MGT 18 Final Exam 2025

MGT 18 Final Exam 2025 Erin Meyer - -Professor and author of The Culture Map whose eight cultural dimensions. Erin Meyer 4 rules on Navigating Cultural Minefield - - 1. Don't underestimate the challenge 2. Apply multiple perspectives 3. Find positive aspects in other approaches 4. Adjust and readjust your position According to Erin Meyer, when making business decisions, hierarchical cultures usually expect the boss to make unilateral decisions. (T/F) - -False According to Erin Meyer, which country is more consensual in its approach to decision making than all the others? a. India b. Japan c. United States d. Germany - -Japan According to Erin Meyer, which is more likely to be true about how cultures disagree and give feedback? a. Germans and French are more confrontational than Chinese or Japanese b. French are the most confrontational of all c. Japanese are less confrontational than the Chinese d. All of these - -All of these Pellegrino Riccardi - -discusses how to communicate across cultures. According to Pellegrino Riccardi, culture is behavior that is accepted and familiar within the context of any stable social group. (T/F) - -True How a grasshopper is viewed (as a pest, as a pet or as an appetizer) is largely a function of what kind of perspective? a. Biological b. Cultural c. Social d. Emotional - -Cultural According to K. A. Crowne, which is better for developing cultural competency? a. Study abroad for three to six months b. Travel to as many countries as possible c. Work and live in another country for an indefinite period MGT 18 MGT 18 d. Take a vacation to a foreign country - -Work and live in another country for an indefinite period because it allows you to see how other countries behave in those work settings. Vacationing or studying abroad typically does not allow you develop cultural competency. What is Ernesto Sirolli's advice about cultural competency? - -Shut up and Listen! He proposes that the first step is to listen to the people you're trying to help, and tap into their own entrepreneurial spirit. His advice on what works will help any entrepreneur. Kendra Cherry - -She studied the Big 5 Personality traits. She made a scale among openness, conscientiousness, extraversion, agreeableness, and neuroticism (OCEAN), in which an individual can score high and low on. Brian Little TED Talk - -By studying our personal projects, the "doings" of daily lives, we can get a different perspective and greater scope to reflect on our lives than the study of our "havings" alone. According to Brian Little, what are the two essential items that push us? - -Personalities and Personal projects. Personal projects set you up for the future. They define us. They are not limited to formal projects. Personal Projects Analysis was made to inventory our personality projects. One of the categories are intrapersonal projects which associate with our feelings and a sense of vulnerability. Johnson Vickberg and Christfort - -They discovered the four different work profiles: Driver, Pioneer, Integrator, and Guardian. Leaders don't know that their people are different in work-style personalities which leads to a loss of ideas. Therefore they discussed that each person is an accumulation of these profiles and that leaders must study their employees to work around them. According to Vickeberg and Christfort, What work profiles are complete opposites? - Pioneers and Guardians; Drivers and Integrators Martin Davidson - -Your team's ability to effectively read these emotions, feelings, and moods is the foundation of team emotional intelligence. Discovered five different conflict responses. According to Marin Davidson, there are 5 conflict handling intentions. What are they? - Accomodating Collaborating Compromising Avoiding Competitive What is a significant benefit of productive disagreements at work? - -Better work outcomes - alternative solutions Opportunity to learn and grow MGT 18 MGT 18 Improved relationships -greater respect Enhances job satisfaction - people are happier It's always good to avoid confrontation at work (T/F) - -False What does it mean to be assertive? - -you express your opinions clearly without harming someone else What does it mean to be passive? - -you are unwilling or unable to express your opinions or beliefs What does it mean to be aggressive? - -you try to get your way through bullying or intimidation What is NOT a necessary characteristic of assertiveness? a. being OK with defending your position even if it provokes conflict b. being the winner of the argument c. sticking to clear boundaries d. having a positive and optimistic attitude - -being the winner of the argument What happened to Amir, Alicia, and Rob when they attempted to climb Cathedral Peak together? - -They encountered a storm and were struck by lightning. They lacked EQ even though they each had the skills. Jean Greaves and Evan Watkins - -Together, they studied EQ and