COMMUNICATION | Explain the relationship between conflict intensity and performance.

Explain the relationship between conflict intensity and performance.

Behavior | What is emotional intelligence?

What is emotional intelligence and what are the five dimensions? ?

Answer:

Emotional intelligence is one's ability to detect and manage emotional cues and information. People who know their own emotions and are good at reading others' emotions may be more effective in their jobs – the ability to handle the emotions of others.

Several studies suggest that emotional intelligence plays an important role in job performance, although this belief is not universally shared among organizational behavior researchers.

It is comprised of dimensions: self-awareness (the ability to be aware of what you're feeling), self-management (the ability to manage one's emotions and impulses), self-motivation (the ability to persist in the face of setbacks and failures), empathy (the ability to sense how others are feeling), and social skills (the ability to handle the emotions of others.

http://wps.prenhall.com/bp_robbins_ob_14/150/38480/9851135.cw/index.html

Organizational Behavior / Robbins & Judge - 14th edition

http://wps.prenhall.com/bp_robbins_eob_10/114/29314/7504427.cw/index.html

Essentials of Organizational Behavior / Robbins & Judge - 10th edition

Behavior | What is the difference between job satisfaction and job involvement?

What is the difference between job satisfaction and job involvement? 























Answer: 
Job satisfaction is an individual's general attitude toward his or her job. A person with a high level of job satisfaction holds positive feelings about the job, while a person who is dissatisfied with his or her job holds negative feelings about the job. A closely related concept is job involvement. Job involvement is the degree to which a person identifies with his or her job, actively participates in it, and considers his or her performance important to self-worth. High levels of job involvement are positively related to organizational citizenship and job performance. 

http://wps.prenhall.com/bp_robbins_ob_14/150/38480/9851045.cw/-/9851047/index.html 
Organizational Behavior / Robbins & Judge - 14th edition

Control | Organizational Effectiveness is a Better Measure of Organizational Performance Than Organizational Productivity

Organizational effectiveness is a better measure of organizational performance than organizational productivity. Do you agree with this statement? Why or why not? 

Answer: 

Organizational effectiveness is a measure of how appropriate organizational goals are and how well those goals are being met. So an effective organization is certain to meet its goals. High organizational productivity does not necessarily indicate that organizational goals have been achieved. Hence organizational effectiveness, as a measure of organizational performance, can be considered a more accurate tool of measurement.

Productivity is the amount of goods or services produced divided by the inputs needed to generate that output. So it could be easier to calculate productivity. Students could disagree stating these reasons.

Source: Management, 11e (Robbins/Coulter)