Các Chức Năng của Quản Lý và Ví Dụ | Môn Hành vi tổ chức - Đại học Kinh Tế Quốc Dân

lOMoAR cPSD| 61236129
Question 1: Describe the manager's functions and give examples for each function - Nếu là tự luận:
+ Miêu tả các functions và đưa ví dụ
+ Case => Phân tích các chức năng của người quản lí đang thực hiện (câu hỏi khó hơn) + Ví dụ câu 3 điểm:
● Định nghĩa manage: 0.5đ
● Mô tả các chức năng: 1.5đ
● Give examples, giải case: 1đ => phần quyết định điểm cao hay thấp TT
(1 case hoặc 1 ví dụ trong 1 ngành nhất định).
- Nếu là trắc nghiệm: Người đó đang làm việc A,B,C thì là đang làm chức năng gì của quản lí?
Planning: Creates a detail action plan aim at some organization goal
- In simple term: deciding in advance-What is to be done-When is to be done-How is to
be done-By whom it is to be done
- Bring the gap between where we are & where we want to go - Includeselection of objectives, policies, procedures and programs from among alternatives
Example: What is an account executive?
The Account Executive is the person primarily responsible for managing communication with
clients. Specifically, the Account Executive will receive requests from customers and transfer
them to the department with professional responsibility, along with supporting, taking care and
solving problems arising to ensure progress.
Responsible for maintaining and developing relationships with customers after receiving data from sales,
Make plans to maintain long-term relationships to upgrade services, expand contracts, continue to cooperate with agencies HR Manager lOMoAR cPSD| 61236129
The HR Manager's responsibilities include overseeing the hiring process, designing company
HR policies, and setting goals for the HR department. This position will also help shape the
organization's employer branding strategy.
The tasks that HR Manager needs to perform are:
- Set goals for HR team and track progress.
- Design and implement company policies that promote a healthy work environment.
- Develop compensation and benefits plan.
- Support and suggest improvements to the entire recruitment process.
- Organize internal recruitment events.
Discuss the employee's career path with the employee's manager.
- Track HR metrics (e.g. revenue and cost-per-hire ratios).
- Organize training and development programs.
- Ensure HR department deals with employee requests and complaints in a timely manner.
Google's human resource management method is great and worth learning in that the leadership
always places trust in the employees that the corporation has recruited. Accordingly, Google
always assigns the responsibility to long-term employees with management knowledge and
experience to train new employees. Just like that, generations of employees will continuously
pass on experiences to each other. This is also an important leading principle in human resource
management of Samsung and other large corporations in the world.
Question 2: Describe 3 main functions of OB and give examples for each functions
- Nếu là trắc nghiệm: Đang làm cái này thì là chức năng gì của OB - Tương tự câu Q1
Question 3: What are the main components of attitudes? - Câu tự luận:
+ Đưa ra phần định nghĩa về attitudes: luôn được 1đ
+ There is a statement as follows: “People's behavior always follow their attitudes". Please discuss. lOMoAR cPSD| 61236129
=> Nghĩ là đúng hay sai?
=> Nếu là cách hành động thì phải kết luận là hiệu quả hay ko? => Đưa ra luận
điểm chứng minh và phải base trên lý thuyết trong sách.
What is attitude? Attitude is an emotional state expressed in human behavior. Through gestures,
words, actions, gestures and facial expressions; they make statements, comments, and
assessments, as well as react to the world around them.
According to researchers, attitude is composed of three components: cognitive component,
influencing/affective/feeling component and behavioral component.
“People's behavior always follows their attitudes". Please discuss.
I firmly believe that people's behavior is indeed influenced by their attitudes. In this essay, I
will present arguments and examples to support this view.
Attitudes as determinants of behavior:
Firstly, attitudes serve as a guide for decision-making. When individuals possess a positive
attitude towards a particular behavior, they are more likely to engage in it. For instance, if
someone has a positive attitude towards exercise and values a healthy lifestyle, they are more
likely to make efforts to incorporate physical activity into their daily routine. Their positive
attitude towards exercise influences their behavior by motivating them to take action. Secondly,
attitudes shape our perceptions and interpretations of the world around us. The way we perceive
events and people is heavily influenced by our pre-existing attitudes. For instance, consider an
individual who holds a negative attitude towards a specific political party. When exposed to
news or information about that party, they are likely to interpret it in a way that aligns with
their negative attitude. This interpretation, in turn, affects their behavior towards members or
supporters of that party, possibly leading to avoidance or conflict.
