Generalized opinions about how people of a given gender, race, etc think, act, feel, or respond.
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Nancy Adler's aspects of cultural intelligence (CQ)
Front
Cognitive, motivational, and behavioral.
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Culture
Front
Set of beliefs, attitudes, values, and behaviors shared by members of a group and passed down from one generation to the next. "Software of the mind" - mental "programs" that predispose us to patterns of thinking, feeling, and acting.
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Reliability
Front
Ability of an instrument to provide results that are consistent. Ex: test is reliable, but not valid if person keeps taking assessment and scores well each time, but can't do the job.
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Conflict of interest
Front
Situation in which a person or organization has the potential to be influenced by opposing sets of incentives.
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Scenario/what if analysis
Front
Statistical method used to test the possible effects of altering the details of a strategy to see if the likely outcome can be improved.
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Authentic leadership
Front
Leadeship grounded in an individual's values and principles and focused on empowering others to act.
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Intercultural wisdom
Front
Capacity to recognize, interpret, and behaviorally adapt to multicultural situations and contexts; also called cultural intelligence. The ability to be effective across various cultural contexts.
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Value chain
Front
The process by which an organization creates the product or service it offers to the customer. It identifies areas critical to strategic success.
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Leadership and navigation competency
Front
The ability to direct and contribute to initiatives and identifying needs and opportunities, and processes within the organization. Then using one's knowledge of organization and one's own skills to influence action.
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Hierarchy "culture"
Front
Values efficiency and stability and believes in rules.
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Trend analysis
Front
Horizontal = time and vertical = volume ( looks like full glass) Statistical method that studies the way in which a variable may change over time. Examines data; is a variance an isolated event or part of a longer trend.
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Horn effect
Front
Type of measurement bias in which an analyst allows one strong point that he values and that works AGAINST the subject to overshadow all other information. (Judging unfavorably in all areas based on one negative trait.)
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Mode
Front
Value that occurs most frequently in a set of data
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Extraterritorality
Front
Extension of the power of a country's laws over its citizens outside that county's sovereign national boundaries.
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Adhocracies "cultures"
Front
Value entrepreneurial spirit and risk taking
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Leader-member relations
Front
In the contingency theory of leadership, it is the degree of trust, confidence, and respect followers have for their leader.
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Ethical practice competency
Front
The ability to integrate core values, integrity, and accountability throughout all organizational and business practices. Commitment to "for the good of the order."
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Root cause analysis
Front
Type of analysis that starts with a result and then works backward to identify the fundamental cause. Used to discover the source of problems as a project management tool
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Market "culture"
Front
These are driven by competition and value results.
Back
Ethical universalism
Front
Concept that argues that there are fundamental ethical principles that apply across cultures.
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HR expertise
Front
The knowledge of principles, practices, and functions of effective hr management
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Value
Front
The benefit created when an organization meets its strategic goals.
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Consultation competency
Front
The ability to provide guidance to organizational stakeholders.
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Emotional intelligence (EI)
Front
Quality of being sensitive to and understanding of one's own and others' emotions and the ability to manage one's own emotions and impulses.
Back
Sharia Law
Front
Body of Islamic religious law. Affects religious behavior, commercial transaction, and manners/morals. "Eye for an eye." Affects Muslims in and out of their country. MiddleEast, Africa, and Asia.
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Mean
Front
Average score or value - weighted or unweighted. Ex: weighted av takes into account the number of peo who receive each salary. Total of all salaries divided by total # of peo.
Back
Implicit culture
Front
Deals with attitudes and beliefs such as views toward power. Not tangibles like language, food, or dress. Think of "inside" => "im"
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Civil law
Front
Legislators deal with "letter of the law " Legal system based on written codes ( laws, rules, or regulations.) most prevalent in the world.
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Validity
Front
Ability of an instrument to measure what it is intended to measure. It indicates linkage entre factors being considered. Ex: job related assessment to measure essential skills and abilities. Ex: degree to which inferences can be made from x that are correct and accurate.
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Negotiation
Front
Process in which two or more parties work together to reach agreement on a matter.
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Business acumen competency
Front
The ability to understand and apply information with which to contribute to the organization's strategic plan.
