand mpractical?




STARS mApproach: mAlternative mSolutions m- m mGiven mthis mtask, mcan myou moutline ma mset mof
mviable mand mcomparable malternatives, mnoting mtheir mrespective mstrengths mand

mweaknesses?




STARS mApproach: mRecommendations m- m mDo myou mhave ma mclear mlogic mfor mthe mreason
mwhy myou mare mchoosing mwhat myou mchoose m(multiple mcriteria, mweighted m in mimportance)?

mDoes mthis mrecommendation mgive mdetails mand mways mto mmitigate mthe mdownsides mof many

mreal msolution?




Team mEffectiveness m- m m- mContext
m- madequate mresources

m- mleadership mand mstructure

m- mclimate mof mtrust

m- mperformance mevaluation m& mreward msystem

- mcomposition
m- mabilities/personalities mof mmembers

m- mallocating mroles

m- msize mof mteams/diversity

m- mmember mflexibility/preferences

- mProcesses
m- mcollective/shared mpurposes/goals

m- mindividual mgoals/boundaries

m- mteam mstructure

m- mmotivating mmembers m(intrin m& mextrin)

m- mconflict mmanagement m

m- mleadership mskills




Why mStructure mFirst? m- m m- mStructure mis mone mcentral marea mof mthe morganization
- mProvides mthe mpegs mon mwhich mthings mlike mthe minformal morganization m(routines,
mnetwork, mculture) moften mhinge

- mUnlike msome mof mthe msofter mareas mof mthe morganization m(e.g. mculture mor mskills),
mstructure mcanbe mchanged mrelatively mquickly mwith msignificant meffects

The benefits of buying summaries with Stuvia:

Guaranteed quality through customer reviews

Guaranteed quality through customer reviews

Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.

Quick and easy check-out

Quick and easy check-out

You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.

Focus on what matters

Focus on what matters

Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!

Frequently asked questions

What do I get when I buy this document?

You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.

Satisfaction guarantee: how does it work?

Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.

Who am I buying these notes from?

Stuvia is a marketplace, so you are not buying this document from us, but from seller Mboffin. Stuvia facilitates payment to the seller.

Will I be stuck with a subscription?

No, you only buy these notes for $11.99. You're not tied to anything after your purchase.

Can Stuvia be trusted?

4.6 stars on Google & Trustpilot (+1000 reviews)

67418 documents were sold in the last 30 days

Founded in 2010, the go-to place to buy study notes for 15 years now

Start selling
$11.99
  • (0)
Add to cart
Added