Supervisor Relationships and downward Communication
When subordinates provide supervisors overly positive and very little negative information
Upward Distortion
Horizontal communication between peers can be challenging due to jargon or group related language. This illustrates the concept of:
Specialization
The display of emotion as a part of the job that is in some way controlled by management and is often seen as inauthentic.
Emotional Labor
According to Schein, these are on the surface of culture. They are easy to observe but difficult to decipher.
Creating and analyzing maps of relationships by studying actual communication patterns.
Network Analysis
According to LMX Theory, these types of relationships are formal, relatively impersonal and supervisors generally only share task related information.
This type of social support provides insight and advice needed to manage uncertainty.
Informational support
The expression of genuine emotion that is a natural part of the job of working with clients.
Emotional work
This type of communication norm must be followed or you are likely to get fired from the organization.
Pivotal Norm
Danny and Russ have a strong network link. They talk about many different topics. This illustrates which property of network links?
Multiplexity
The assumption that all supervisors treat all subordinates similarly
Average supervisor style
This negative type of social support is transactional. I support you now, so you owe me later.
Support as commodity.
Emotion that emerges through relationships and interactions with other employees in the workplace
Emotion with work
Structuration Theory
In this method of studying culture, we join an organization and participate in the organizational processes.
Ethnography
This effect is when subordinates are more satisfied because they believe their supervisor has upward influence and can influence their own boss.
Pelz Effect
In this type of peer relationship, we have moderate trust and self-disclosure, task and relationship communication and social support.
Collegial Peer
Emotion that comes from outside of the workplace but is experienced at work
Emotion at work
These are the core of culture. They are often taken for granted by organizational members.
Cultural Assumptions
In this method of studying culture, we find a frequently repeated story and analyze the rites/rituals, heroes and values in the story.
Narrative or Script Analysis
Which of these is NOT a part of formal downward communication? Job performance reports, job instructions, Job rationales, Indoctrination
Job performance reports.
Informal communication (the grapevine) moves faster and is more accurate than formal communication. True or False?
False
Emotion expressed with work as the target of emotion.
Emotion toward work
This view of culture from Joann Martin suggests that organizations are hotbeds of sub-cultures.
Differentiation
In this type of cultural research, we examine organizational decision making processes to identify the cultural values of the organization.
Reflective Comment Analysis