Moreover, attitudes can also influence our social interactions. People tend to gravitate towards
others who share similar attitudes, beliefs, and values. This leads to the formation of social
groups or communities based on common attitudes. Once part of such a group, individuals are
more likely to adopt and reinforce the attitudes and behaviors of the group. This phenomenon
is often observed in political, religious, or cultural groups where members' behavior is
influenced by the collective attitudes of the group. lOMoAR cPSD| 61236129
People's attitudes are multi-dimensional, and different factors can shape their behavior.
However, attitudes still serve as a crucial foundation for behavior, even if they are occasionally overridden by other factors. Conclusion:
In conclusion, attitudes play a fundamental role in shaping human behavior. They act as guides
for decision-making, influence our perceptions of the world, and impact our social interactions.
While there may be instances where behavior appears to deviate from attitudes, the overall
relationship between attitudes and behavior remains strong. Understanding the connection
between attitudes and behavior is crucial for comprehending human actions and developing
strategies to foster positive attitudes that lead to desirable behavior change.
“People's Cognitive always follow their attitudes
The statement "People's cognitive always follows their attitudes" suggests that individuals'
thoughts and mental processes consistently align with their attitudes or beliefs. However, it is
important to note that this statement is not universally true in all situations. While attitudes can
influence cognitive processes, such as perception, interpretation, and memory, individuals'
cognitive processes are complex and can be influenced by various factors beyond their attitudes.
Attitudes are generally considered to be evaluations or judgments about people, objects, or
ideas. They can shape how individuals perceive and process information related to those
attitudes. When people hold strong attitudes, they may tend to interpret and remember
information in a way that supports their pre-existing beliefs. This phenomenon is known as confirmation bias.
However, cognitive processes are not solely determined by attitudes. Other factors, such as past
experiences, cultural influences, social norms, and cognitive biases, can also shape how
individuals think and process information. People are capable of engaging in critical thinking, lOMoAR cPSD| 61236129
considering multiple perspectives, and updating their beliefs based on new evidence or information.
Therefore, it is more accurate to say that attitudes can influence cognitive processes, but
cognitive processes are not always bound by attitudes alone. Individuals have the capacity to
engage in complex cognitive activities and may demonstrate flexibility in their thinking, even
if it requires challenging or revising their existing attitudes.
“People's Affective always follow their attitudes
The statement "People's affective always follows their attitudes" suggests that individuals' emotions or feelings consistently align with
their attitudes or beliefs. However, it's important to note that this statement is not universally true in all cases. While attitudes can
influence emotions, the relationship between attitudes and affective states is complex and can be influenced by various factors.
Attitudes are evaluative judgments or opinions about people, objects, or ideas. They can shape individuals' emotional responses to
related stimuli. When people hold strong attitudes, their emotional reactions may be consistent with those attitudes. For example, if
someone has a positive attitude towards a particular brand, they may experience positive emotions when interacting with that brand.
However, emotions can also be influenced by factors beyond attitudes. External circumstances, situational factors, personal
experiences, and individual differences can all impact emotions. For instance, someone may hold a negative attitude towards public
speaking but still feel excited or anxious when faced with a speaking engagement due to personal experiences or situational factors.
Additionally, emotions are complex and can involve a range of factors including physiological responses, cognitive appraisals, and
social influences. Therefore, it is more accurate to say that attitudes can influence emotions, but emotions are not solely determined
by attitudes alone. The relationship between attitudes and affective states is dynamic and can be influenced by a multitude of factors.
Question 4: Please explain the “Attribution Theory" and give examples
- Ví dụ thường sẽ đưa ra trong 1 case hoặc business cụ thể
Attribute Theory is a concept in psychology, the study of how people explain and attribute
causes to the behaviors, events, or outcomes they observe. It focuses on how people understand
and explain the reasons behind their own behavior and that of others.
