mgt500 questions
TRANSCRIPT
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8/13/2019 MGT500 Questions
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Christian Nelson
MGT 500 Final Exam
1. What is power? What is influence? Describe two of the six principles of influence.Illustrate how a manager would use these two principles of influence within the
functions of the managers job.Power is considered to be the capacity to affect others into changing their
behaviors or performing actions they might not otherwise perform. It is the potential or
ability to control resources and influence decisions. Influence is a power to sway or
affect based on attributes of prestige, wealth, ability or position. Where power evokes
fear, influence evokes respect. Influence resembles power but is more subtle and
indirect.
In Cialdini, we learned of the six principles of influence. One of those principles
of influence is Social Proof. As humans, we tend to congregate where the crowd is. The
old motto safety in numbers makes us feel like if everyone is doing it, so should I.
For example, were more likely to work late if others on our team are, put tips in a jarthat already has cash in it and eat in a restaurant that is busy. When we are uncertain
about something, this is the influential tactic we will respond to.
Another influence in Cialdini is the Liking principle. Here he says that we are
more willing to be influenced by people we like. We like people who are similar to us,
give us compliments and people who we trust. Companies employ this tactic with sales
people from within an area. Sales agents who are friends or professional acquaintances
with potential customers will probably enjoy greater success when dealing with those
individuals who are familiar with them and like and respect them.
As a manager, I would use the Social Proof principle by building a buzz around
my product or idea. I would support for my idea through those around me who are
influential within the company. For selling tactics, I would encourage people to talkabout it within social groups, use first-hand accounts on how great the product is and
publish literature that emphasizes the positive attributes of this product.
For the Liking principle, I would make sure that I am building good relationships
with people both inside and outside of the company. Trust and rapport in a valuable
tool that takes time and patience to develop. Every client is different so it is important
to have good listening skills as well as the emotional intelligence to realize that
everybody is different and reacts differently to similar situations. And the big bullet
point of Liking is BE REAL! No one likes a phony and people can spot you a mile away if
you are pretending to be something you are not.
2. Describe expectancy theory. Describe goal setting theory. Describe the relationshipbetween expectancy theory and goal setting theory. Illustrate how a manager would use
these two theories within the functions of a managers job.
Expectancy theory proposes that an individual will decide to behave or act in a
certain way based on the motivation of one behavior over another and the desired
outcome of that behavior. The individual believes that every behavior is connected to a
certain outcome and different levels of that behavior may be connected to different
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levels of that outcome. The employee then becomes more productive once they
perceive that the expectations of the desired outcome are about to be realized.
Goal setting theory is based on the assumption that behavior reflects a persons
goals. This persons efforts and performance is therefore based onthe goals assigned or
selected. In business, goal setting is necessary to achieve results that can be measured
and defined on an individual basis. Every member has a role to play and is accountablefor their results. There is little room for error or lack of effort.
Latham states that goal-setting theory has a positive relationship between the
difficulty of the goal and the level of an individuals performance. It is the expectancy of
success based on difficulty of the goal that creates a negative relationship between the
success and performance. Expectancy theory, on the other hand, derives its positive
relationship between the individuals expectancy of success and therefore his/her
performance.
For a manager to use an expectancy theory model, they must first select capable
workers and train them properly. They then must be able to support them and set clear
goals. Next they must clarify the possible rewards for performance and those criteria
which decide the rewards structure based on the performance. Finally, the manager
must evaluate performance to identify needs and match rewards to the needs.
In order to implement a goal-setting theory model, the manager and
subordinates must jointly establish performance goals and clarify who is responsible for
what. Next, subordinates must perform tasks while manager supervises, coaches, and
provides support. Finally, manager and subordinates must jointly evaluate results and
actively participate in performance review to identify needs and match rewards to
needs.
3. Organizational culture is an important factor to consider across the functions ofmanagement. How does organizational culture play a role in human resourcemanagement? How does organizational culture play a role in planning and managing
organizational change? Provide two examples for each.
HR departments play an important role in setting the tone of the company. They
model how the company and employee should act in order to create a positive working
environment. The policies and procedures that are issues through HR filter down within
the company and affect all individuals involved with the organization. Two of the main
functions of HR are to select and retain the right employees for the job.
The selection process starts the planning of how many employees are needed
and whether the employee needs are short-term or long-term. Recruitment of
employees who best fit the job or organizational criteria are pooled together andselection can now be made based on applicantsknowledge, skill, ability or other
characteristics that make them the right person for the job.
