BUSI 7140 Exam 2 Questions And Accurate Solutions
Expectancy Theory
Theory that people will be motivated to the extent to which they believe that their efforts
will lead to good performance, that good performance will be rewarded, and they will be
offered attractive awards
Kotter's Change Model
An overall framework for designing a long-term change process.
Kotter's Change Model - Steps
1. Establish a sense of urgency
2. Create the guiding coalition
3. Develop a vision and strategy
4. Communicate the change vision
5. Empower the broad-based action
6. Generate short-term wins
7. Consolidate gains and produce more change
8. Anchor new approaches in the culture
True North
The essence of who you are; your moral compass to judge what is right and wrong.
Integrated Life
Leaders must know how to integrate and balance every aspect of their life (family life,
personal life, professional life, including community and friends).
,How do you achieve integrated life?
Setting boundaries with work, having a support team, managing dual careers.
Receiving Feedback (Triggers)
Receiving feedback Three feedback triggers: Truth triggers, relationship triggers,
identity triggers
Truth Triggers
set off by the substance of the feedback itself—it's somehow off, unhelpful, or simply
untrue. In response, we feel indignant, wronged, and exasperated.
Overcoming the Truth Trigger
Separate appreciation, coaching, and evaluation. Understand where the feedback is
coming from and shift from "that's wrong" to "tell me more"
Relationship Trigger
tripped by person giving you feedback --challenge of we
Overcoming the relationship trigger
separate who from what. Talk about both the feedback and the relationship issues.
Identify the relationship system: take three steps back. How are you each contributing
to the problems that are causing the problems?
, Identity Triggers
All about us. The feedback has caused our identity—our sense of who we are—to come
undone. We feel overwhelmed, threatened, ashamed, or off balance. We're suddenly
unsure what to think about ourselves, and question what we stand for.
Overcoming the identity trigger
learn how wiring affects how we hear feedback. We vary widely in our reaction to
positive and negative feedback; Dismantle distortions: See feedback as actual size and
don't take the extreme view; cultivate a growth identity: sort toward coaching. You are
not fixed and you need to grow.
Stress
defined as the psychological response to demands that possess certain stakes and that
tax or exceed a person's capacity or resources. The demands that cause us to
experience stress are called stressors.
types of stressors
Hindrance stressors & challenge stressors
Hindrance Stressors
stressful demands that people tend to perceive as hindering their progress toward
personal accomplishments or goal attainment. Tends to trigger negative emotions such
as anger and anxiety
Sources of hindrance stressors
work: role conflict, role ambiguity, role overload, daily hassles
Expectancy Theory
Theory that people will be motivated to the extent to which they believe that their efforts
will lead to good performance, that good performance will be rewarded, and they will be
offered attractive awards
Kotter's Change Model
An overall framework for designing a long-term change process.
Kotter's Change Model - Steps
1. Establish a sense of urgency
2. Create the guiding coalition
3. Develop a vision and strategy
4. Communicate the change vision
5. Empower the broad-based action
6. Generate short-term wins
7. Consolidate gains and produce more change
8. Anchor new approaches in the culture
True North
The essence of who you are; your moral compass to judge what is right and wrong.
Integrated Life
Leaders must know how to integrate and balance every aspect of their life (family life,
personal life, professional life, including community and friends).
,How do you achieve integrated life?
Setting boundaries with work, having a support team, managing dual careers.
Receiving Feedback (Triggers)
Receiving feedback Three feedback triggers: Truth triggers, relationship triggers,
identity triggers
Truth Triggers
set off by the substance of the feedback itself—it's somehow off, unhelpful, or simply
untrue. In response, we feel indignant, wronged, and exasperated.
Overcoming the Truth Trigger
Separate appreciation, coaching, and evaluation. Understand where the feedback is
coming from and shift from "that's wrong" to "tell me more"
Relationship Trigger
tripped by person giving you feedback --challenge of we
Overcoming the relationship trigger
separate who from what. Talk about both the feedback and the relationship issues.
Identify the relationship system: take three steps back. How are you each contributing
to the problems that are causing the problems?
, Identity Triggers
All about us. The feedback has caused our identity—our sense of who we are—to come
undone. We feel overwhelmed, threatened, ashamed, or off balance. We're suddenly
unsure what to think about ourselves, and question what we stand for.
Overcoming the identity trigger
learn how wiring affects how we hear feedback. We vary widely in our reaction to
positive and negative feedback; Dismantle distortions: See feedback as actual size and
don't take the extreme view; cultivate a growth identity: sort toward coaching. You are
not fixed and you need to grow.
Stress
defined as the psychological response to demands that possess certain stakes and that
tax or exceed a person's capacity or resources. The demands that cause us to
experience stress are called stressors.
types of stressors
Hindrance stressors & challenge stressors
Hindrance Stressors
stressful demands that people tend to perceive as hindering their progress toward
personal accomplishments or goal attainment. Tends to trigger negative emotions such
as anger and anxiety
Sources of hindrance stressors
work: role conflict, role ambiguity, role overload, daily hassles