Internal Attribution: This involves attributing the cause of behavior or events to personal factors
such as abilities, traits, or effort. When people make internal attributions, they believe that the
behavior or outcome is a result of individual characteristics or choices. lOMoAR cPSD| 61236129
External Attribution: This relates to attributing the cause of behavior or events to external
factors, such as the situation, luck, or the actions of others. When people make external
attributions, they believe that the behavior or outcome is influenced by factors beyond personal control.
Success of an employee: If an employee achieves significant success in their job, managers and
colleagues can apply Attribution Theory to explain the reasons behind that success. If the
manager attributes the success to the employee's abilities, dedication, and skills (internal
attribution), they are likely to highly value and encourage the employee's development.
Conversely, if the manager believes that the success is due to luck or external factors such as a
favorable work environment (external attribution), they may not give much credit to the
employee's achievements and may not motivate them to further develop.
Project failure: In the case of a project that fails, managers and colleagues can also apply
Attribution Theory to explain the causes. If the manager attributes the failure to poor skills,
lack of effort, or wrong decisions by the team (internal attribution), they may suggest
improvement measures, training, or process adjustments. If the manager believes that the
failure is due to external factors such as time pressure or inaccurate information (external
attribution), they may investigate and address these factors to avoid repeating mistakes in the future.
These examples illustrate how Attribution Theory can be applied in a business environment to
explain the reasons for success or failure and how it can influence the evaluation, development,
and improvement of individuals and organizations.
Question 5: Explan “Rational decision-making model" and give examples -
3 model => explain 1 trong 3 - So sánh giữa các model -
Đưa ra 1 case: Đã đưa ra quyết định như này => Là model nào? Giải thích? The
Rational Decision-Making Model is a structured and logical approach to decision making
that involves a series of sequential steps. It assumes that decision makers are rational and
will make choices that maximize their outcomes by evaluating all available alternatives. lOMoAR cPSD| 61236129
The Rational Decision-Making Model typically consists of the following steps:
1. Identify the problem: Clearly define the issue or problem that requires a decision.
2. Gather information: Collect relevant data and information related to the problem. This may
involve conducting research, consulting experts, or analyzing available data. 3. Identify alternatives: Generate a list of possible options or
solutions to address the problem.
4. Evaluate alternatives: Assess the potential benefits and drawbacks of each alternative based
on predetermined criteria or objectives.
5. Make a decision: Select the alternative that best aligns with the desired outcomes after
considering the evaluation results.
6. Implement the decision: Put the chosen alternative into action by developing a plan and allocating resources.
7. Evaluate the decision: Assess the effectiveness and outcome of the decision to determine if
the desired results were achieved.
An example of the Rational Decision-Making Model in action is a company considering
expanding its product line. The decision-making process would involve identifying the problem
or opportunity for growth, gathering market research and customer feedback, identifying
potential product options, evaluating each option based on factors such as market demand,
production costs, and profitability, selecting the most viable option, implementing the
expansion plan, and evaluating the success of the new product line after its launch.
In comparison to other decision-making models, such as the Bounded Rationality Model and
the Garbage Can Model, the Rational Decision-Making Model is characterized by its
systematic and logical approach. It emphasizes a comprehensive evaluation of alternatives and
a deliberate consideration of relevant information and criteria. In contrast, the Bounded
Rationality Model acknowledges the limitations of human cognitive abilities and suggests that
decision makers often make satisfactory choices rather than optimal ones. The Garbage Can
Model suggests that decision making can be messy and unpredictable, with choices influenced
by various factors such as timing, chance, and the availability of options. lOMoAR cPSD| 61236129
In the given case, if a decision maker has followed a systematic and logical process, considering
different alternatives, evaluating them based on criteria, and implementing and evaluating the
decision, it would align with the Rational Decision-Making Model. This model emphasizes a
rational and analytical approach to decision making, ensuring that choices are based on a
thorough evaluation of available information and alternatives.
Question 6: Discuss 4 common biases and errors decision making and give example
- Có nhiều biases và errors => Ko hỏi tất cả
- Ví dụ: Chọn 4 cái common => chọn những cái mình thích và hiẻu và đưa examples -
Có thể là giải case => Identify cái bias và cái errors => Solution là gì?
