Term
|
Definition
| Narrow view point of some people that emphisize satisfying employee experiences while overlooking the broader system of the organization in relation to all its publics |
|
|
Term
|
Definition
| Philosophy that different environments require different behavioral practices for effectiveeness |
|
|
Term
|
Definition
| Determination of net effects of an action that has both positive and negative impacts (financial and other) |
|
|
Term
|
Definition
| Leadership based on high ethical and moral integrity, which follows such principles as social responsibility, open communication, and cost-benefit anaylysis |
|
|
Term
| goals of organizational behavior |
|
Definition
| To describe, understand, predict, and control (favorably affect)human behavior at work |
|
|
Term
| Human resources approach to OB |
|
Definition
| Belief that organizations should be concerned with the growth and development of people toward higher levels of competenc, creativity, and fulfillment. Also known as the "supportive approach" |
|
|
Term
|
Definition
| Idea that each person is different from all others and that these differences usually are substantial rather than meaningless |
|
|
Term
| Law of diminishing returns |
|
Definition
| Principle that at some point) a declining amount of extra output is recieved when more of a desirable input is added to an operating system |
|
|
Term
| Law of individual differences |
|
Definition
| Belief that each person is different from all others |
|
|
Term
|
Definition
| The use of organisational behavior knowledge and techniques to make people act in unethical ways or for one's personal gain |
|
|
Term
|
Definition
| idea that people need organizations and organizations need people, which gives them superordinategoal of joint interest to bring them together |
|
|
Term
| organizational behavior (OB) |
|
Definition
| Study and application of knowledge about how people -as individuals and groups- act within organizations |
|
|
Term
|
Definition
| Individual's own view of the world |
|
|
Term
|
Definition
| Conscious application of conceptual models and research results with the goal of improving individual and organizational performance |
|
|
Term
|
Definition
| ratio that compares units of output with units of input |
|
|
Term
|
Definition
| Managerial use of a fad that addresses symptoms while ignoring underlying problems |
|
|
Term
|
Definition
| Process of gathering and interpreting relevant and valid evidence that will either support a behavioral theory or help change it |
|
|
Term
|
Definition
| Placing a continuing emphisis on the achievement of relevant organizational goals and outcomes -human, social, and financial |
|
|
Term
|
Definition
| Act of paying attention to those features of the work environment that are consistant with or reinforces one's own experience |
|
|
Term
| Supportive approach to OB |
|
Definition
| Philosophy of working with people in ways that seek to satisfy their needs and develop their potential |
|
|
Term
|
Definition
| Belief that there are many variables in organizations that each of them affects all others in a complex relationship |
|
|
Term
|
Definition
| Research-based explanations of how and why people think, feel, and act as they do |
|
|
