Term
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Definition
| a broad model, a framework, a way of thinking, or a scheme of understanding reality |
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Term
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Definition
| a situation arises in which those in the existing paradigm may not even see the changes that are occurring, let alone reason and draw logical inferences and perceptions about the changes |
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Term
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Definition
| people start over and go back to zero when their is a shift in a new paradigm |
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Term
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Definition
| - managers thought that their employees were lazy and they were interested only in money, and that if you could make them happy, they would be high performers |
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Term
New theory about employees
1/8th |
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Definition
The new perspective assumes that employees are extremely complex and there’s a need for theoretical understanding backed by rigorous empirical research before applications can be made for managing people effectively
half of todays' managers buy into the importance of the human side of enterprise |
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Term
| Evidence based Management |
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Definition
"translating principles based on best evidence into organizational practices."
could help close gap between theory/research practice |
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Term
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Definition
Light study
Attempted to examine the relationship between light intensity on the shop floor of manual work sites and employee productivity
Something besides the level of illumination was causing the change in productivity- the complex human variable |
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Term
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Definition
| the increases in the test room productivity can be attributed solely to the fact that the participants in the study were given special attention and they were enjoying a novel, interesting experience |
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Term
| Overall scientific perspective |
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Definition
• Overall purposes are understanding/explanation, prediction, and control
• Definitions are precise and operational
• The measures are reliable and valid
• Methods are systematic
• Results are cumulative |
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Term
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Definition
| The average of one working experiment and one not working experiment will tell a more accurate of how well it works or does not work |
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Term
| 3 designs most used in OB |
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Definition
1. Experiment
2. The case
3. the survey |
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Term
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Definition
| if a study has no other plausible alternative explanations of the reported results other than those reported |
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Definition
| concerned with the generalization of the results |
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Term
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Definition
| the understanding, prediction, and management of human behavior in organizations |
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Term
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Definition
| emphasizes positive and free will of human behavior and also uses expectancy, demand, and intention |
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Term
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Definition
| the act of knowing an item of information |
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Term
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Definition
| function of its environment, emphasized importance of Response-Stimulant. |
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Term
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Definition
| the organism has to operate on the environment in order to receive the desirable consequence |
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Term
| Social Cognitive Framework |
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Definition
| Learn by watching others. |
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Term
| 3 Phases of Globalization |
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Definition
1. Countries globalizing
2. Companies globalizing
3. Information technology available to everyone |
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Term
| Implication of Globalization |
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Definition
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Term
| Problem with globalization |
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Definition
| increasing frequent intercultural encounters can't be solved with simple guidelines |
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Term
| Reasons for complexity of cross-cultured management |
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Definition
1. People are influenced by multiple cultures
2. Different behaviors, beliefs, values
3. Cannot categorize different cultures. |
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Term
| Diversity in the workplace |
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Definition
| will make a stronger, more competitive enterprise |
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Term
| Effective diversity management strategies |
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Definition
1. Allowing all to contribute in ways they can
2. Leveling all similarities and differences to make a strategically effective workforce
3. enhancing the people from different backgrounds to work more effectively together |
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Term
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Definition
Changing workforce demographics (age, gender)
Legislations and Lawsuits
Increasing in international business
competitive pressure
recognition and demand for diverse viewpoints |
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Term
| Legislations and Lawsuits |
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Definition
Age discrimination act of 1978
• Pregnancy Discrimination Act of 1978
• Americans with Disabilities Act of 1990
• Civil Rights Act of 1991 (refined the act of 1964 and reinstated burden of proof to the employers to eliminate discrimination)
• Family and Medical Leave Act of 1993 (allows employees to take up to 12 weeks of unpaid leave for family or medical reasons each year) |
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Term
| Multi Cultural Organization |
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Definition
• Reflects the contributions and interests of diverse cultural and social groups in its mission, operations, and product or service
• Acts on a commitment to eradicate social oppression in all forms within the organization
• Includes the members of diverse cultural and social groups as full participants, especially in decisions that shape the organization
• Follows through on broader external social responsibilities, including support of other institutional efforts to eliminate all forms of social oppression |
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Term
| Stages that lead to multicultural organizations |
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Definition
1. Exclusionary organization
2. club organization (traditionally hold power)
3. compliance organization ( those committed to removing some of the regulations)
4.Redefined organization- wanting to include and be open to all