In decision making, there are numerous biases and errors that can influence the quality
of our choices. Here, I will discuss four common biases and errors and provide
examples to illustrate their impact: 1.
Confirmation Bias: Confirmation bias is the tendency to seek out information that
confirms our preexisting beliefs or opinions while disregarding or downplaying contradictory
evidence. For instance, imagine a manager who strongly believes that a particular employee is
not capable of handling a promotion. Despite receiving positive feedback and performance
indicators suggesting otherwise, the manager selectively focuses on negative incidents to confirm their initial bias. 2.
Anchoring Bias: Anchoring bias occurs when we rely too heavily on the first piece of
information encountered when making decisions. This initial information serves as an "anchor"
that influences subsequent judgments, often leading to biased outcomes. An example would be
a real estate agent presenting a high listing price to potential buyers. This inflated initial price
may anchor the buyers' perception, leading them to offer higher prices even if the property's actual value is lower. 3.
Availability Heuristic: The availability heuristic is the tendency to make judgments
based on the ease with which relevant examples or information come to mind. People often
rely on the availability of easily retrievable instances to assess the likelihood or importance of lOMoAR cPSD| 61236129
an event. For example, individuals may overestimate the prevalence of rare diseases if they
recently heard or read about such cases in the media, leading to unfounded health concerns. 4.
Overconfidence Bias: Overconfidence bias is the tendency to overestimate our abilities,
knowledge, or the accuracy of our predictions. It often leads to unwarranted certainty in our
judgments and decisions. An example of this bias can be seen in a financial investor who
believes they have superior stock-picking skills and consistently underperforms the market due
to overconfidence in their abilities.
When encountering biases and errors in decision making, it is essential to identify and mitigate
their impact. Possible solutions include: 1.
Seeking diverse perspectives: Actively seeking input from individuals with different
backgrounds and viewpoints can challenge biases and provide a more comprehensive picture for decision making. 2.
Encouraging critical thinking: Promoting a culture of questioning assumptions and
examining evidence can help mitigate biases by fostering a more rational and objective decision-making process. 3.
Utilizing decision-making tools: Structured decision-making tools, such as decision
matrices or SWOT analysis, can help reduce biases by providing a systematic framework to
evaluate options and consider relevant factors. 4.
Training and awareness: Educating individuals about common biases and errors in
decision making can enhance awareness and improve decision-making processes. Training
programs can teach individuals to recognize and counteract biases by promoting a more
deliberate and reflective approach.
In conclusion, biases and errors in decision making can significantly impact the quality of our
choices. Understanding and addressing common biases, such as confirmation bias, anchoring
bias, availability heuristic, and overconfidence bias, are crucial steps in making more informed lOMoAR cPSD| 61236129
and rational decisions. By employing strategies like seeking diverse perspectives, fostering
critical thinking, utilizing decision-making tools, and promoting training and awareness,
individuals and organizations can mitigate the influence of biases and improve the overall
effectiveness of decision making.
Question 7: Please define creativity and discuss the three-component model of creativity
- Có thể có 1 statement liên quan đến sáng tạo => discuss về cái statement đó Creativity
can be defined as the ability to generate new and valuable ideas, solutions, or products that are
original and meaningful. It involves thinking outside of conventional boundaries, making
connections between seemingly unrelated concepts, and bringing something novel into
existence. The three-component model of creativity proposes that creativity is influenced by
three interrelated components: domain-relevant skills, creativity-relevant processes, and intrinsic task motivation. 1.
Domain-relevant skills: Domain-relevant skills refer to the knowledge, expertise, and
technical abilities in a particular field or domain. These skills provide the foundation for
creative thinking and idea generation. For example, a musician's domain-relevant skills may
include proficiency in playing instruments, understanding music theory, and familiarity with
different musical genres. These skills enable them to experiment, compose unique melodies,
and explore innovative musical arrangements. 2.
