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Diversity awareness programs mainly educate employees about the value of diversity
and problems with stereotyping.
Buffers tend to resolve conflict by reducing the level of interdependence between the
conflicting parties.
Values are stable, evaluative beliefs about what is important in a variety of situations.
Affective commitment refers to a calculative attachment to remain in the organization.
Self-concept and past experiences regulate a person's motivated decisions and behavior,
but social norms have little to no influence on them.
Involving several people in the evaluation of a decision weakens the decision
evaluation process.
Systematic research investigation produces evidence-based management which
involves making decisions and taking actions based on this research evidence.
Companies are applying job specialization when employees are made directly
responsible for specific customers and having them communicate directly with those
customers.
A problem with the divisional structure is that it increases the risk of duplication and
underutilization of resources.
Employees in low power distance cultures tend to comply with legitimate power more
than employees in a high power distance culture.
Labor unions are an example of a type of stakeholder in a company.
Job status-based rewards discourage employees from hoarding resources.
The resistance point in the bargaining zone model is the team's realistic goal or
expectation for a final agreement.
Charismatic leadership refers more to a set of behaviors that engage followers toward a
better future, whereas transformational leadership refers mainly to personal traits that
provide referent power over followers.
