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Definition
| forces within the individual that account for the level, direction, and persistence of effort expanded at work. |
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| is an unfulfilled physiological or psychological desire |
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Definition
| are physiological, safety, and social needs in Maslows hierarchy |
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Definition
| are esteem and self-actualization needs in Maslow’s hierarchy |
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| states that a satisfied need does not motivate behavior |
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| states that a need inst activated until the next lower level need is satisfied. |
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| are desires for physical well being |
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| are desires for good interpersonal relationships |
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| are desires for personal growth and development |
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| Frustration-regression principle |
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Definition
| states that an already satisfied need become reactivated when a higher-level need is blocked |
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Definition
| is found in job content, such as a sense of achievement, recognition, responsibility, advancement, or personal growth. |
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| is found in the job context, such as working conditions, interpersonal relations, organizational policies, and salary. |
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| - is desire to do something better, to solve problems, or to master complex tasks |
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| the desire to control, influence, or be responsible for other people |
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| the desire to establish and maintain good relations with people |
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| is a person’s belief that working hard will result in high task performance |
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| is a person’s belief that various outcomes will occur as a result of task performance. |
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| is the value a person assigns to work-related outcomes. |
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| is a person’s belief that she or he is capable of performing a task |
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| states that behavior followed by pleasant consequences is likely to be repeated; behavior followed by unpleasant consequences is not. |
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Definition
| is the control of behavior by manipulating its consequences. |
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| strengthens behavior by making a desirable consequence contingent on its occurrence |
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Definition
| strengthens behavior by making the avoidance of an undesirable consequence contingent on its occurrence. |
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Definition
| discourages behavior by making the removal of a desirable consequence contingent on its occurrence |
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Definition
| discourages behavior by making the removal of a desirable consequence contingent on its occurrence |
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Definition
| is positive reinforcement of successive approximations to the desired behavior |
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| rewards each time a desired behavior occurs |
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| - rewards behavior only periodically |
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Definition
| is arranging work task for individuals and groups |
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Term
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Definition
| employs people in clearly defined and specialized tasks with narrow job scope |
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Definition
| is the total mechanization of job |
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| increases task variety by periodically shifting workers between different jobs |
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Term
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Definition
| increases task variety by combining into one job two or more tasks previously done by separate workers |
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Term
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Definition
| increases job depth by adding work planning and evaluating duties normally performed by the supervisor |
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Definition
| give employees some choice in daily work hours |
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| allows a fulltime job to be completed in less than five days |
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Definition
| splits one job between two people |
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Term
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Definition
| involves using IT to work at home or outside the office |
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Term
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Definition
| are employed on a part-time and temporary basis to supplement a permanent workforce. |
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Term
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Definition
| is the process through which people receive, organize, and interpret information from the environment |
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Term
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Definition
| is the set of individual expectations about the employment relationship |
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Term
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Definition
| is the process of explaining events |
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Term
| Fundamental attribution error |
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Definition
| overestimates internal factors and underestimates external factors as influences on someone’s behavior |
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Term
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Definition
| explains personal success by internal causes and personal failures by external causes |
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Term
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Definition
| occurs when attributes commonly associated with a group are assigned to an individual |
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Term
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Definition
| occurs when one attribute is used to develop an overall impression of a person or situation |
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Term
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Definition
| Is the tendency to define problems from one’s own point of view |
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Definition
| is the assignment of personal attributes to other individuals |
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| is the systematic attempt to influence how others perceive us |
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Definition
| is the profile of characteristics making a person unique from others |
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Definition
| is being outgoing, sociable, and assertive |
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| being good-natured, cooperative, and trusting |
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Definition
| is being responsible, dependable. And careful |
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Definition
| is being relaxed, secure and unworried |
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Definition
| is being curious, receptive to ne ides and imaginative |
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Definition
| is the extent to which one believes that what happens is within one’s control |
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Definition
| is the degree of which a person tends to defer to authority |
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Definition
| describes the extent to which someone is emotionally detached and manipulative |
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Term
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Definition
| is the degree to which someone is able to adjust behavior in response to external factors |
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Term
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Definition
| is a person oriented toward extreme achievement, impatience, and perfectionism. |
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Term
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Definition
| is discomfort felt when attitude and behavior are inconsistent |
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Term
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Definition
| is the degree to which an individual feels positive or negative about a job. |
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Term
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Definition
| occur as temporary absenteeism and actual job turnover |
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Term