Creativity-relevant processes: Creativity-relevant processes involve cognitive activities
and mental operations that facilitate creative thinking and idea generation. These processes include:
a. Divergent thinking: Divergent thinking is the ability to generate multiple ideas, perspectives,
and solutions. It involves breaking away from conventional thinking patterns and exploring
different possibilities. For instance, brainstorming sessions that encourage participants to
generate as many ideas as possible exemplify divergent thinking.
b. Convergent thinking: Convergent thinking is the ability to evaluate and select the most
promising ideas or solutions. It involves analyzing, refining, and synthesizing the generated
ideas to determine their value and feasibility. The process of narrowing down a list of potential
ideas to a few viable options demonstrates convergent thinking. lOMoAR cPSD| 61236129
c. Cognitive flexibility: Cognitive flexibility refers to the ability to shift between different
perspectives, approaches, and problem-solving strategies. It allows individuals to adapt their
thinking to new situations, consider alternative viewpoints, and approach challenges from various angles.
3. Intrinsic task motivation: Intrinsic task motivation refers to the internal drive, passion, and
enjoyment derived from engaging in creative tasks. It involves having a genuine interest,
curiosity, and personal satisfaction in the creative process itself, rather than relying solely on
external rewards or incentives. Intrinsic motivation fuels persistence, curiosity, and the
willingness to take risks and explore new ideas. For example, an artist who creates artwork for
the sheer joy of self-expression and the love of the creative process demonstrates intrinsic task motivation.
Regarding the statement related to creativity, one possible statement could be: "Creativity is an
innate trait and cannot be developed or nurtured." This statement can be discussed by providing
counterarguments and supporting evidence that creativity can indeed be developed and
nurtured through various approaches. Examples of nurturing creativity include: 1.
Skill development: Acquiring domain-relevant skills and knowledge through training,
education, and practice enhances creative abilities. For instance, a writer can improve their
creativity by honing their writing skills, expanding their vocabulary, and learning different storytelling techniques. 2.
Encouraging diverse experiences: Exposing oneself to a variety of experiences,
cultures, and perspectives broadens one's mental repertoire, fosters open-mindedness, and
stimulates new ideas. Traveling, engaging in different hobbies, or seeking out diverse
perspectives through conversations or reading can enhance creativity. 3.
Creating a supportive environment: Establishing an environment that encourages risk-
taking, experimentation, and the exploration of unconventional ideas can nurture creativity.
Providing constructive feedback, fostering a culture that embraces failure as a learning
opportunity, and promoting autonomy and creative freedom within a team or organization can stimulate creative thinking. 4.
Encouraging collaboration and diverse perspectives: Collaboration with others who
bring diverse backgrounds, expertise, and perspectives can spark creative synergy and idea lOMoAR cPSD| 61236129
generation. Engaging in group brainstorming sessions or interdisciplinary collaborations can
lead to novel insights and innovative solutions.
In conclusion, creativity is the ability to generate new and valuable ideas, solutions, or products.
The three-component model of creativity highlights the importance of domain-relevant skills,
creativity-relevant processes, and intrinsic task motivation in fostering creativity. While there
may be statements questioning the development of creativity, evidence suggests that creativity
can be nurtured and enhanced through skill development, diverse experiences, supportive
environments, and collaboration.
Question 8: Explain “Stage of group development" and discuss how group norm affect
the performance of the group and give examples.
- Phân tích theo hướng tích cực như nào? Tiêu cực như nào? => Give examples
- Làm thế nào để phát huy được tính hiệu quả của cái norm đó => extend ra khỏi câu hỏi => được điểm cao
The stages of group development, also known as the Tuckman model, explain the different
phases that a group goes through as it forms, matures, and eventually disbands. The four stages
are forming, storming, norming, and performing. 1.
Forming: In the forming stage, group members come together, get acquainted, and
establish initial impressions and expectations. They may feel cautious or uncertain about their
roles and responsibilities within the group. 2.
Storming: The storming stage is marked by conflicts, disagreements, and power
struggles as group members express their individuality and vie for influence within the group.
It is a critical phase where conflicts and differences need to be addressed and resolved to move forward. 3.
Norming: In the norming stage, the group establishes shared values, norms, and
expectations. Cohesion begins to develop as members understand and accept their roles, and a
sense of teamwork and cooperation emerges. This stage is characterized by increased
collaboration and a sense of unity. lOMoAR cPSD| 61236129 4.
