BUS640 Study Guide
| Site: | Saylor Academy |
| Course: | BUS640: Advanced Organizational Behavior |
| Book: | BUS640 Study Guide |
| Printed by: | Guest user |
| Date: | Tuesday, July 1, 2025, 9:58 AM |
Navigating this Study Guide
Study Guide Structure
In this study guide, the sections in each unit (1a., 1b., etc.) are the learning outcomes of that unit.
Beneath each learning outcome are:
- questions for you to answer independently;
- a brief summary of the learning outcome topic; and
- and resources related to the learning outcome.
At the end of each unit, there is also a list of suggested vocabulary words.
How to Use this Study Guide
- Review the entire course by reading the learning outcome summaries and suggested resources.
- Test your understanding of the course information by answering questions related to each unit learning outcome and defining and memorizing the vocabulary words at the end of each unit.
By clicking on the gear button on the top right of the screen, you can print the study guide. Then you can make notes, highlight, and underline as you work.
Through reviewing and completing the study guide, you should gain a deeper understanding of each learning outcome in the course and be better prepared for the final exam!
Unit 1: Leadership
1a. Compare and contrast the different leadership styles, such as autocratic, servant, and transformational, and the most appropriate one for a given situation
- What are the different leadership styles?
- Can you compare autocratic and transformational leadership styles?
- How can you tell which leadership style is best in certain business situations?
Understanding leadership styles can be useful to you, and understanding how other people lead is important in business today. There are numerous different leadership styles, and each style may be useful in a specific situation. Understanding all leadership styles and being able to compare and contrast different leadership styles in a given situation is ideal for any good manager today.
Transformational leaders seem to guide any situation easily and get people to follow their lead. While autocratic leaders may not be the best in day-to-day operations and dealing regularly with employees, they can be excellent during business crises because they can make decisions quickly and without entanglements. Servant leaders tend to serve the people who work on their team, and before making any decision, they will consider all opinions of their team. While servant leaders support the team, this type of decision-making can create issues for the business when quick decisions are needed.
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1b. Critique how leadership values contribute to the overall organizational culture and achievement of business outcomes
- Why is it important to critique leadership values?
- How can you critique leadership values when compared to organizational culture?
- Is it important to consider business outcomes and leadership? If so, why?
Today, it is important to consider leadership values and how they may affect business outcomes. While most leaders may have the business' best interest, company culture, and overall growth in mind when making business decisions, not all leaders feel this way. Some leaders are more concerned with personal interests and not the company's best interest; sometimes, this is not known until the leader is doing the job.
When hiring new managers, it's important to consider their leadership styles and the positions they've been asked to fill. As a manager, you may ask yourself if a person has the leadership skills required for the job they're asked to do. A good leader with similar company values and goals that are in alignment can affect business outcomes and assist in company growth. When hiring a new manager, it is important to take into consideration the company culture, and it's important to hire and promote people who share those same values.
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1c. Analyze the qualities of a good leader and their importance to organizational results
- How can you evaluate the qualities of a good leader?
- What is an example of a good leader affecting organizational results?
- How might a bad leader affect the bottom line of an organization?
By analyzing the qualities of a good leader, you may see their value and how they affect a business' bottom line. It's very easy to see how a bad leader affects an organization, but very few will analyze the leadership in that situation when an organization is doing well. There are a few different ways you can analyze the qualities of a good leader. These might include requiring employees to take a leadership style test, observing the leader over time with their team, or even asking for specific examples from someone you may hire from outside the company.
As a manager who may hire others, it will be important that you understand the leadership qualities of the people you interview. This ability is easier when you promote from within, have worked with a good leader, and can watch their interactions with their team. It can become more difficult when hiring a leader from outside your company.
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1d. Appraise the relationship between leadership style and effectively managing change
- What types of leadership styles are effective in managing change?
- Which leadership style might be best at managing change, and why?
- Which leadership style might be worse at managing change, and why?
Change occurs frequently in business today, and leaders must be hired to manage that change effectively. By understanding what change is required and analyzing which leadership style might be best to manage that change, you may effectively match the leader to the situation at hand. Because of this, understanding the various leadership styles and the strengths and weaknesses of those styles is important in management today.
Certain leadership styles are excellent at managing change. For example, a transformational leadership style is a great example of a manager who can watch over change and effectively have employees follow their lead. Transformational leaders tend to look on the positive side, understand the change required, and move people to make change.
To review, see:
Unit 1 Vocabulary
This vocabulary list includes terms you will need to know to successfully complete the final exam.
