INTB 3600 Study Guide 1
INTB 3600 Study Guide 1 INTB
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This 4 page Study Guide was uploaded by Jessica Notetaker on Wednesday October 5, 2016. The Study Guide belongs to INTB at University of Colorado Colorado Springs taught by Carol Finnegan in Fall 2016. Since its upload, it has received 4 views. For similar materials see International Business in 3600 at University of Colorado Colorado Springs.
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Date Created: 10/05/16
Study Guide 1 Chapter 1 EBM: (Evidence Based Management) o Translating principles based on good scientific evidence into organizational practices Big E vs Little e evidence o Generalizable Evidence: Broad knowledge about cause and effect connections found from systematic scientific methods (Meta-Analysis) o Local Evidence: Informs on a specific decision using data collections within a particular context or situation Ex. Internal company job satisfaction survey discussing a new rewards system. Correlations o Range -1 to 1 (1 or -1 mean strong correlation, 0 is no correlation) o Should know sample size and statistical significance o Reliability- consistency o Validity- correctness (does it measure what it’s supposed to) Content Validity: does the test content fairly sample the content of the task or skills of the job? Construct validity: does the test measure a construct and is that construct important to the job performance? Criterion predictive validity: Do scores on the test correlate with job performance measures. Organizational Structure: the work roles and authority relationships in an organization Span of Control: number of people who report to a single person Height of Organization: number of hierarchical level Work/Specialization: degree to which tasks are divided into separate jobs Centralization: where decisions are formally made o Tightly controlled, fewer decisions makes it highly centralized Departmentalization: Grouping of resources Formalization: degree to which rules and procedures are used to standardize behavior Chapter 15&16 Departmentalization- grouping of resources into work unites (by functional area, geographical, customer, product, and hybrids of the four) Functional Departmentalization- separated into marketing, production, human resources, ect. Divisional Departmentalization- separated into periodical operations, publishing operations, entertainment operations, investment banking. Divisional Structure (Regional)- separated by eastern, wester, southern regions Divisional Structure (market)- Separated into corporate customers, small business customers, individual customers, govt agencies o Culture= shared attitudes, norms and values within a group of people Values= beliefs about what is good and right Norms= Social rules and guidelines that inform behavior o Artifacts= things you can observe about a culture (dress, art, ect.) o What shapes culture? Company founder (personality, values) Senior leaders Industry and business environment (attire, interactions) National Culture o How Culture Gets Transmitted Organizational socialization (planned, involve managers) Mentoring Attraction-selection-attrition (ASA Process) o Individuals are attracted to each other based on similar values, personality, and goals o Organizations tend to be/become relatively homogeneous Chapter 2 Hofstede's 6 Dimensions of National Culture: o Individualism-collectivism: self-first vs group first Individualism: employee centered incentives, competition, goals/feedback best and individual level Collectivism: work relationships extent to private lives, group level feedback, respond better to authoritarian leaders than individualists do o Power Distance Index: how power or structure is interpreted. Family like companies may have a less rigid structure which can make them feel as if all are relatively equal or entitled to the same things o Masculinity-Femininity: gap between men and women's values, masculine is assertive, feminine is modest and caring. o Uncertainty Avoidance: how comfortable you are with risk or the unknown o Time Orientation o Indulgence-Restraint: indulgence allows for relatively free gratification of human drives instead of suppressing them. General Strategies: o Localizer: operate base on what the locals are doing (local norms) o Exporter: attempts to export the home country compensation to other locations o Globalizer: Incorporates home country and local norms Global Workers: o Parent-country nationals (expatriates): citizens of home company that work abroad o Third-country nationals: not citizens of home country working in a different country than where they are from o Local-country nationals: citizens of country in which the subsidiary is located o Expatriates compensation considerations Foreign service premium Hardship: political unrest, high crime rate, etc. Relocation: transportation, storage, moving Education: language classes, any kids schooling Home leave: expenses of employees returning home to their families o Impatriation: opposite of expatriation, subsidiary managers learn culture, procedures, and develop networks with others by temporarily being transferred to headquarters Chapter 5 Individual Differences (continue from Module 4) o KSAO's- knowledge, skills, abilities, and other characteristics What they want in a "star employee" o Nature vs Nurture Nature: biology, what your born with (selection emphasis) Nurture: societies influence, life experiences (Training Emphasis) Different traits can be estimated to be more influenced by nature or nurture Heritability: variation in individuals in a population that is influenced by genetic factors (varies 0 (none)- 1(very)) Intelligence is fairly heritable Wonderlic Test- evaluate potential employees and their intelligence Intelligence: ability to understand concepts, especially complex and abstract concepts IQ testing is a good test that is cost-effective for companies o Personality: a set of characteristics the indicate a person's internal properties o OCEAN- The big 5 personality traits (helpful for selection) Openness to experience: Open-minded, curious (intellectual), wanting to try new things Conscientiousness: dependable, goal-oriented, disciplined Extraversion: gain energy from being with people, talkative, bold, externally motivated Agreeableness: courteous, forgiving, cooperative Neuroticism: easily upset, stressed, worried (emotional stability) o MBTI (Myers-Briggs Type Indicator)- helpful for team building Introversion/extroversion Sensing/intuition Thinking/Feeling Judging/ perceiving o Attraction-Selection-Attrition (ASA) People like/ select other people similar to themselves EQ (emotional Intelligence) o More important than IQ and technical ability o Made up of Self-awareness- aware of their strengths or weaknesses Self-regulation- think before acting Motivation- driven, goal oriented Empathy- understand emotional needs of others Social Skill- building networks, managing relationships o Able to increase EQ through training o Self-Efficacy- belief of your own ability to succeed o Locus of Control Internal locus of control: you are in control External locus of control: the environment controls circumstances
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