found that it was as crucial as the team's skills. A team must be able to read emotions, moods, and feelings and how to act upon them in order to be successful. This was seen with Amir, Alicia, and Rob. They were able push for their accomplished goal, but risked their lives to do so. According to Jean Greaves and Evan Watkins, emotions contain data that can only hinder teams in pursuit of their goals. (T/F) - -False As a team leader it is best to manage communication by keeping teams from expressing their feelings and moods. (T/F) - -False What are the different social skills? - -Empathy, Encouragement, Engagement (mutual interest), Modelling, Commitment to Mission, Affirmation What is the social skill that enables one to listen attentively and connect to the mood and feelings of others? - -Engagement What is the social skill that enables one to understand what motivates others and helps one to be sensitive to their needs? - -Empathy Coach K - -Play to strengths of your pieces MGT 18 MGT 18 Encourage participation Give opportunities Best players best friend, lonely Imitating means I like u Make sure to keep talking Save derailers Consistency helps Create standards, not rules- The players should create these standards Make sure you lead by example Be yourself According to Coach K, on a college team, how do you handle "detailers" people who cause problems? - -You try to save them by one-on-one interactions. You talk to them and understand their behavior. According to Coach K, how do you find leadership in unexpected places? - -Look for the players with the most credibility Ellington-Booth, B. & Cates, K. L. - -They discussed a Sales Manager for the company, "ColorTech Greenhouses". They talked about Melissa Richardson's struggle to cooperate with new profound team. In the case study by Professor Booth and Cates, in which business was Melissa Richardson being promoted to sales manager? - -ColorTech Greenhouses, Inc. Williams, Joan C. and Mihaylo - -Talked about ways to foster equity and inclusion. They discuss that there is a way to treat each separate person based on each individual, but balancing that by also asserting the team needs. If those two correlate with one another, things are more smooth, but if they oppose then it is more difficult. According to Williams and Mihaylo, when trying to hire a more diverse workforce, what strategies should a company utilize? - -1. Reduce or limit hiring based on referrals from within the organization 2. Recruit a diverse pool of candidates 3. Structure interviews with skill-based questions 4. Establish objective criteria with a consistent rubric for everyone to meet Margaret Heffernan - -"superchickens" and disagreeing. A team cannot always be filled with only superstars. Having all the superchickens led to absolute destruction and aggression. Those that are considered superstars aren't necessarily the ones accelerate the productivity of the rest of the employees at the company. According to Margaret Heffernan, research shows that superstar performers can really accelerate the productivity of the rest of the employees at a company. (T/F) - -False MGT 18 MGT 18 Simon Sinek - -"If you don't understand people, you don't understand business" Infinite players versus finite players. Better to better yourself and improve based on your own progress. Don't compare to other companies. Can't always be the best of the best. Those who are infinite players tend to be more successful. We are designed to help others Infinite vs Finite players - -infinite players don't declare the best of the best. They only improve upon themselves finite players try to be the best of the best and will only want to be #1. Epler, Melinda B - -They talk about allyship Allyship - -A lifelong process of building relationships based on trust, consistency, and accountability with marginalized individuals and/or groups of people "Navigating the Cultural Minefield." by Erin Meyer The Culture Map- Communicating - -Low-context: precise, simple, explicit and clear High-context: sophisticated, nuanced, and layered. implied but not plainly stated "Navigating the Cultural Minefield." by Erin Meyer The Culture Map- Evaluating - -Direct negative feed back --> indirect negative feedback "Navigating the Cultural Minefield." by Erin Meyer The Culture Map- Leading - -Egalitarian --> hiearchial "Navigating the Cultural Minefield." by Erin Meyer The Culture Map- Deciding - -Consensual Deciding --> Top-Down Deciding "Navigating the Cultural Minefield." by Erin Meyer The Culture Map- Trusting - -Task based --> relationship based "Navigating the Cultural Minefield." by Erin Meyer The Culture Map- Disagreeing - -Confrontational --> Avoids confrontation "Navigating the Cultural Minefield." by Erin Meyer The Culture Map- Scheduling - -Linear --> Flexible "Navigating the Cultural Minefield." by Erin Meyer The Culture Map- Persuading - -Specific --> Holistic (small picture --> big picture)