- autocratic leaders
- company values
- servant leaders
- transformational leaders
Unit 2: Motivation
2a. Contrast how leadership styles affect individual motivation and their impact on performance
- What is an example of how a leader might affect employee motivation?
- How does employee motivation affect company performance?
- Why is it important to understand leadership styles and employee motivation?
Effective leaders can greatly influence employee motivation, and as a result, this may affect the company's bottom line. Keeping employees motivated and focused on company goals can be difficult. A good leader can impact employee motivation and keep people focused. A manager with a transformational leadership style may use a shared company vision to motivate employees.
While an autocratic leader may depend on their employees to have extrinsic or outside motivation. An example may be paying people a higher salary for a job that most people may not want to do; the motivation comes from outside the organization, such as supporting a family or trying to buy a better house. They may not be motivated by the workplace but by the salary they receive to buy something they desire. In this example, an autocratic leader is not concerned with employee motivation but knows that a higher salary is motivation enough.
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2b. Evaluate motivation practices that turn employees into high-performers
- What is an example of how an employee can be turned into a high performer?
- What motivational practices can leaders use to move employees?
- Why is it important to use motivational practices in business today?
Reviewing numerous ways to motivate employees is important for any manager today, and some employees may turn into high performers. These are typically employees that companies want to invest in and support. High-performing employees tend to produce more for an organization and will affect the bottom line.
Motivational practices might include:
- rewards or bonuses
- a positive or uplifting working environment
- giving positive feedback
- ensuring career and personal development of employees
Every employee will be motivated differently, and a manager needs to determine how their employees are motivated. Some employees may prefer hearing positive feedback over receiving a monetary reward, and for these employees, it's important that they receive the type of motivation they require. By receiving the appropriate motivational reward, an employee may become high-performing.
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2c. Compare the different roles, responsibilities, and structures of motivation and how they influence behavior
- What are the different roles and structures of employee motivation?
- How might a different structure of motivation influence employee behavior?
- Why is it important to determine how employee behavior is influenced?
Organizational structure may include how roles and responsibilities are organized to achieve company goals. This is a process of organizing departments and how business is conducted. Depending on how well an organization's structure is developed, this may affect employee behavior and motivation.
For example, a poorly developed organizational structure may lead to poor employee performance. If a company has 20 managers and all of the managers report to the CEO, the structure may not be effective. This structure may show that the CEO wants to retain control of all decisions made instead of allowing management to be responsible for their areas. Instead, a more effective structure may be to have four vice presidents who then supervise managers based on department. It is important to consider an organization's various roles, responsibilities, and structures and how they may affect employee motivation.
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2d. Analyze how organizational strategy, culture, and technology all have to be aligned for employees to be motivated for high performance
- What is an example of how culture affects employee motivation?
- Why is it important to consider employee motivation in terms of high performers?
- How does technology affect employee motivation?
It's important to consider an organization's climate regarding employee motivation. Organizational climate might encompass organizational strategy, culture, and technology. For example, technology can make employees' jobs easier by increasing efficiency and communication. An employee may be more motivated if they feel they are more productive. Ensuring that the organization keeps up with technology is important for employee motivation and driving high-performing employees.
Considering the company culture is also important to evaluate. A strong corporate culture will allow employees to feel valued and have control over their job. This can motivate employees who want to feel like they are part of something bigger than themselves. The more motivated an employee is, the better the potential for high performance. Company structure is also important to consider, as employees have a better sense of clarity about their jobs and how they fit into the organization's overall goals. This sense of clarity can lead to better employee motivation and engagement.
To review, see:
Unit 2 Vocabulary
This vocabulary list includes terms you will need to know to successfully complete the final exam.
- company culture
- employee motivation
- motivational practices
- organizational climate
- organizational structure
Unit 3: Conflict Management
3a. Critique the concept of conflict management as it applies to a work environment
- How might conflict management apply to the work environment?
- In an organization, who does conflict management affect?
- Why is it important to consider conflict management in the workplace?
Conflict management is an important aspect for any organization to consider when it comes to employee motivation. Employees do not want to work for an organization that does not address conflict. When conflict is addressed immediately, employees feel motivated and safe to express their ideas. By dealing with conflict, it encourages open communication among employees.
On the other hand, chaos may ensue when a company does not address conflict management appropriately. This may lead to poor performance, a higher turnover rate, and a negative reputation. As a manager, it will be important that you understand how to effectively deal with conflict management amongst your team. Failure to do so, or avoiding the conflict, will lead to additional issues and negative feedback.