5.• Multicultural organization: core cultural values and an ongoing commitment to eliminate social oppression and promote dignity and respect for everyone throughout the organization |
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Term
| Interdependent paths to approaching diversity |
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Definition
• Learning: based on acquiring real or simulated experience
• Empathy: based on the ability to understand feelings and emotions |
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Term
| organizations approaching diversity |
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Definition
1.testing
2. training
Large size
Positive top-management beliefs about diversity
High strategic priority of diversity relative to other competing objectives
Presence of a diversity manager
Existence of a large number of other diversity supportive policies
3. Mentoring
4. Programs to balance life and work
flextime, job sharing, child care, etc |
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Term
| cultural influences on organization behavior comes from... |
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Definition
| family, friends, neighbors, education, religion and media |
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Term
| organization influences come from... |
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Definition
| ethical codes, role models, policies and practices, and reward and punishment systems. |
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Term
| external forces that have influences on ethical behavoir |
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Definition
| political, legal, economic, and international developments |
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Term
| The Impact of Ethics on “Bottom-Line” Outcomes |
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Definition
| Strong link between a company’s ethical commitment and its market value added (MVA) and the investment in social programs and the firm’s financial outcomes. |
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Term
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Definition
| system of consciously coordinated activities of two or more persons |
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Term
| The existence of a cooperative theory |
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Definition
| demands for the participants' ability to communicate and willingness to serve and stride toward a common purpose |
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Term
| in the creation and perpetuation of formal organizations.. |
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Definition
| the human being plays the most important role |
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Term
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Definition
| stresses the input of the external environment |
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Term
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Definition
| no single best way to organize, each must be fitted to the environmental conditions |
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Term
| natural selection (challenges the contingency approach) |
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Definition
| more the process of "survival of the fittest" |
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Term
| information processing and organizational learning |
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Definition
| important of generative over adapative learning in fast-changing external environments |
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Term
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Definition
1. Single Loop
2. Double Loop |
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Term
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Definition
| improving the ability to achieve known objectives; associated with routine and behavioral learning. Learning without significant change |
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Term
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Definition
| reevaluates the nature of the organization’s objectives and the values and beliefs surrounding them. Involves changing the culture |
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Term
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Definition
| involves creativity and innovation. beyond adapting change, more so anticipating change. |
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Term
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Definition
| total reframing of organization's experiences learning from the process |
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Term
| Under the learning organization, People closest to the problem |
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Definition
| know the best ways to solve it |
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Term
| Learning organization in action, managers should be able to |
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Definition
| see all parts of data as a series, not as unconnected parts |
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Term
| 2 critical dimensions in developing creativity among personnel, |
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Definition
1. personal flexibility
2. willingness to take risks |
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Term
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Definition
traditonal= pyramid
horizontal = pizza, flat with all necessary ingredients |
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Term
| horizontal organizations characteristics |
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Definition
• Organization revolves around the process, not the task
• The hierarchy is flat
• Teams are used to manage everything
• Customers drive performance
• Team performance is rewarded
• Supplier and customer contact is maximized
• All employees need to be fully informed and trained |
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Term
| guidelines to make horizontal organizations more effective |
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Definition
1. make teams
2. decrease hierarchy
3. train people to work cross-functionally and emphasize multiple competencies
• Measure for end-of-process performance objectives, as well as customer satisfaction, employee satisfaction, and financial contribution
5. build openness culture |
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Term
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Definition
1. hollow- outsourcing selective tasks, functions and processes
2. modular- outsourcing just parts of the product |
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Term
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Definition
| horizontal, hollow, and modular organization subsumed under this term because of boundaryless conditions created by advance information technology and globalization |
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Term
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Definition
| unique combo of strategy, structure and management processes |
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Term
| 3 types of radical redesign |
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Definition
1. Greenfield
clean slate
2. Rediscovery
using previous productive and eliminating the unsuccessful and adding new additions
3. Network
disaggregate and partner
outsourcing to upstream/downstream partners |
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Term
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Definition
| company outside a company created to specifically respond to an exceptional market opportunity that’s often temporary |
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Term
| in a virtual organization |
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Definition
| Partners share costs, skills, and access to international markets contributing its core capabilities |
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Term
