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The view that effective leaders need to be aware of, feel comfortable with, and act
consistently with their values, personality, and self-concept is known as
transformational leadership.
Job evaluation mainly supports the competency approach to rewards.
The three stages of socialization are pre-employment socialization encounter, and role
management.
The problem-solving conflict management style involves a high degree of assertiveness
and cooperativeness.
Employees are more likely to feel empowered in jobs with a high degree of autonomy,
task identity, and task significance.
Emotional contagion provides ambiguous feedback and communicates that the listener
does not empathize with the sender.
People are more persuasive when they rely on logical arguments and avoid emotional
appeals.
Emotional intelligence refers to how an individual behaves, not the abilities of that
individual.
An example of a ritual is how visitors are greeted as they enter the company's offices.
Until the 1930s, most organizational research and practice tried to improve work
efficiency by changing working conditions and job duties. Employee thoughts and
feelings were ignored and usually considered irrelevant.
