A<\/b><\/p>\n
Accommodating, the willingness of one party in a conflict to place the opponent’s interests above his or her own<\/em><\/p>\n <\/em>Adjourning stage, the final stage in group development for temporary groups, characterized by concern with wrapping up activities rather than task performance<\/em><\/p>\n Affect, a broad range of feelings that people experience<\/em><\/p>\n Affect intensity, individual differences in the strength with\u00a0which individuals experience their emotions<\/em><\/p>\n Affective commitment, an emotional attachment to the\u00a0organization and a belief in its values<\/em><\/p>\n Affective component, the emotional or feeling component of an attitude<\/em><\/p>\n Agreeableness, a personality dimension that describes someone who is good natured, cooperative, and trusting<\/em><\/p>\n Anchoring bias, a tendency to fixate on initial information, from which one then fails to adequately adjust for subsequent information<\/em><\/p>\n Anthropology, the study of societies for the purpose of learning about human beings and their activities<\/em><\/p>\n Appreciative inquiry (Al), an approach that seeks to identify the unique qualities and special strengths of an organization, which can then be built on to improve performance<\/em><\/p>\n Attitudes, evaluative statements, either favorable or unfavorable, concerning objects, people, or events<\/em><\/p>\n Attribution theory, an attempt to determine whether an individual’s behavior is internally or externally caused<\/em><\/p>\n Attribution theory of leadership, leadership is merely an attribution that people make about other individuals<\/em><\/p>\n Authentic leaders, leaders who know who they are, know what they believe in and value, and act on those values and beliefs openly and candidly; their followers would consider them to be ethical people<\/em><\/p>\n Authority, rights inherent in a managerial position to give orders and expect the orders to be obeyed<\/em><\/p>\n Autonomy, the degree to which a job provides substantial freedom and discretion to the individual in scheduling the work and in determining the procedure to be used in carrying it out<\/em><\/p>\n Availability bias, the tendency for people to base their judgments on information that is readily available to them<\/em><\/p>\n Avoiding, the desire to withdraw from or suppress a conflict<\/em><\/p>\n B<\/b><\/p>\n BATNA, the best alternative to a negotiated agreement; the least the individual should accept<\/em><\/p>\n Behavioral component, an intention to behave in a certain way toward someone or something<\/em><\/p>\n Behavioral theories of leadership, theories proposing that specific behaviors differentiate leaders from nonleaders<\/em><\/p>\n Big Five Model, a personality assessment model that taps five basic dimensions<\/em><\/p>\n Bonus, a way to reward employees for recent performance rather than historical performance<\/em><\/p>\n Boundaryless organization, an organization that seeks to eliminate the chain of command, have limitless spans of control, and replace departments with empowered teams<\/em><\/p>\n Bounded rationality, a process of making decisions by constructing simplified models that extract the essential features from problems without capturing all their complexity<\/em><\/p>\n Brainstorming, an idea-generation process that specifically encourages any and all alternatives while withholding any criticism of these alternatives<\/em><\/p>\n Bureaucracy, an organization structure with highly routine operating tasks achieved through specialization, very formalized rules and regulations, tasks that are grouped into functional departments, centralized authority, narrow spans of control, and decision making that follows the chain of command<\/em><\/p>\n C<\/b><\/p>\n Centralization, the degree to which decision making is concentrated at a single point in the organization<\/em><\/p>\n Chain of command, unbroken line of authority that extends from the top of the organization to its lowest echelon and clarifies who reports to whom<\/em><\/p>\n Challenge stressors, stressors associated with workload, pressure to complete tasks, and time urgency<\/em><\/p>\n Charismatic leadership theory, a leadership theory that states that followers make attributions of heroic or extraordinary leadership abilities when they observe certain behaviors<\/em><\/p>\n Coercive power, a power base that is dependent on fear of the negative results from failing to comply<\/em><\/p>\n Cognitive component, the opinion or belief segment of an attitude<\/em><\/p>\n Cognitive dissonance, any incompatibility between two or more attitudes or between behavior and attitudes<\/em><\/p>\n Cohesiveness, the degree to which members are attracted to each other and are motivated to stay in the group<\/em><\/p>\n Collaborating, a situation in which the parties to a conflict each desire to satisfy fully the concerns of all parties<\/em><\/p>\n Collectivism, a tight social framework in which people expect others in groups of which they are a part to look after them and protect them<\/em><\/p>\n Command group, individuals who report directly to a given manager<\/em><\/p>\n Communication apprehension, undue tension and anxiety about oral communication, written communication, or both<\/em><\/p>\n Communication process, the steps between a source and a receiver that result in the transfer and understanding of meaning<\/em><\/p>\n Competing, a desire to satisfy one’s interests, regardless of the impact on the other party to the conflict<\/em><\/p>\n Compromising, a situation in which each party to a conflict is willing to give up something<\/em><\/p>\n Confirmation bias, the tendency to seek out information that reaffirms past choices and to discount information that contradicts past judgments<\/em><\/p>\n Conflict, process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about<\/em><\/p>\n Conflict management, the use of resolution and stimulation techniques to achieve the desired level of conflict<\/em><\/p>\n Conflict process, a process that has five stages: potential opposition or incompatibility, cognition and personalization, intentions, behavior, and outcomes<\/em><\/p>\n Conscientiousness, a personality dimension that describes someone who is responsible, dependable, persistent, and organized<\/em><\/p>\n Consideration, the extent to which a person is likely to have job relationships that are characterized by mutual trust, respect for employees’ ideas, and regard for their feelings<\/em><\/p>\n Contingency variables, situational factors; variables that moderate the relationship between two or more other variables<\/em><\/p>\n Continuance commitment, the perceived economic value of remaining with an organization compared to leaving it<\/em><\/p>\n Contrast effect, evaluation of a person’s characteristics that is affected by comparisons with other people recently encountered who rank higher or lower on the same characteristics<\/em><\/p>\n Core self-evaluations, the degree to which an individual likes or dislikes himself or herself whether the person sees himself or herself as capable and effective, and whether the person feels in control of his or her environment or powerless over the environment; bottom-line conclusions individuals have about their capabilities, competence, and worth as a person<\/em><\/p>\n Core values, the primary or dominant values that are accepted throughout the organization<\/em><\/p>\n Cost-minimization strategy, a strategy that emphasizes tight cost controls, avoidance of unnecessary innovation or marketing expenses, and price cutting<\/em><\/p>\n Creativity, the ability to produce novel and useful ideas<\/em><\/p>\n Cross-functional teams, employees from about the same hierarchical level, but from different work areas, who come together to accomplish a task<\/em><\/p>\n","protected":false},"excerpt":{"rendered":" A Accommodating, the willingness of one party in a conflict to place the opponent’s interests above his or her own Adjourning stage, the final stage in group development for temporary groups, characterized by concern with wrapping up activities rather than task performance Affect, a broad range of feelings that people experience Affect intensity, individual differences 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