| key attributes in virtual organizations |
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Definition
• Technology
• Opportunism
• No borders
• Trust
• Excellence |
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Term
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Definition
| pattern of basic assumptions- invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration- that has worked well enough to be considered valuable and, should be taught to new members as the correct way to perceive, think, and feel in relation to those problems |
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Term
| Characteristics of organizational culture |
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Definition
1. Observed behavioral regularities
2. Norms
3. Dominant values
4. Philosophy
5. Rules
6. organizational climate |
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Term
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Definition
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Term
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Definition
| shared values/beliefs/behaviors by a majority of the company. helps day-to-day tasks |
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Term
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Definition
values shared by a minority of the organization
- typcially result of experience, or department
- could weaken if against dominant |
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Term
| Steps of Socialization to maintain culture |
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Definition
Selection of entry-level personnel
Placement on the job
Job mastery
Measuring and rewarding performance
Adherence to important values
Reinforcing the stories and folklore
Recognition and promotion |
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Term
| Mergers and Acquisitions can change the culture, focus on 3 main things; |
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Definition
1. structure
2. politics
3. emotion |
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Term
| In case of merging enterprises |
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Definition
| like network and virtual organization designs consisting of a global network of independent companies acting as a single company with a common mission |
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Term
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Definition
| played a bigger role in sociology |
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Term
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Definition
| is borrowed largely from psychology |
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Term
| primary aim of any research design |
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Definition
| is to provide a cause-and-effect relationship |
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Term
| field studies have better |
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Definition
| external validity compared to labratory studies |
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Term
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Definition
| behavior is purposive, that it is directed towards a goal. learning consists of the expectancy that will lead to a particular consequence |
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Term
| the social cognitive process can be unifying theoretical framework for |
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Definition
| both cognition and behaviorism |
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Term
| The behavioristic approach posits that cognitive processes such as thinking, expectancies, and perception exist |
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Definition
| but are not needed to predict and control or manage behavior |
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Term
| behavioristic approach accused of being |
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Definition
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Term
| cognitive approach accused of being |
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Definition
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Term
| important environmental/contextual dimensions |
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Definition
1. globalization
2. diversity
3. ethics |
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Term
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Definition
"human capital"- what you know
"social capital"- who you know
"positive psychological capital"- who you are |
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Term
| what can be attributed to the dynamic, technologically advanced work environment? |
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Definition
1. change in nature of work
2. change in traditional employee contract
3.change in composition of work force |
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Term
| quinn believed that to create effective strategies of organization; developing and deploying |
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Definition
| intelligence resources would be more important than physical assets |
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Term
| Theory X states that managers believe |
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Definition
| employees are only interested in money |
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Term
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Definition
| pay for perfomance, self-managed teams, 360 degree multisource feedback, behavioral management, and investing in psychological capital |
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Term
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Definition
| believe it, do it, stick with it |
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Term
| If practitioners take on a more "Practitioner-Scientific" role and academicians assume a more "Scientific-Practitioner" role, it would result in a movement towards: |
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Definition
| evidence based management |
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Term
| The relay room studies phase of the Hawthorne studies concluded that: |
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Definition
| independent variables by themselves were not causing the change in the dependent variables |
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Term
| variables responsible for separating the old human relations movement and the evidence-based approach to the field of organizational behavior? |
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Definition
1. experimental design
2. group dynamics
3. styles of leadership and supervision
4. rewards |
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Term
| Theory and research go hand in hand in |
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Definition
| evidence based management |
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Term
| Controls employed are the key to |
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Definition
| the success of experimental design |
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Term
| The organizational theory is more _____________ oriented at the macro level |
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Definition
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Term
| organizational development tends to be more _______ oriented at the macro level |
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Definition
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Term
| organizational behavior tends to be more ________ oriented at the micro level |
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Definition
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Term
| human resource management tends to be more_______ oriented at the micro level |
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Definition
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Term
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Definition
| expectancy, demand, and intention |