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Variance analysis
Front
Statistical method that identifies the degree of difference between planned and actual performance/what is achieved. A project management tool.
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Rule of law
Front
Concept that stipulates that no individual is beyond the reach of the law and that authority is exercised only in accordance with written and publicly disclosed laws. Restrains governments from abusing their power to deprive citizens of their rights.
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Critical evaluation competency
Front
The ability to interpret information with which to make business decisions and recommendations. Allows HR to see the meaning behind the data they collect and make better decisions.
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Transformational leadership
Front
Leadership based on vision and strategy and focused on challenging and developing organizational members in order to attain long-range results.
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Scatter diagram
Front
Shows correlation=> strong vs weak/positive vs negative. Pattern formed by plotting data. Tightness of cluster= strength of correlation. Graphic data analysis tool that Depicts possible relationships entre two variables. Ex: possible relationship entre years of exp and income level OR education and performance.
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Negative emphasis
Front
Type of measurement bias that involves weighting a small negative reaction or piece of information more than it should objectively merit. (Negative info seems to be given twice the weight as favorable info.)
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Stakeholder concept
Front
Concept that proposes that any organization operates w/in a complex environment in which it affects and is affected by a variety of forces or stakeholders who all share in the value of the organization and its activities. It recognizes the different types of value an organization creates.
Back
HR strategy
Front
Cascades from organization's corporate strategy. => core element of organization.
Back
Clan "culture"
Front
Value family-like ties and supportive relationships among employees.
Back
Unweighted average
Front
Raw average of data that gives equal weight to all values, with no regard for other factors.
Back
Global rule (vs golden rule)
Front
Treat those from other cultures as THEY would like to be treated.
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Communication competency
Front
The ability to effectively exchange information with stakeholders.
Back
Halo effect
Front
Type of measurement bias in which an analyst allows one strong point that he values and that works in the subject's favor to overshadow all other information.
Back
Global mindset
Front
Takes imagination & self-awareness. Just one among many. Ability to take an international, multidimensional perspective that is inclusive of other cultures, perspectives, and views.
Back
Weighted average
Front
Average of data that adds factors to reflect the importance of different values. (Ex=> wage and # of people earning that wage averaged out.)
Back
Global and cultural effectiveness competency
Front
The ability to value and to consider the perspectives and backgrounds of all parties in a global business.
Back
Median
Front
Middle number/point above and below which 50% of scores in a set of data lie. => the 50th percentile.
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Cultural noise
Front
Type of measurement bias in which analyst fails to recognize that individual is responding with answers the analyst wants to hear and that analyst's culture/values are determining what he or she hears.
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Section 2
(50 cards)
Bill George theory of leadeship
Front
Authentic leaders are self aware, stay grounded, & empower others. Just because they got to the top, doesn't make them good leaders. C
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Incubator
Front
A Trompenaar's corporate culture that states that organizations are flat and individuals can exert power and gain recognition. => Sweden
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Quartiles/percentiles
Front
Show dispersion or how groups of data relate to each other. A measure of central tendency. Ex: salaries w/in a particular job step/grade.
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Jurisdiction
Front
Right of a legal body to exert authority over a given geographical territory, subject matter, or persons or institutions.
Back
4 theories of leadership
Front
Trait, Behavioral school, contingency/situational, leaders and followers, and dispersed leadership
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Fox's theory of leadership
Front
" inner" team -> leader has multi faceted personality. Dreamer, thinker, lover, and warrior.
Back
Contrast effect
Front
Strongly convincing individuals tend to enhance the negative impressions of the next individual. ( being more critical of second x because the first x was so good/strong.)
Back
Cultural relativism
Front
Concept that argues that ethical behavior is determined by local culture, laws, and business practices.
Back
Mintzberg
Front
Came up with emergent strategy theory.
Back
McGregor's leadership theory
Front
Theory X ( initiating) and Theory Y (consideration) Leaders' perceptions of followers affect their manner of leading.
Back
Explicit "culture"
Front
Tangibles like food, lifestyle, language, dress. Think "exterior" => "ex"
Back
System (Cascio & Aguinis)
Front
Collection of interrelated parts, unified by design, and created to attain one or more objectives.