Performing: The performing stage is reached when the group functions effectively as a
cohesive unit, focusing on achieving its goals and producing high-quality outcomes. Members
work together harmoniously, leveraging their collective skills and expertise to accomplish tasks efficiently.
The impact of group norms on group performance can be both positive and negative:
Positive impact of group norms:
When group norms are positive and conducive to collaboration and productivity, they can
enhance the performance of the group. For example, if a norm of active listening and equal
participation is established within a team, it can encourage open communication, idea sharing,
and constructive feedback, leading to better decision-making and improved outcomes.
Negative impact of group norms:
Negative group norms, such as a norm of conformity or a culture of complacency, can hinder
group performance. For instance, if a norm of conformity prevails, it may discourage individual
creativity and critical thinking, stifling innovation and limiting the group's potential. Similarly,
if a norm of complacency exists, it may discourage members from taking risks or challenging
the status quo, resulting in stagnation and missed opportunities.
To maximize the effectiveness of group norms, it is crucial to establish and reinforce positive
norms that promote collaboration, open communication, and accountability. This can be achieved by: 1.
Setting clear expectations: Clearly communicate the desired behaviors and values that
the group should adhere to, fostering a shared understanding of norms. 2.
Role modeling: Leaders and influential members should exemplify the desired
behaviors to set a positive example for others to follow. 3.
Encouraging participation: Create an inclusive environment that encourages active
participation and diverse perspectives, allowing for a wider range of ideas and solutions. lOMoAR cPSD| 61236129 4.
Providing constructive feedback: Offer feedback to individuals and the group as a
whole, recognizing positive behaviors and addressing any deviations from the desired norms. 5.
Celebrating success: Acknowledge and celebrate achievements that align with the
group norms, reinforcing the importance and value of those behaviors.
By promoting and nurturing positive group norms, the group can enhance its performance,
foster a supportive and productive environment, and achieve its goals effectively.
Question 9: Please define creativity and discuss the three-component of creativity (như trên)
Creativity is the ability to generate novel and valuable ideas, solutions, or products. It
involves thinking outside the box, breaking conventional patterns, and bringing
something new into existence. The three components of creativity are: 1.
Expertise: Expertise refers to a deep knowledge and understanding of a specific domain.
It includes acquired skills, technical knowledge, and experience relevant to the creative task.
Expertise provides a foundation for generating creative ideas by allowing individuals to draw
upon their knowledge and skills in unique ways. For example, a skilled musician's expertise in
playing different instruments enables them to create innovative melodies and compositions. 2.
Creative Thinking Skills: Creative thinking skills involve cognitive processes that
facilitate idea generation and problem-solving. These skills include divergent thinking, which
involves producing a wide range of ideas and exploring different perspectives, and convergent
thinking, which involves evaluating and selecting the most promising ideas. Creative thinking
skills can be enhanced through techniques like brainstorming, mind mapping, and reframing
problems. For instance, a marketing team's ability to generate multiple advertising concepts
and choose the most effective one showcases their creative thinking skills. 3.
Motivation: Motivation is the intrinsic drive to engage in creative endeavors and the
willingness to persist despite challenges. Intrinsic motivation, such as curiosity, passion, and
the desire for self-expression, plays a crucial role in fostering creativity. Extrinsic motivation, lOMoAR cPSD| 61236129
such as recognition, rewards, and social approval, can also influence creative output. For
example, an artist's passion for their craft and their determination to create meaningful artwork
exemplify the motivational aspect of creativity.
Positive aspects of creativity involve the generation of innovative ideas, solutions, and products
that lead to positive outcomes. Creativity can result in breakthrough inventions, artistic
masterpieces, and novel approaches to problem-solving. It fuels progress, drives innovation,
and enhances human experiences in various fields.
On the other hand, negative aspects of creativity can arise when ideas or creations have
detrimental consequences or when creative efforts are hindered. For example, creative thinking
used for unethical purposes, such as designing harmful technologies or creating manipulative
advertising campaigns, showcases the dark side of creativity. Additionally, when individuals
face barriers or lack support for their creative pursuits, their potential for creative expression may be limited.