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Term
| Ivan Pavlov and John B. Watson used |
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Definition
| classical conditioning experiments to formulate the stimulus-response (S-R) explanation of human behavior. |
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Term
| Skinner believed that the consequences of a response |
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Definition
| could better explain most behaviors than eliciting stimuli could. |
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Term
| According to social learning, behavior can be explained by continuous interaction among; |
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Definition
| cognitive, behavioral, and environmental |
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Term
| Diversity plays a central role in |
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Definition
| today's environmental context |
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Term
| major reason for increasing diversity |
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Definition
competitive pressures
legislations and lawsuits
increase in international business |
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Term
| is defined as a set of individual attributes that enable an individual to influence individuals, groups, and organizations from diverse social/cultural/institutional systems. |
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Definition
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Term
| Age discrimination act of 1978 |
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Definition
| This law at first increased the mandatory retirement age from 65 to 70, but was later amended to eliminate an upper age limit completely. |
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Term
| The Family and Medical Leave Act of 1993 allows employees to take up to _____ weeks of unpaid leave for family or medical reasons each year. |
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Definition
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Term
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Definition
| is valuable to shift perceptions |
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Term
| corporate social responsiblity |
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Definition
| may be defined as, "engaging in economically sustainable business activities that go beyond legal requirements to protect the well-being of employees, communities, and the environment." |
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Term
| the organizational ecological |
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Definition
| theory suggests that organizations change as a process of ‘survival of the fittest.' |
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Term
| creativity includes the willingness to |
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Definition
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Term
| Managers at a learning organization encourage risk-taking, creative behavior by providing a _______ environment. |
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Definition
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Term
| In a learning organization |
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Definition
| there is a shared vision. |
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Term
| In horizontal organization, the primary driver of performance is |
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Definition
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Term
| prime and pragmatic needs |
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Definition
| are driving the new form of global alliance, namely, relationship enterprises. |
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Term
| organizational ecology approach |
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Definition
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Term
| Learning organizations use collaborative learning and the integration of diverse viewpoints of personnel throughout the organization for which of the following? |
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Definition
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Term
| The key challenge for contemporary organizations is to instill and sustain a corporate-wide culture that encourages _____. |
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Definition
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Term
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Definition
| consist(s) of a global network of independent companies that act as a single company with a common mission. |
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Term
| is described as the way people affect others and the manner in which they understand and view themselves, as well as their pattern of inner and outer measurable traits and the person-situation interaction. |
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Definition
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Term
| the ____ is sometimes called the last frontier |
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Definition
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Term
| People's attempts to understand themselves are called _________ in personality theory. |
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Definition
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Term
| person-situation interaction |
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Definition
| provides further understanding that each situation is different. |
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Term
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Definition
| not confined to early childhood, but throughout the life |
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Term
| real value of the big 5 to organizational behavior is |
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Definition
| that it brings back the importance of pre-dispositional traits, and these traits have been clearly shown to relate to job performance. |
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Term
| There is general agreement that conscientiousness has a strong positive correlation with job _________ |
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Definition
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Term
| the major reason the myers-briggs Type Indicator (MBTI) is such a psychologically non-threatening, commonly used personality inventory is |
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Definition
| because during formulating his theory, Jung emphasized that there were no good or bad types. |
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Term
| An employee who is emotionally attached and involved with the organization is showing |
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Definition
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Term
| Which of the following technologies allows the measurement of brain activity by mapping specific regions that are linked to specialized roles? |
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Definition
| functional magnetic resonance imaging |
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Term
| Which of the following trait has the strongest positive correlation with job performance? |
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Definition
|
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Term
| ) A study found that those with a strategic management style were most characterized by which of the following personality traits identified by the Big Five? |
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Definition
| conscientious and openness to experience |
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Term
| the perceptual process can be defined as |
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Definition
| Which of the following can be defined as a complicated interaction of selection, organization, and interpretation? |
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