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business
principles of organizational behavior

Questions and Answers of Principles Of Organizational Behavior

Demonstrate competence and consistency in professional behavior.
Infl uence your boss to adopt a given idea.
Use infl uence tactics and “weapons of social infl uence” to infl uence others informally.
Describe at least fi ve professionalism tactics for improving your impression.
Articulate methods for fostering a good relationship with one’s manager.
Explain the key infl uence principle for each type of social infl uence weapon.
Recognize the effectiveness of various forms of infl uence tactics.
Describe the role of norms and conformity on behavior.
Explain how patterns of dependence in organizations act as sources of infl uence.
Differentiate the concepts of power, infl uence, and authority.
How do you think top performers are likely to react?
Do you think that making vacation contingent upon performance is a good or bad idea? Why?
What principle of distributing rewards is P&G using?
Do you think P&G’s “across the board” days off reward will motivate employees to perform?
What kinds of metrics in a business organization might capture the same spirit as a basketball plus/minus index?
What lessons can be learned from this article in creating an evaluation for fi rst-line managers?
What concerns or questions would you have about using only this type of information in performance evaluation?
Why are people so skeptical of objective data, often choosing to use far more subjective metrics in their own evaluations?
In what ways does the Mavericks’ system of evaluation address the most common problems with performance evaluation?
Would it be worth a signifi cant investment in performance evaluation? Why or why not? What benefi ts could be achieved?
If you were a team owner, on what measures would you want your players evaluated?
How are professional basketball players typically evaluated, and what are problems/limitations with those typical appraisals?
Make a reassignment or termination decision.
Diagnose employee problems and manage them with performance improvement discussions and training.
Deliver effective performance feedback to a peer or an employee.
Overcome common errors in observing performance.
Evaluate job performance using multiple methods and multiple sources of data.
Set clear performance expectations.
Manage employee attitudes to reduce turnover.
Contrast consultative and expert coaching.
Articulate the key factors that contribute to effective performance feedback.
Understand the most prevalent errors in performance assessment.
Describe the advantages and disadvantages of different performance assessment methods.
Describe the major steps in the performance-management cycle.
Defi ne organizational citizenship and state its importance to organizational functioning.
Instead of focusing on cutting employees, this case argues that there are other routes to success(even in diffi cult times). Why do you think this is true? Can you think of cases where it may not be
Apply the expectancy theory of motivation to the case and explain what Gamal Aziz is doing well. Now, pick another theory discussed in the chapter and apply it as well. Can multiple theories provide
Using what you learned about rewards, identify some powerful rewards mentioned in the case and explain why they are so powerful.
Are these techniques limited to the hospitality industry or could they be incorporated into the daily routines of the multitude of organizations that perform business every day.
Is there value in selecting people with high motivation potential (see Chapter 12)?
What can individual managers do that refl ects the same strategies that the most motivating company environments embody?
Follow through with appropriate responses to behavior (an aversive consequence if the behavior has not changed or positive outcomes if the behavior has changed).
Monitor behavior, and reward desirable behavior.
Provide examples and time for questions regarding desired behaviors.
Explain consequences if the undesirable behavior does not change.
Allow questions and opportunities for clarifi cation.
Explain the problems the undesirable behavior is causing.
Describe the undesirable behavior.
Meet privately. Never punish in public.
Follow through with continued rewards should the positive behavior continue.
Monitor behavior and reward desirable behavior.
Provide examples and time for questions regarding desired behaviors.
Explain the consequences if the desirable behavior continues.
Explain the benefi ts that the desirable behavior is causing.
Describe the desirable behavior.
Is the job designed to maximize the core job dimensions? What can be done to make the job more motivating?
Are rewards proportional to effort and administered in a direct and timely way? Have you made sure that the outcomes are proportional to the effort needed?
Is the outcome important to the person? Do I really know what that person values at this point in time, and how do I know it? Am I offering something that person has told me he or she values?
Is performance rewarded clearly and in a timely fashion? Does the person have strong reason to believe that if the work is performed, the outcome will be delivered?
Does the person (or people) in question have the skills, training, and self-confi dence needed to perform as asked?
Are goals and performance expectations clearly communicated and understood?
Are those that go the extra mile generally paid the highest, and do such fi rms have the highest labor costs? If it is not just about the money, what is also at stake?
As a manager, what lessons can you draw from the Ritz-Carlton example regarding how to get people to go the extra mile?
Why do employees at RitzCarlton, who are not paid signifi -cantly more than people at other retail establishments, work so hard to provide remarkable customer service?
Use rewards effectively to improve motivation.
Create a motivational work environment using goal setting and reinforcement theory.
Design motivating work by applying the job characteristics model.
Diagnose motivational problems.
Explain different behavioral strategies available to a manager applying reinforcement theory.
Explain the conditions under which goal setting is most effective.
Explain how improving job characteristics increases work motivation.
Describe fi ve forms of job characteristics.
Articulate the benefi ts of rewards beyond money.
Explain the expectancy theory of motivation and its components.
Given that all stories are hardly created equal in their communication and persuasive power (meaning, there are a lot of bad and boring stories), what are some of the recurring elements that make for
Why is it that good stories carry more “punch” in conveying messages over time?
When you hear the story about the FedEx employee who lifted an entire drop box in order to make an on-time delivery, what does it make you think about FedEx and why?
Partnering with one or more fellow students, create a concept (and use Tableau if you have access) for a visual presentation that will bring a data set to life.
How do other new software tools like Prezi and Spotfi re compare with and/or complement tools like Tableau and PowerPoint?
What are the potential traps or limitations of this new technology?
What is Tableau doing that Excel or PowerPoint cannot?
What concerns might you have about the effective use of Tableau?
Is using a tool like Tableau considerably harder or more complicated than just presenting raw data?
What common communication failings does Tableau help overcome? Why do you think it has caught on so quickly and has such passionate users in today’s corporate world?
What makes certain data and information stick with you while most is either ignored or quickly forgotten?
Actively listen to gain shared understanding.
Communicate your wishes using empathy and unambiguous statements.
Choose the appropriate media for communication in various speaking circumstances.
Deliver a presentation that incorporates strategy, structure, support, style, and supplements.
Create a persuasive message that communicates personal credibility and evidence, while arousing people’s emotions.
Describe the strategies for listening more effectively.
Explain the barriers to active listening.
Articulate methods for overcoming common weaknesses in presentations.
Describe the key elements in making a communication “sticky.”
Describe the fundamental elements of persuasion.
Explain how the curse of knowledge creates a barrier to effective communication.
Compare how a strict universalist versus a strict utilitarian might view this dilemma.
What are the potential costs/benefi ts of this decision?
Who are the key stakeholders in this case upon which you might base your decision?
Should Merck pursue investment toward curing river blindness?Why or why not?

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