COLLAB 2N03 Study Guide - Final Guide: Agreeableness, Social Loafing, Expectancy Theory
1. Last 7 questions are teal questions
2. Chapter 1:
a. Pages 4 to 25- introduction and history, only 7 quesitons. Easy mc come from
things like full understanding of definition of organizations and therefor what is ob
and why is ob important, why is study and practice so important. How does the
chapter give you examples. MOST of the questions are coming from the timeline.
Two questions from traditional, two from human relations what it is, whos in
there, what are the approaches. Human resources beyond is a teal question
since its not in the textbook, contingency/systems perspective. Whats in there,
the ice berg, above and below waterline, uncertainty and perplexity. 1 or 2
questions on Mangerial minds, agendas, activities, roles – minztebergs roles is
super important learn this.
3. Chapter 2:
a. Pages 44 to 53
b. 8 questions on personality. Easy questions, know what personality means. Pick
off critical words like relatively stable, trait. How does personality connect with ob.
How does it affect motivation, culture, power and politics, how does it affect
leadership. If I were a manger, why would I need to know about personality.
Personality values and attitudes.5 FACTOR MODEL – the big five. This is
evidence of high vs low agreeableness etc. you have big 5, locus of control,
positive. GSE vs CSE. Questions come from theories, we gotta apply. Determine
high vs low for each trait.
4. Chapter 3: Pages 82 to 108. 20 questions from perception. What is in the perceptual
process. Social identify theory – whats it look like, what can it lead to, how can we see it
in work place. 5 stage and burners model – need to know both. Study EACH of the 5
stages. What does the perceiver and target bring and do to impact interpereation, what
is the primary condition that occurs during the interperation phase – attribution. What is
looks like to make the two kinds: dispositional and situational examples. Know all the
errors – read a scenario being faced and then figure it out what it is. Attirubtion has its
own errors –FAS, double or triple stage question like which two errors are occurring in
this scenario. The 3 cues are important, you’ll get more than one question remember the
folded peiece of paper. Perception in the work places, how does this stuff play out.
Diversity mamangement and sterotyping. Managing diversity, bulding trust,
harrassement. Connect perceptions to interviews, recruiting, as they play out in errors
when your getting an apprasisal – is there a harshness effect, etc – question comes right
5. Chapter 4:
a. Pages 120 to 123. Personality values and attitudes. Defination of value or values.
6 questions from here. Know generalational differences. Undersand what each
thing values like gen x, baby boomers, cause of generation gap. Cultural
differences SUPER important, hoffstead study, starts on page 124. Diversty and
diversity management. What does it mean if I have a global customer in mexico,
individualism vs collectism, differeces between low and high. Attitudes as well,
what is an attitude – you develop them and personality and how you’ve been
treated can contirubute to them. What are the three types of organizational
developments. Determinants of job satisfaction and concequences – read why
they are an issue and what they can look like. Question on all 3 fairnesses –
contibrutor to job satisfaction and stuff page 128 to 130.
6. Chapter 5 and 6 and 2 pages 54 to 69: Motivation
a. 26 questions
b. Content cognitive contextual, four theories in content, 3 theorie in cognitive, 4
clumps of stuff, theories embedded in contextual. Rienforcements – positive
negative punishment extinction etc. read scenario and tell me what this is. Equity
theory, is this an input or output is there equity who will feel inequity, expectancy
theory E to P. which of the following is a behaviour exhibitied by someone
suffering from low E to P motivation. All of the following are in maslows needs
except… name of managerial technique that puts reincofrement theory into play,
goal setting principles, MBO, Collins, implications,
7. Chapter 7: Group dynamic
a. PAGES 230 – 244
b. 7 questions
c. Means, ends, personal characteristcs, formal, informal, performing and adjoining,
punctional equilibrium – nothing about midway. TEAL question about midpoint
transition is not truly midway, additive disjunctive and junctive – how to structure
a group and what size is right. Gotta look at tasks. TEAL Q: form follows function
inregards to resturucting. Process losses, synergy definition, the trials of dealing
with diversity in a group, why is it difficult and whats the problem with it, norms,
rules and roles. Conflict, ambiguity, all the conflicts. Question on social loafing.
8. Chapter 10: communication: pages 354 to 378
a. 10 questions
b. Communication puzzle, sender receiver, study more complex model aka the
page 354 exhbit.1 trasnmiting stage, decoding etc that chart ting. Chain of
command, deffiencies in a change of command. Pick up right answer to this: all
of the following are examples of good employee emloyeer communication
except. Confliction role demand, mum effect, grape vine. Pros and cons.
Question on grapevine and jargon, body language, non verbal shit, gender
differences, cross cultural- language, cultural context, ettiqute, social convention.
Be able to recognize male vs female shit. Question on computer mediated stuff –
non verbal cueing, what are examples in the textbook that teal didn’t give us.
How to improve communication – personal and organizational communication.
9. Chapter 11:
a. Individual decision making
b. Page 386 to 400, 9 questions
c. Diff between rational and bounded. Rational decision making, bounded
rationality. Lots from bounded. What is all the proof that says were bounded.
d. Escalation of committeent
10. Teal Questions: TEAL
a. Not in textbook
b. Last 7
c. Thermostat, S+T=R, what does above and below the waterline mean
d. Career coaching
1. Hard: which of the following statement about cultural value of power is false: Hoffstead
2. Difficult: according to expentacy theory of motivation, if we find tht workers feel that they
are unable to perform at a high level, we are experiencing a problem of:
3. Easy: sticking with strict change of command, is most likely to impede _____
4. Individual decision making can be
5. A performane appraisal system that has been adopted by severa companies to enhacce
communication is called: 360
6. Bob resigns from a job his friends consideres to be good. What is a dispositanal