To harness the effectiveness of creativity, it is important to cultivate an environment that
encourages and supports creative endeavors. This can be done by fostering a culture that values
and rewards innovation, providing resources and opportunities for skill development,
promoting autonomy and risk-taking, and encouraging collaboration and diverse perspectives.
Creating a norm of psychological safety, where individuals feel comfortable expressing and
exploring unconventional ideas, can also enhance creative output. For instance, organizations
that foster a culture of experimentation, embrace failure as a learning opportunity, and provide
dedicated time and resources for creative projects often experience higher levels of innovation and creative productivity.
In conclusion, creativity encompasses the ability to generate novel and valuable ideas,
solutions, or products. It is composed of expertise, creative thinking skills, and motivation.
While creativity can lead to positive outcomes and progress, it is important to be mindful of
potential negative consequences and to create an environment that nurtures and leverages creativity effectively. lOMoAR cPSD| 61236129
Question 10: Discuss and give example for the following statement: “Groups they
properties that shape members' behavior and help explain and predict individual
behavior within the group as well as the performance of the group itself".
- Agree hay ko? Giải thích, đưa ra luận điểm chứng minh => liên kết với những phần đã học
I agree with the statement that "Groups have properties that shape members' behavior and help
explain and predict individual behavior within the group as well as the performance of the
group itself." Group dynamics and properties play a significant role in influencing how
individuals behave within a group and contribute to the overall performance of the group.
Here's an explanation and supporting evidence: 1.
Norms and Conformity: Groups develop norms, which are shared expectations and
standards of behavior. These norms influence individual behavior within the group as members
conform to the group's expectations. For example, in a work team, if punctuality is valued and
expected, members are likely to conform to this norm and arrive on time for meetings. 2.
Roles and Role Expectations: Groups assign roles to their members, defining the
responsibilities and behaviors expected of each role. Individual behavior within the group is
influenced by these assigned roles. For instance, in a sports team, the captain's role may involve
providing guidance and leadership, and the other team members are expected to follow their directions. 3.
Group Cohesion and Social Influence: Group cohesion refers to the level of unity, trust,
and bonding among group members. It affects individual behavior within the group as members
seek to maintain harmony and positive relationships. The social influence within a cohesive
group can shape individual behavior. For example, in a tightly-knit friend group, individuals
may adopt similar fashion styles or hobbies due to the influence of their peers. 4.
Groupthink and Decision Making: Groupthink is a phenomenon where group members
prioritize harmony and consensus over critical thinking, resulting in flawed decision-making.
This influences individual behavior as members conform to the dominant group viewpoint. For lOMoAR cPSD| 61236129
example, in a business team, if groupthink occurs, individuals may suppress dissenting
opinions and conform to the majority, leading to suboptimal decisions. 5.
Social Identity and Intergroup Relations: Individuals derive their social identity from
group memberships, and this identity influences their behavior within the group. Social identity
theory suggests that individuals strive to maintain positive social identity by favoring their
ingroup and discriminating against outgroups. This behavior affects intergroup relations and
the overall performance of the group. For instance, in a sports rivalry, fans may exhibit biased
behavior towards their own team and display hostility towards rival fans.
In conclusion, groups possess properties that shape individual behavior within the group and
impact the performance of the group as a whole. Understanding group dynamics, norms, roles,
cohesion, decision-making processes, and social identity provides insights into individual
behavior and the functioning of groups. By considering these factors, we can better predict and
explain individual behavior within groups and evaluate the overall performance of the group.
Question 11: Discuss the following statement “Group decision making is more efficient
than individual decision making?
- Đồng ý hay ko? Điểm mạnh, yếu => Từng vế tốt hơn trong TH nào?
I agree that "Group decision making is more efficient than individual decision making"
in certain cases; however, both approaches have their strengths and weaknesses. Here is a breakdown:
Strengths of group decision making: 1.
Diverse perspectives: In group decision making, members contribute different
opinions, experiences, and information. This diversity can lead to fresh insights,
creativity, and multi-dimensional arguments, opening up more possibilities and
enhancing problem-solving capabilities. 2.
