Term
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Definition
| the tendency of highly cohesive groups to actively engage in perceptual errors and reach premature conclusions |
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Term
| Tuckman’s 5 stage model of group development |
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Definition
| forming, storming, norming, performing, adjourning |
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Term
| Punctuated equilibrium model |
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Definition
| groups do not necessarily progress linearly from one step to another in a predetermined sequence. They alternate between periods of inertia with little visible progress toward goal achievement punctuated by bursts of energy as work groups develop. |
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Term
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Definition
| 2 or more people with common interests, objectives, and continuing interaction |
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Term
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Definition
| group of people with complementary skills who are committed to a common mission, performance goals, and approach for which they hold themselves mutually accountable |
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Term
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Definition
| members work together daily on similar tasks and must coordinate their efforts |
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Term
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Definition
| members focus on a specific issue, develop potential solution and often are empowered to take action |
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Term
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Definition
| members from various work areas who identify and solve mutual problems |
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Term
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Definition
| the standards that a work group uses to evaluate the behavior of its members |
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Term
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Definition
| emotional and psychological closeness to other team or group members |
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Term
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Definition
| closeness achieved through tasks and activities |
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Term
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Definition
| to manage the integrated work activities teams undertake an activity directly related to the effective completion of a team’s work |
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Term
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Definition
| an activity essential to effective, satisfying interpersonal relationships within a team or group |
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Term
| examples of task functions |
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Definition
| seeking info, giving info, initiating activities, elaborating concepts, coordinating activities, summarizing ideas, diagnosing problems |
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Term
| examples of maintenance functions |
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Definition
| supporting others, following others' leads, setting standards, expressing member feelings, consensus testing, reducing tension |
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Term
| process issues in work teams |
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Definition
| managing competitive behaviors, managing cooperative behaviors |
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Term
| structural issues in work teams |
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Definition
| goals and objectives, operating guidelines, performance measures, specification of roles |
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Term
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Definition
the process of arousing and sustaining goal-directed behavior
Primarily we should be focused on 3 elements of motivation: the choice/direction of behavior, the level of effort, the level of persistence |
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Term
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Definition
| internal- focuses on variables within the individual, process- emphasizes nature of interaction between individual and environment, external- focuses on environment |
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Term
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Definition
The theory that behavior is determined by a progression of physical, social, and physiological needs by higher order needs
physiological-safety and security-love-esteem-self actualization |
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Term
| McGregor's theory x and y |
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Definition
x- a set of assumptions of how to manage individuals who are motivated by lower order needs (you believe that employees are mainly focused on work as means to satisfy lower order needs)
y- higher order needs |
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Term
| McClelland's needs theory |
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Definition
| Need for achievement, need for power, need for affiliation |
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Term
| motivation and hygiene factors |
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Definition
| M- a work condition related to satisfaction of the need for psychological growth; H- related to dissatisfaction caused by discomfort or pain |
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Term
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Definition
the situation in which a person perceives he or she is receiving less than he/she is giving, or is giving less than he/she is receiving
Negative inequity: person outcomes/inputs < comparison other outcomes/inputs; Positive inequity: person outcomes/inputs > comparison other outcomes/inputs |
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Term
| strategies to restore equity |
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Definition
| rationalize the inequity, change who the comparison other is, alter the your outcomes, alter the your inputs, alter the comparison other’s outcomes, alter the comparison other’s inputs (steal their work), leave the organizational situation |
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Term
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Definition
valence- the value one places on a particular reward
expectancy- the belief that efforts lead to performance
instrumentality- the belief that performance is related to rewards |
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Term
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Definition
| modifying behavior through the use of positive/negative consequences following specific behaviors |
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Term
| characteristics of effective goals |
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Definition
| specific ,measurable, time bound, prioritized, “stretch goals” |
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Term
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Definition
| A goal setting program based on interaction and negotiation between employees and managers |
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Term
| central ingredients in a goal setting program |
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Definition
planning- organization and individual goal setting; insure a system or process is in place that will insure performance and progress is monitored
Execution and evaluation- provide real time access to performance or progress results during the evaluation period; interim reviews of goal progress, conducted by managers and employees; formal performance evaluation |
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