Term
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Definition
| Influencing Behavior in organizations such that Common behavior is identified and worked towards |
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Term
| Define Organizational Behavior |
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Definition
| Multidisciplinary field of study that seeks to understand the individual, group and organizational processes and how much contributes toward behavior within organizations |
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Term
| Management Education that entered curricula in 1980s |
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Definition
| Leadership, decision-making, emotions, teams... |
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Term
| Fields of Management and organizational behavior |
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Definition
| psychology, sociology, social psychology and anthropology |
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Term
| What is the "hedgehog concept" |
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Definition
| Find one concept/job/service you provide and are very good at, and only focus on it |
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Term
| What are some characteristics of Evidence Based Management? |
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Definition
| Increased Accountability, Flattened organizational structure, global competition, evidence based medicine |
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Term
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Definition
| A moderator explains WHEN an independent variable leads to a dependent variable |
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Term
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Definition
| A variable that explains the relationship between 2 variables, and WHY one variable would lead to another |
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Term
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Definition
| The fact that too variables seem as if one is dependent on the other, when in reality that is not true |
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Term
| Define Correlation Coefficient |
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Definition
| A measure that indicates the strength of relationship between two variables (positive, negative, not related) |
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Term
| Define characteristics of a case study |
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Definition
| Pros: Rich Data collection, in depth analysis. Cons: Subjective and idiosyncratic |
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Term
| Define characteristics of a lab experiment |
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Definition
| Pros: Highly controlled environment. Cons: Generalizability concerns |
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Term
| Define Characteristics of a Field Survey |
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Definition
| Pros: highly generalizable. Cons: Low control over environment |
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Term
| Define characteristics of a field experiment |
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Definition
| Pros: Highly generalizable, relatively highly controlled environment. Cons: Often hard to gain access, selection bias, resource intensive |
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Term
| Define characteristics of a literature review |
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Definition
| Pros: synthesizes across several different studies to avoid idiosyncrasies. Cons: Quantitative vs. Qualitative approach |
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Term
| Define ability (general mental ability, g) |
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Definition
| Maximum potential to accomplish a task |
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Term
| What are the three dimensions of ability |
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Definition
Physical (strength, flexibility, coordination)
Coordination (awareness, regulation instrumentality)
Intellectual (reasoning, spatial visualization, memory) |
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Term
| Basing managerial decisions on employee characteristics can have what legal implications? |
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Definition
| Disparate treatment - intentional discrimination, Disparate impact - unintentional discrimination. |
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Term
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Definition
stable organization of characteristics.
enduring pattern of behavioral tendencies.
distinct from mood, emotion, attitude. |
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Term
| Myers-Briggs Type Indicator: State all eight categories |
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Definition
Introverted vs. Extroverted
Sensing vs. Intuitive
Thinking vs. Feeling
Judgmental vs. Perceiving |
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Term
| Which personal inventory test is most widely used for job-matching? |
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Definition
| Myers Briggs Type Indicator |
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Term
| Big Five Model: State all categories |
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Definition
| OCEAN - Openness to Experience, Conscientiousness, Extroversion, Agreeableness, Neuroticism, |
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Term
| Define Core self-evaluation |
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Definition
| Extent to which a person likes himself, sees himself as capable and in control of his life |
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Term
| Define Risk-taking propensity |
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Definition
| Degree to which a person is generally willing to engage in tasks characterized by high uncertainty |
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Term
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Definition
| Extent to which a person is able to adjust his/her behavior to situational demands |
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Term
| What is the downside of "the notion of "fit"" |
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Definition
| Less creativity, less change |
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Term
| List limitations of utilizing personality in managerial decision-making |
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Definition
| 1. Measurement Error 2. "Strength of situation" 3. Only one piece of the pie (not the person as a whole) 4. Legal issues |
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Term
| What is the difference between GMA/ability and personality? |
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Definition
| Ability is max potential, personality is behavioral tendency |
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Term
| What are some cultural values people hold? |
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Definition
| Power distance, individualism vs. collectivism, masculinity vs. femininity, long-term vs. short-term, ambiguity avoidance |
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Term
| How do we assess "Fit" in values? |
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Definition
Person-job
person-supervisor
person-group
person-organization |
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Term
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Definition
| An evaluative judgement concerning objects, people or events |
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Term
| What are the three components of attitude? |
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Definition
| Cognitive (statement of instance), affective (emotional), behavioral (intentions) |
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Term
| Define rationalization (with regards to attitude) |
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Definition
| Bargaining with attitude on whether or not to complete a task, a "bridge" that helps close the gap between attitude and behavior |
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Term
| What is the term used that DOES NOT help close the gap between attitude and behavior? |
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Definition
| Cognitive Dissonance (psychological tension resulting from an incompatibility between two or more attitudes or between attitude and behavior) |
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Term
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Definition
| Degree to which a person IDENTIFIES with a job, ACTIVELY PARTICIPATES in it, and considers performance IMPORTANT to self-worth. Job involvement decreases chance of quitting of employee |
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Term
| Define job satisfaction & 5 areas |
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Definition
| Positive feeling about the job resulting from an appraisal of its characteristics: WORK (most correlated with job satisfaction), PAY, PROMOTION, SUPERVISION, COWORKERS |
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Term
| What are some outcomes of job satisfaction? |
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Definition