Back
Porter's "five forces" framework
Front
=> answer in test question => Used in developing strategies to understand competitive industry factors that can shape strategy. Helps strategists understand the competitive forces at work in their industries so they can asses the strengths and weaknesses of their own competitive position. ~> value chain. He also came up with "control system" => it keeps an organization in line with its strategic plan.
Back
Katzenbach & Smith leadership theory
Front
Critical behaviors of leaders: asking questions, providing opportunities, doing the work, encouraging, common understanding of problem. My favorite!
Back
Hersey-Blanchard leadership theory
Front
Leadership style should be matched to psychological and job maturity of employees.
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Relationship management competency
Front
The ability to manage interactions to provide service and to support the organization.
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Adair's action leadership model
Front
An effective leader accomplishes tasks through efforts of the team.
Back
HR knowledge domains
Front
People, organization, workplace, and strategy.
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Due process
Front
Concept that laws are enforced only through accepted, codified procedures.
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Regression analysis
Front
Statistical method used to determine whether a relationship (correlation) exists between variables and the strength of the relationship. Helps determine the most significant indicators of success in a given job.
Back
Relativism
Front
A cultural vision => Because cultures vary so greatly, there are no "absolutes." Everything is "relative" ie. based on the situation.
Back
Family
Front
A Trompenaar's corporate culture where personal relationships and people getting along are extremely impt. => Japan, France, Spain
Back
Types of negotiating styles
Front
Soft, hard, principled
Back
Emergent leadership
Front
A leader will emerge from the group. The key is the relationship entre leader and group.
Back
Lewin/Kotter -model of change management
Front
Ex: final stage = "refreeze" => making change part if the organization. Institutionalize change.
Type of measurement bias in which the investigator makes snap judgments and lets first impression cloud subsequent evaluation.
Back
PEST
Front
Data that includes these factors = Political, economic, social, technological
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Charan's theory of leadership
Front
Leaders need to be clear headed, avoid optimism, and plan for the worst!
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Key performance indicators
Front
Quantifiable measures of performance used to gauge progress toward strategic objectives or agreed standards of performance.
Back
Guided Missile
Front
A Trompenaar's corporate culture that is highly focused on the achievement of specific objectives. Power is gained through expertise. Value is measured by results and is rewarded. => US, UK, and Canada
Back
Business intelligence
Front
Ability to gather and analyze data from inside and outside the organization so that information is available for decision makers.
Back
Fiedler's contingency leadership model
Front
Group performance depends on the appropriateness of task-oriented or people-oriented leadership style for a given situation.
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Industry forces
Front
This will influence an organization's strategy and it includes the relative health and direction of that industry and the rules that govern its behaviors.
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Organic approach
Front
Radiates from within=> "organic" Relies on independent centers and multiple origins within the organization. Organic change radiates unevenly but accelerates when leadership supports the changes. Ex: cross functional teams w/in organ with distinct goals & share their work.
Back
Common law
Front
Based on court decisions and customs=> "common." judges set precedent. World legal system in which each case is considered in terms of how it relates to legal decisions that have already been made; evolves through judicial/court decisions over time. Based on legal precedent.
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Talent acquisition and retention
Front
Building and maintaining a workforce
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Zenger & Folkman theory of leadership
Front
Strong leaders derive power from vision, competence, and work AND they share that power.
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Graphic data analysis tools
Front
Used to support different types of analysis and visualize results. Most common kind is a spreadsheet.
Back
Emergent strategy
Front
A pattern that can be discerned in decisions and actions that an organization's leaders take. Henry Mintzberg
Back
Goleman EIQ
Front
Emotional intelligence quotient - a measure of leadership ability. Qualified management will need to promote EI in organization. Hay 5 components: self awareness, self regulation, motivation, empathy, & social skills.
Back
Eiffel Tower
Front
A Trompenaar's corporate culture which is a hierarchical structure where power and decision-making responsibility increase as one moves toward the top. Germany, Denmark, Netherlands
Back
Blake-Mouton leadership theory
Front
Uses a grid to relate a leader's concern for people vs. their concern for production or task.