According To The Law Of Reciprocity As It Relates To Organiz

According To The Law Of Reciprocity As It Relates To Organi

Question 1 according to the Law of Reciprocity (as it relates to organizational politics), workers who are wronged seek revenge. everybody expects to be paid back. leaders get even with disloyal group members. hard work pays off in the long run.

Question 2 Sending thank-you notes to large numbers of people is regarded as a method of keeping informed. way to make a quick showing. method of controlling lines of communication. basic, but effective, political technique.

Question 3 A major political blunder is to participate in dress-down days. accept the first offer from top management. be tactless toward influential people. agree with everything the boss says in a public forum.

Question 4 A study of empowerment in a firm with operations in the United States, Mexico, Poland, and India found that empowerment was negatively associated with job satisfaction among the workers in India. Poland. Mexico. the United States.

Question 5 Margaret has Machiavellian tendencies, so she is likely to attempt to avoid political tactics. reach out to less fortunate people. manipulate other people for her personal gain. revel against Macho men in the workplace.

Question 6 Which one of the following influence tactics requires that the leader/manager serve as a model the desired behavior? Exchanging favors and bargaining Rational persuasion Leading by example Getting network members to support your position

Question 7 Three points on the influence continuum are commitment, compliance, and resistance. power, skills, and outcomes. manipulation, ingratiation, and submission. empowerment, obedience, and concession.

Question 8 To bring about organization change effectively, an executive is best advised to use weaker influence tactics. use stronger influence tactics. serve as a role model for the desired attitudes and behaviors. avoid the use of position power.

Question 9 A guideline offered for the sequencing of influence tactics is to begin with a high-cost, high-risk tactic. low-cost, low-risk tactic. low-cost, high-risk tactic. moderate-cost, moderate-risk tactic.

Question 10 A rule of thumb offered for the sequencing of influence tactics is to first mirror the influence tactic of the other person, then try your own. begin with the ethical, then shift to the unethical. begin with the most positive, or least abrasive, tactic. first be more serious, then move toward joking and kidding.

Question 11 Crystal is an external leader of a team so she is a part-time member of the team. is paid from the headquarters budget. supervises a team while being a member of the team. supervises a team without being a member of the team.

Question 12 A study found that coaching and sense making by external leaders was more welcome when team members were weak and dependent. team workloads were light. the teams faced stable conditions. the teams faced disruptive conditions.

Question 13 You know you are practicing e-leadership when you work from your home. talk on your cell phone and send email messages at the same time. congratulate team members at remote locations by email. recommend new software for the group.

Question 14 An example of a physical structure to facilitate communication among team members is a telecommuting (work at home) program. private office or cubicle for each team member. shared physical facility such as a beverage lounge. high-rise building.

Question 15 A leader would be engaging in micromanagement if he or she closely monitored a group member's activities. inspired others to use desktop computers. engaged in strategic planning. gave as little direction as possible.

Question 16 The question, "If I work hard, will I get the job done?" illustrates the ____ aspect of expectancy theory. instrumentality valence performance-to-outcome expectancy expectancy

Question 17 An effective coaching technique to achieve enthusiasm and high performance is for the leader/manager to suspend team members who do not display enthusiasm or high performance. provide praise and positive feedback to team members. use a detached, permissive style. keep elevating goals as workers perform well.

Question 18 An important implication of expectancy theory for leadership is that the manager must assign valences to group members. workers must develop their own links between rewards and performance. out-groups and in-groups should be avoided. workers must clearly understand the task to be done.

Question 19 The sets of goal characteristics that will probably lead to higher levels of performance are easy and specific. easy and general. difficult and specific. difficult and general.

Question 20 A recommended way of giving advice to employees is to wait until the employee has a good day. put your advice in the form of a question. first make the employee feel guilty. offer a reward for accepting advice.

Question 21 Canon Inc. has found that a key to creating new products is for the distinction between production and development to be eliminated. production groups to report to the product development group. the production team to work physically close to product developers. the production team to be physically far removed from product developers.

