O dominant culture is where the majority of members

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Unformatted text preview: perception o Cultural Context High > cultures that rely heavily on what is not said Low > cultures that rely heavily on what is said o Overcoming Cross Cultural Differences Assume differences until similarity is proves Emphasize description rather than interpretation of evaluation Be empathetic Treat your interpretations as a working Hypothesis “Power and Politics” – Chapter 8 THE KEY CORE CONCEPTS: • Power is the capacity that A has to influence the behaviour of B, to do whatever A wants Bases of Power o Coercive Power is based on fear o Reward Power achieves compliance based on the ability to distribute rewards that is viewed as valued o Legitimate Power is received as a result of his or her position in the hierarchy o Expert Power is influences based on special skills or knowledge o Referent Power is possessed by an individual of desirable resources or personal traits o Information Power comes from access to and control over information All met with commitment, compliance, or resistance! • What creates Dependency? o Importance, Scarcity, Nonsubstitutability • Influence Tactics o Rational Persuasion o Exchange o Inspirational Appeal o Coalitions o Consultation o Pressure o Ingratiation – using flattery o Legitimacy o Personal Appeals Political Skills is the ability to influence others in such a way as to enhance one’s objective • Empowerment: Giving Power to the Employees o Job Content is the tasks and procedures necessary for carrying out a particular job o Job Context is the reason for doing the job, reflects mission, objectives, and setting • Abusing Power o Bullying o Sexual Harassment • Political Behaviour are activities that influence the distributive advantages within the organization o Attacking or blaming others o Using Information o Managing Impressions o Building Support for Ideas o Praising others o Building Coalitions o Associating with Influential People o Creating Obligations “Conflict and Negotiations” – Chapter THE KEY CORE CONCEPTS: o Conflict is when a party perceives that another party is about to negatively affect them o Functional Conflicts are when it supports the goals of the group and improves its performance o Dysfunctional Conflicts hinder the group performance o Cognitive Conflict is task- orientated and related to differences in perspective and judgments o Affective Conflict is emotional and aimed at a person rather than an issue o Sources of Conflict o Communication, Structure, Personal Variables o Conflict Management Strategies o Forcing. Imposing one’s will on the other party o Problem Solving. Trying to reach a satisfied agreement o Avoiding. Ignoring or minimizing the problem o Yielding. Accepting the will of the other party o Compromising. Finding a balanced commercial o What can Individuals do to Manage Conflict? o Problem solving requesting a face to face meeting to identify and resolve o Developing Overarching Goals creates a shared goal between the two parties o Smoothing is playing dow...
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