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3b. Compare and contrast the advantages and disadvantages of conflict and their relationship to productivity
- How can conflict advance the workplace?
- What are some disadvantages of conflict and employee productivity?
- How does conflict management relate to employee productivity?
Productive conflict may include employees feeling safe in expressing their concerns in the workplace; this may lead to a team working well together. A manager with good leadership skills may encourage productive team conflict and know that this may lead to higher productivity. This may create a situation where employees feel more job satisfaction and belonging.
On the other hand, unproductive conflict can create negative emotions for employees and leaders. An ineffective leader who does not encourage productive conflict can create a negative work environment. As a manager, it is important to understand the differences between productive conflict and ineffective conflict management.
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3c. Differentiate between conflict management and conflict resolution
- What is an example of conflict resolution?
- How can conflict management create a better working environment?
- Why would a company develop a conflict management policy?
Poor conflict management is expensive for any organization, and an organization needs to develop a conflict management policy. As previously mentioned, poor conflict management can result in job dissatisfaction and a negative work environment. Every organization needs to create policies that deal with conflict management and seek a resolution.
Conflict management encourages people to work together to arrive at a resolution. Conflict resolution is the idea of resolving a dispute and coming to a resolution that can be agreed to by all people involved. Conflict will occur in any workplace; every company must devise a strategy for handling conflict.
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3d. Determine the most appropriate conflict management style to maintain organizational stability
- What are the types of conflict management styles?
- How can a conflict management style relate to organizational stability?
- Why is it important for an organization to consider a conflict management style?
There are five conflict management styles: accommodating, avoiding, compromising, collaborating, and competing. A conflict management style describes how a leader may deal with conflict.
A leader with an avoiding conflict management style will avoid conflict at any cost because it makes them uncomfortable. However, in the long run, avoiding conflict has been shown to create bigger problems that may need to be resolved by management.
A leader with a compromising conflict management style will attempt to resolve a conflict by compromising with both parties. This type of resolution may be temporary because the emotions behind the conflict have not been appropriately dealt with.
A leader with a competing conflict management style may view the conflict as a competition, and this person may see a winner and a loser. This leadership style can be destructive for an organization because a resolution may not be sought.
A leader with an accommodating conflict management style will often allow others to come to a resolution on their own and attempt to defer a decision. This type of leader may need to learn to recognize and express their concerns.
A leader with a collaborating conflict management style will work to resolve a conflict by attempting to understand the emotional motivations behind the people involved in the conflict. This type of conflict management style would help any leader to effectively deal with conflict amongst their team because it attempts to deal with emotions involved in the conflict.
To review, see:
Unit 3 Vocabulary
This vocabulary list includes terms you will need to know to successfully complete the final exam.
- accommodating conflict management style
- avoiding conflict management style
- collaborating conflict management style
- competing conflict management style
- compromising conflict management style
- conflict management
- conflict management policy
- conflict resolution
- productive conflict
Unit 4: Team Development
4a. Compare the difference between a group and a team
- How would you define a group or a team?
- Why is it important to know the difference between a group and a team?
- How can understanding the definition of a team help working relationships?
The definitions of a team and group are very similar. Group members may work independently of one another, but each member may have accountability for their job. A team works together towards a common goal and most likely shares accountability. Although many people may use these words interchangeably, they have separate meanings, and in the workplace, it is important to understand the differences between the two.
An example would be a group of managers who meet monthly to discuss their departments while the teams working for those managers complete the work for their departments. By understanding the differences between a group and a team, you may better understand the workplace and your working environment.
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4b. Evaluate phases of team development to form effective and high-performing teams
- What are the phases of team development?
- How can team development help to create high-performing teams?
- What is team development, and who is responsible for it?
In the workplace, it is important to consider team development. If you are a new manager in charge of a team, it is important to consider how well that team works together and what you can do to better develop the team. There are five phases of team development: forming, storming, norming, performing, and ending.
As a team develops and moves through these phases, the team matures and forms deeper relationships while they work toward common goals. The better a team works together, the more effective they become, which may lead them to becoming a high-performing team. While not all teams will be effective, a good leader can direct team development to create a more efficient team.
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4c. Contrast effective methods for managing teams
- How can you effectively manage a team?
- What is an example of a method used in managing teams?
- What can you do if you take over a team that doesn't work well together?
As a leader, it is important to understand how to properly manage your team. As a new leader, team management will include understanding the team and how they work together before trying to make changes. It will be useful to spend some time planning what you would like to occur in the team before making any changes.
