MGT 205 Final Exam

Utilitarian, Moral, Practical, Justice

An ethical decision should produce the greatest good for the greatest number of people

An ethical decision should maintain and protect the fundamental rights and privileges of people.

An ethical decision should be one that a manager has no hesitation about communicating to people outside the company because the typical person in society would think the decision is acceptable.

An ethical decision should distribute benefits and harm among people in a fair, equitable and impartial manner.

Managers, Customers, Community/Society/Nation-State, Suppliers/Distributors, Employees

Technological, Sociocultural, Demographic, Political/legal, Economical (TSDPE trashy sluts don't putout enough)

Competitors, Distributors, Customers, Suppliers (CDCS)

A routine, virtually automatic process that follows established rules or guidelines. Conceptual, Human, and Technical Skills.

required for non routine decisions, made in response to unusual or novel opportunities and threats

Interpersonal, Intragroup, Intergroup, Interorganizational

Between individual members of an organization occurring because of differences in their goals or values.

Conflict that arises within a group, team, or department

Conflict that occurs between groups, teams, or departments

Arises across organizations

Each party is concerned about their goal accomplishment and is willing to engage in give-and-take exchange to reach a reasonable solution

Parties try to handle conflict without making concessions by coming up with a new way to resolve their differences that leave them both better off.

A person who simply gives in to the counterpart's interests, values, and goals

Two parties try to ignore the problem and do nothing to resolve the disagreement

Each party tries to maximize its own gain and has little interest in understanding the other's position

Heuristics, Prior hypothesis, Representativeness Bias, Illusion of control, Escalating commitment

Rule of thumb

Use of strong prior beliefs amongst two variables

Generalize from a small sample

The tendency to overestimate one's own ability to control activities and events

Tendency to commit additional resources to an event even though evidence shows that it is failing

Process of drawing upon the combined skills, competencies, and accumulated knowledge of group members and thereby improve the ability to generate feasible alternatives and make good decisions

• 1.Who are
• your customers?

• 2.What
• customer needs will the SARF satisfy?

• 3.How will
• the SARF satisfy the customer needs?

A cluster of decisions about what goals to pursue, what actions to take, and how to use resources to achieve goals

An essential managerial task and process that managers use to identify and select appropriate goals, and courses of action for the organization.

Information, Power, Timing

What If, SWOT, Michael Porter's Five Forces

Low Cost, Differentiation, Focused Low Cost, Focused Differentiation

Keeping costs below organization's rival

Creating a distinguishing product

Serving one segment of the overall market, and trying to be the lowest-cost organization serving that segment.

Serving one segment of the overall market and trying to be the most distinguishable organization in that segment

Financial measures of performance, operating budgets, organizational goals

Direct supervision, management by objectives, standard operating procedures

The control exerted on the employees by shared values, norms and expectations of the culture

To make a change, one must raise forces for change (medication, working out) and lower resistence to change (eating fatty foods)

First and top line managers meet to discuss goals, and review progress periodically

The movement of an organization away from its present state toward a desired future state to increase its efficiency and effectiveness

Inputs from organizational members (time, effort, experience), performance (contribution to organizational wellness), outcomes received by organizational members (pay, benefits, security)

The belief that effort (input ) will result in a certain level of performance

Focuses on people's perceptions of the fairness (or lack of) of their work outcomes in proportion to their work inputs

Individual, Group plans, Organizational plan (When individual, group are capable of being measures vs org when they cannot)

Interests, and/pr, values and/or goals of different individuals are incompatible and the individuals thwart one another's attempts to achieve their objectives.

Low: too little conflict causes performance to suffer

Optium level: leads to effective decision making and high performance

High: Too much conflict causes performance to suffer

Listen actively, win yourself a hearing, work to a joint solution