Social interaction: Group decision making creates a social interaction
environment, encouraging collaboration and teamwork. Discussing and making
decisions together can foster a sense of shared commitment and responsibility,
improving consensus and enhancing harmony within the group. lOMoAR cPSD| 61236129
Strengths of individual decision making: 1.
Flexibility: Individual decision making allows for quicker and more flexible
decision-making without the need for consensus or delays from other members. 2.
Personal accountability: Individual decision making holds the decision-maker
directly responsible for the outcomes and consequences of their decision. This can
create personal drive and autonomy in achieving goals and ensuring individual performance.
In which cases is each approach better:
Group decision making is more favorable:
- When the decision requires diverse knowledge and experience: In complex and multi-
faceted situations, group decision making can leverage the diverse knowledge and
experience of members to make better decisions.
- When acceptance and buy-in from important stakeholders are crucial: In decisions that
impact multiple stakeholders, group decision making can generate higher levels of
commitment and acceptance from all relevant parties.
- When creative and critical thinking is required: In solving complex problems or
generating innovative ideas, group decision making can harness the diversity of
opinions and creative thinking of members to achieve better outcomes.
However, it is important to acknowledge the drawbacks of group decision making, such
as difficulties in reaching consensus and potential delays due to the process of
discussion and participation by multiple individuals. In some cases, individual decision
making may be more effective, especially when decisions are simple, time is limited,
and the decision-maker possesses specific knowledge and experience.
Question 12: What is downward communication/upward communication/lateral
communication? How important is this type of communication in the organization? - Như trên
Downward communication, upward communication, and lateral communication are three lOMoAR cPSD| 61236129
types of communication commonly found in organizations.
1. Downward communication: Downward communication refers to the flow of
information from higher levels of management or supervisors to lower-level employees or subordinates. It
involves the transmission of instructions, policies,
goals, feedback, and other relevant information. Downward communication is
essential for providing guidance, clarifying expectations, and ensuring that employees
understand their roles and responsibilities within the organization. Strengths:
● Clear direction: Downward communication provides clear instructions and guidance
to employees, helping them understand what needs to be done and how to do it.
● Alignment with organizational goals: It facilitates the dissemination of organizational
goals and strategies, ensuring that employees are aligned and working towards common objectives. ● Feedback loop: Downward
communication allows for feedback from employees,
enabling managers to assess performance, make improvements, and address concerns.
2. Upward communication: Upward communication refers to the flow of information
from lower-level employees or subordinates to higher-level management or
supervisors. It involves providing feedback, suggestions, ideas, concerns, and reports
on work progress. Upward communication allows employees to express their
thoughts, share insights, and contribute to decision-making processes within the organization. Strengths:
● Employee empowerment: Upward communication empowers employees by providing
them with a platform to voice their opinions, ideas, and concerns, fostering a sense of ownership and engagement.
● Innovation and problem-solving: It allows for the sharing of innovative ideas,
suggestions for improvement, and identification of potential issues or challenges in the workplace. lOMoAR cPSD| 61236129
● Improved decision-making: Upward communication provides managers with valuable
insights and diverse perspectives, leading to more informed decision-making processes.
3. Lateral communication: Lateral communication, also known as horizontal
communication, occurs between individuals or departments at the same hierarchical
level within the organization. It facilitates collaboration, coordination, and
information sharing among peers or colleagues who work together on similar tasks or projects. Strengths:
● Collaboration and teamwork: Lateral communication enhances collaboration and
teamwork by promoting information sharing, coordination, and cooperation among individuals or departments.
● Problem-solving and knowledge sharing: It allows for the exchange of expertise, best
practices, and lessons learned, leading to improved problem-solving and knowledge
dissemination within the organization.
● Efficiency and productivity: Lateral communication reduces silos and facilitates
efficient information flow, ensuring that relevant information reaches the right people in a timely manner.
In different situations, the importance of each type of communication may vary:
● Downward communication is particularly important when clear direction, guidance,
and information dissemination from higher levels are required. It is more effective in
situations where employees need clear instructions, such as in task-oriented or hierarchical environments.
● Upward communication is crucial in empowering employees, promoting employee
engagement, and fostering a culture of innovation and continuous improvement. It is
more beneficial in organizations that value employee input, participatory
decision-making, and open communication channels.