A few ideas for effectively managing a team include:
- creating a team culture
- setting clear goals and a vision
- using open communication and collaboration
- ensuring you provide timely feedback to each team member and the team
- settling any issues or conflicts quickly
It will also be important that you lead by example, learn to empower the team, and delegate to the team appropriately.
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4d. Critique how team-building activities maintain cohesive team synergy
- What is an example of a team-building activity?
- Why are team-building activities important?
- What is the end goal for team-building activities?
Team-building activities are common in business today as people learn to work well within the team. These activities are useful for a manager, especially for teams that do not work well together. During the process of conducting team-building activities, employees may form bonds and make connections with each other that will be useful in the workplace. This type of workplace synergy is important as team members learn to work well together.
A few ideas for team-building activities include a scavenger hunt, an egg drop, board games, executive retreats, or practicing teamwork. These activities help employees work together toward a common goal while learning how to trust each other in the process. The end goal is a team that works well together and relies on each other.
To review, see:
Unit 4 Vocabulary
This vocabulary list includes terms you will need to know to successfully complete the final exam.
- group
- team
- team-building activities
- team development
- team management
- workplace synergy
Unit 5: Group Dynamics
5a. Differentiate between the different types of groups while explaining different theories
- What is an example of a type of group?
- Why is it important to analyze the different types of groups?
- How does a type of group compare with group theories?
In business today, we may have formal or informal groups in the workplace. An informal group is typically formed without planning, while a formal group is formed for a purpose. An informal group tends to bond more easily and work well over time. In contrast, a formal group's cohesion may depend on the reason for the group itself or the leader of the group.
Social exchange theory is a concept about relationships using a cost-benefit analysis. For example, are there more costs or benefits in your relationship with an individual? If the benefits outweigh the costs, then the relationship may continue. However, if the cost of the relationship is greater than the benefits received, the relationship may not continue.
The Punctuated-Equilibrium Model, as it relates to organizational behavior, states that a group may progress during a sudden change after a period of no change. This model also states that a group that is small, stable, and supportive of one another may get along better than groups that are not. These theories and models help us better understand group dynamics and how we can propel them forward.
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5b. Differentiate the various structures of groups and their impact on groupthink
- What is groupthink?
- What are the various structures of groups?
- How might a group structure impact groupthink?
The structure of a workplace group may depend on the group's individual roles, norms, and status. These areas should be well-defined when creating a formal workplace group. Depending on how the organizational structure is devised, this may also play a role in the structure of a workplace group.
Groupthink occurs when a group makes decisions in a way that may discourage different thinking. An example of groupthink occurs when one member expresses an idea, like "we should not allow members of a specific religious faith to join our group", and the group accepts the idea without question. The group may want to maintain cohesiveness, so they decide that agreeing is better than arguing the idea.
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5c. Critique how group effort and group decision-making affect groupthink
- How does group effort affect group decision-making?
- How does group decision-making affect groupthink?
- Why is it important to analyze how a group makes decisions?
Groupthink may take over when trying to maintain group cohesion, and normal problem-solving or decision-making may not occur. When this occurs, if one person attempts to shed light on the groupthink idea, they may be expelled. In the workplace, this must be addressed immediately. A manager may need to step in and correct Issues within the group.
In a healthy work group, each team member must participate in decision-making. By allowing open communication and considering each team member's opinions, the group decision-making process allows for potential brainstorming and solving problems together.
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5d. Evaluate basic personality profiles, such as introverts and extroverts, and best practices for managing them
- What is an example of an introvert in the workplace?
- What are some best practices for managing a team?
- How might an extrovert conduct business differently than an introvert?
As a leader, it is important to understand the difference in basic personality profiles, including introverts and extroverts. An introvert may prefer to work alone without interruption and enjoy focused tasks. An extrovert will get along with most people and flourish socially in the workplace but may need to discuss ideas with peers before starting a task.
By understanding the differences between these personality profiles, you may be able to help introverts and extroverts feel more comfortable within the team. As a leader, it will be important that you learn to adjust your leadership style to deal with different types of employees. Understanding each employee's strengths and weaknesses will also be useful so that you may better manage and use these strengths with the team.
To review, see:
Unit 5 Vocabulary
This vocabulary list includes terms you will need to know to successfully complete the final exam.
- extrovert
- formal group
- groupthink
- informal group
- introvert
- Punctuated-Equilibrium Model
- social exchange theory