| Job performance, citizenship behavior, customer satisfaction, loyalty, turnover, workplace deviance |
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Term
| What is the myth of morality? |
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Definition
| Employees act rationality, organizations are emotion-free. Also, the believe that emotions of any kind are disruptive |
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Term
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Definition
| A broad range of feelings that people experience |
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Term
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Definition
| Intense feelings that are directed at someone or something |
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Term
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Definition
| Feelings (less intense) that typically lack a contextual stimulus |
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Term
| What are the six basic emotions |
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Definition
| Happiness, surprise, fear, sadness, anger, disgust |
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Term
| Define Emotional Labor and its two forms |
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Definition
| The act of expressing organizationally-desired emotions during interpersonal interactions: both felt and displayed |
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Term
| "All the workplace is a stage", what are the two forms of emotional labor acting that employees engage in |
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Definition
| Surface - acting on the job, Deep - changing inner behavior in response to job |
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Term
| Do jobs that require emotional labor pay more? |
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Definition
| Yes, but only jobs that require high cognitive demand. If the jobs requires low cognitive demand, than it pays less. |
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Term
| What are the four elements of emotional intelligence |
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Definition
Self-emotions appraisal
Others emotional Appraisal
Use of emotions
Regulation of emotions |
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Term
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Definition
Physiological and emotional response to a situation that is
1. Challenging
2. Threatening
3. Uncertainty/lack of control |
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Term
| What is the basic 3-step model of stress? |
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Definition
| stressors-stress-outcomes |
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Term
| Where do stressors originate from? (2 places) |
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Definition
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Term
| What are the two types of stressors? |
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Definition
| Ongoing (chronic), and Intermittent (acute) |
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Term
| What are some ongoing stressors? |
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Definition
| Interpersonal conflicts, Role based: role overload, role ambiguity, role conflict, work-family conflict, physical environment |
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Term
| What are some intermittent stressors? |
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Definition
| Organizational Changes (merger), personal changes (marriage, kids) |
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Term
| What are some outcomes of stress? |
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Definition
| Task performance, citizenship behavior, organizational commitment, counterproductive behavior |
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Term
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Definition
| Optimum (moderate) level of stress that suggests an outcome of maximum performance |
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Term
| Define motivation and what are the 3 things that factor into it |
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Definition
| The process that account for a person's intensity, direction and persistence of effort toward attaining a goal. |
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Term
| What are the three myths of motivation? "Mo Money, Mo Problems" |
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Definition
1. Motivation=job performance
2. Motivation is easy to detect
3. Money can always resolve motivational issues |
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Term
| What are the three determinants of employee performance, and what is the equation? |
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Definition
| Performance is a function of ABILITY, MOTIVATION, and OPPORTUNITY. If one is absent of the three, than that strongly affects performance |
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Term
| What does the Hygiene Theory suggest about motivation? |
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Definition
| There is Satisfaction, No Satisfaction and Dissatisfaction |
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Term
| What is the hierarchy of needs theory? |
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Definition
| There are five levels of needs, Physiological, Safety, Social, Esteem, Self-actualization |
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Term
| What is the McClelland's theory of needs? |
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Definition
| The need for achievement, need for power and need for affiliation |
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Term
| What is the Cognitive Evaluation Theory? |
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Definition
| Allocation of pay/bonus rewards will reduce interest in an employee's job. Also, intrinsic (non-pay) rewards are often neglected in organizations |
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Term
| What is the goal-setting theory |
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Definition
| The objective is high motivation and task performance. Goals should be specific and challenging (50% chance of success) |
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Term
| What are some factors that strengthen the relationship between Goal-setting and motivation? |
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Definition
| Feedback, goal commitment, adequate resources (moderators) |
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Term
| Define Self-efficacy theory |
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Definition
| A person's belief that he/she is capable of performing a task. |
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Term
| What are some (4) methods to increase self-efficacy |
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Definition
Enactive Mastery
Vicarious Modeling
Verbal persuasion
Arousal |
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Term
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Definition
| Perception of fairness based on comparison to other individuals. Ratio used to determine fairness is outcomes/input |
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Term
| What are some (5) methods to restore equity |
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Definition
Change one's inputs or outcomes
Change referent's (comparison individual) inputs or outcomes
Select New Referent
Cognitive distortions
Quit |
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Term
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Definition
| Fairness based entirely on perception, with multiple dimensions |
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Term
| What are the 4 dimensions of the justice theory? |
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Definition
| Distributive, procedural, interpersonal, information |
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Term
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Definition
| Motivation is fostered when: effort results in performance, performance results in reward, and the reward is valued |
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Term
| What are the three disruptions to achieving motivation in the Expectancy theory, and at which state in the theory do they occur? |
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Definition
| Effort>EXPECTANCY>Reward>INSTRUMENTALITY>Reward>VALENCE (in capitals are the disruptions) |
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Term
| Define Job Characteristics model |
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Definition
| Job characteristics facilitate important job outcomes such as motivation, absenteeism, turnover, satisfaction and performance |
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Term
| What are the five dimensions of the Job Characteristics model |
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Definition
| Skill variety, task identity, task significance, autonomy, feedback |
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Term
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Definition
| Defining how a job is to be done and which tasks that job completes. Popular approaches are Job rotation and job enrichment |
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