Question 22 Multiunit organizations sometimes enhance creativity by sharing ideas across divisions. preventing ideas from moving from one unit to another. centralizing all new-product development. imposing penalties for idea leaks from one unit to another.

Question 23 Financial vice president Josie needs a creative idea. She might try jogging because many financial specialists are likely to be found on the jogging path. physical exercise is known to block out traditional thinking. physical exercise pumps more blood and oxygen into the brain. fatigue is good for creative thinking.

Question 24 Which one of the following would not be considered a managerial practice that enhances creativity? Prescribing the best method for arriving at a creative solution Giving workers assignments that stretch their intellectual capability Supplying groups with the time and money they need to accomplish the task Designing work groups with a diversity of backgrounds and perspectives

Question 25 A common thread to creativity-enhancing exercises is that they require the person to solve a puzzle. numerical as well as verbal reasoning. variations of brainstorming. flexible thinking.

Paper For Above instruction

The Law of Reciprocity is a fundamental principle in social psychology that has significant implications in organizational politics. It asserts that individuals tend to respond to others’ actions with similar actions, creating a cycle of mutual exchange. In the context of organizational dynamics, this law influences how employees and leaders interact, particularly regarding responses to fairness, rewards, and retaliations. This essay explores the application of the Law of Reciprocity within organizations, focusing on its impact on political behaviors, power dynamics, and leadership strategies.

Understanding the Law of Reciprocity in Organizational Politics

At its core, the Law of Reciprocity suggests that when employees believe they have been treated unfairly or wronged, they often seek revenge or retribution. This behavior stems from the expectation that fairness should be reciprocated, creating a cycle of perceived justice or injustice. In organizational settings, such reciprocation can manifest in various ways, including withholding effort, spreading negative word-of-mouth, or even engaging in overt retaliation against colleagues or leadership. For instance, a worker who feels undervalued may withhold cooperation or support, prompting further negative responses from management, thus perpetuating a cycle of dissatisfaction and conflict.

Implications for Leadership and Organizational Policy

Leadership plays a crucial role in shaping reciprocal behaviors. Leaders who foster trust and fairness tend to cultivate positive reciprocation among employees, leading to higher motivation, loyalty, and organizational commitment (Cropanzano & Mitchell, 2005). Conversely, leaders who engage in favoritism or unfair treatment provoke negative reciprocation, which can undermine team cohesion and overall productivity. Recognizing this, effective leaders seek to establish policies that promote equitable treatment and transparent communication, thereby discouraging retaliatory behaviors rooted in perceptions of injustice.

The Role of Reciprocity in Political Tactics and Power Dynamics

In organizational politics, reciprocity influences how influence tactics and power are wielded. For example, individuals who engage in favors or exchanges may expect reciprocation, creating a web of mutual dependencies. Approaches such as bargaining, persuasion, or ingratiation often rely on reciprocal expectations to succeed (French & Raven, 1959). However, these tactics can also foster unethical practices or manipulative behaviors, which can be detrimental if not managed ethically. Leaders should therefore be aware of reciprocal patterns that may lead to favoritism or corruption and promote integrity in political interactions.

Reciprocity and Ethical Leadership

Promoting ethical leadership involves understanding the nuances of reciprocity. Leaders who model fairness and reward positive contributions tend to generate reciprocal loyalty and effort. Conversely, exploiting reciprocal relationships for personal gain or engaging in unethical exchanges can erode trust and damage organizational culture. Ethical considerations should guide the use of reciprocal tactics, ensuring that they support organizational values rather than undermine them.

Conclusion

The Law of Reciprocity plays a central role in shaping organizational politics and behavior. Recognizing how reciprocal actions influence employee motivation, leadership effectiveness, and political tactics can help managers develop strategies that foster a fair and ethical workplace. By promoting equitable treatment and transparency, organizations can harness the positive aspects of reciprocity to enhance cooperation, trust, and long-term success.

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