Once you have hired the right employee, you have to retain them. Employee
turnover costs businesses time and lost productivity. A few tactics organizations can
employ are offering a fair and competitive benefits package, financial incentives such as
raises and bonuses, and communicating to employees what is expected of them and
how they can grow within the company.
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Culture plays a huge role in a companys ability to successfully change the way
thing are done within the organization. The longer a culture has been within a
company, the harder it can be to get employees to buy in to the changes ahead. In
Kotter, we read how a company can properly plan for a shift in culture so as to avoid
much resistance. Creating a sense of urgency for change can motivate employees to
accept and embrace change and garner support from individuals within the company.Coalitions may need to be formed to help convince people that change is necessary for
the continued success, and ultimately their employment, to continue.
4. What is the great man theory of leadership? Describe how the great man theories ofleadership influence our current understanding of effective leadership.
The great man theory suggests that leaders are born, not made and that
history can largely be explained by heroes who are highly influential people that had
traits of charisma, intelligence and wisdom, or political savvy and used that influence in
a way that had historical impact. This theory is considered the original leadership theory
and although it has been left a little on the sidelines, it has been the theory that many
others have been built upon.
Throughout history you can look at individuals in positions of power and see that
in some instances these have been obtained through social status and/or birthright.
Individuals of a lesser status do not seem to have them same opportunities to develop
social or leadership skills and in this regard enforces this theory that leadership is
inherent. Within more modern times, opportunities have become more accessible and
therefore the great man theory has evolved into other theories of leadership.
5. Describe Kotters 8-step process of change management. Provide examples to illustrateyour understanding of the process.
Change can be scary and individuals within an organization may be reluctant toembrace the change necessary for the company to be successful. Kotters eight step
process of change management can help people understand why change is necessary
and keep help them motivated during that process.
The eight steps include:
Urgency-identify threats and opportunities and how they could affect
companys future.
Creating Coalition-to assist in convincing people that change is necessary.
Develop mission- a clear vision can help people understand why
company is changing.
Communicate-talk often and honestly about the vision so people dontlose focus.
Empower employees-to take action in order to remove
obstacles/barriers (structural, skills, systems, and supervisors).
Generate short-term wins-nothing motivates a team more than success
through sure-fire projects with least resistance.
Consolidate change- dont declare victory too early. Real change takes
time so build on successes along the way to goal.
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Anchor change into culture-make changes part of the way things are
done (culture) and continue to discuss progress.
6. Recommend practices organizations can use to retain effective employees. How and whywould these practices improve employee retention? Provide an example.
Retention practices should involve tools that reduce turnover within theworkplace by retaining competent and high-performing employees. Low turnover can
also help the company reduce added expenses through eliminating additional hiring and
training and can also help raise productivity in a workplace that is staffed by happy and
content employees.
Organizations can build a low turnover workplace by focusing on fundamentals
of recruitment & selection, training & development, and compensation & rewards.
Effective performance management can help direct and motivate employees by defining
clear performance goals through performance appraisals and feedback, thereby,
maximizing efforts through linking rewards and/or consequences to results.
In the past, raises and bonuses were the common means of keeping employees
happy. Today, employers are finding additional methods of creating compensation and
rewards programs through examples of tuition reimbursement, wellness programs and
internal promotions. Some of these types of compensation packages rely more on the
intrinsic nature of employee satisfaction which brings additional value to the workplace.
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REFERENCES
Montag, T. (2013) Module 4Lecture 5: Power.
Montag, T. (2013) Module 4Lecture 6: Influence.
Cialdini, Robert B. Influence: Science and Practice. 5th ed. Boston: Pearson Education,
Inc., 2009. 97-172. Print.
Montag, T. (2013) Module 4Lecture 7: Expectancy Theory.
Montag, T. (2013) Module 4Lecture 8: Goal-Setting Theory.
Latham, Gary P. Work Motivation: History, Theory, Research, and Practice. 2nd ed.
Thousand Oaks: SAGE Publications, Inc., 2012. 66. Print.
Montag, T. (2013) Module 5Lecture 2: HRM-Selecting the Right Employees.
Montag, T. (2013) Module 5Lecture 3: HRM-Retaining the Right Employees.
Montag, T. (2013) Module 5Lecture 4: Planning for Organizational Change.
Kotter, John P. Leading Change. Boston: Harvard Business Review Press, 2012. Print
Montag, T. (2013) Module 4Lecture 2: Trait Approach to Leadership.