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Definition
| is willingness to help others do extra, and feeling positive about the organization. |
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Term
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Definition
| is the extent to which an individual is dedicated to a job |
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Term
| Organizational commitment |
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Definition
| is the loyalty of an individual to the organization |
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Term
| Organizational citizenship |
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Definition
| is a willingness to go beyond the call of duty or go the extra mile in one’s work |
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Term
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Definition
| is an ability to understand emotions and manage relationships effectively. |
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Term
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Definition
| are strong feelings directed toward someone or something |
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Term
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Definition
| are generalized positive and negative feelings or states of minds |
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Term
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Definition
| is the spillover of one’s positive or negative moods onto others |
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Definition
| is a state of tension caused by extraordinary demands, constraints or opportunities |
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Term
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Definition
| is anything that causes stress |
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Term
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Definition
| acts in a positive way to increase effort, simulate creativity, and encourage diligence in one’s work |
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Term
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Definition
| impairs the performance of an individual |
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Term
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Definition
| is physical and mental exhaustion from work stress |
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Term
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Definition
| is aggressive behavior toward co workers or work setting |
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Term
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Definition
| is the pursuit of one’s full potential through a personal health-promotion |
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Term
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Definition
| emphasizes careful selection and training of workers and supervisory support |
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Term
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Definition
| a rational and efficient form of organization founded on logic, order, and legitimate authority |
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Term
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Definition
| study of individuals and groups in organizations |
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Term
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Definition
| tendency of persons singled out for special attention to perform as expected |
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Term
| Human relations movement: |
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Definition
| suggested that managers sing good human relations will achieve productivity |
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Term
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Definition
| a physiological or psychological deficiency that a person wants to satisfy |
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Term
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Definition
| satisfied need does not motivate behavior |
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Term
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Definition
| a need is activated only when the lower level need is satisfied |
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Term
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Definition
| assumes people dislike work, lack ambition, act irresponsibility |
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Term
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Definition
| assumes people are willing to work, like responsibility and are self-directed and creative |
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Term
| Self-fulfilling Prophecy: |
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Definition
| occurs when a person acts in ways that confirm another’s expectations |
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Term
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Definition
| tries to match management practices with situational demands |
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Term
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Definition
| process of inspiring others to work hard to accomplish important tasks |
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Term
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Definition
| ability to get someone else to do something you want done or to make things happen the way you want |
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Term
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Definition
| the capacity to offer something of value as a means of influencing other people |
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Definition
| the capacity to punish or withhold positive outcomes as a mean of influencing other people |
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Term
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Definition
| capacity to influence other people by virtue of formal authority, or the rights of office |
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Term
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Definition
| Capacity to influence other people because of specialized knowledge |
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Term
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Definition
| the capacity to influence other people because of their desire to indentify personally with you |
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Term
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Definition
| clear sense of the future |
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Term
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Definition
| brings to the situation a clear sense of the future and an understanding of how to get there |
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Term
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Definition
| follower-centered and committed to helping others in their work |
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Term
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Definition
| enables others to gain and use decision-making power |
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Definition
| the recurring pattern of behavior exhibited by a leader |
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Term
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Definition
| a leader that acts in a command and control fashion |
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Term
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Definition
| is a leader that emphasizes power over a task |
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Term
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Definition
| is a leader that has a “do the best you can and don’t bother me” attitude |
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Term
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Definition
| leader emphasizes both tasks and people |
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Term
| Least-preferred co-worker scale: |
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Definition
| LPC, used in Fielder’s contingency model to measure a person’s leadership style |
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Term
| Substitutes for leadership: |
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Definition
| factors in the work setting that direct work efforts without the involvement of a leader |
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Term
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Definition
| made by the leader and then communicated to the group |
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Term
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Definition
| made by a leader after receiving information, advice, or opinions form group members |
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Term
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Definition
| made by a leader and then communicated to the group |
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Term
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Definition
| made by group members them selves |
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Definition
| Inspires followers in extraordinary ways |
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Term
| Transformational leadership: |
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Definition
| inspirational arouses extraordinary effort and performance |
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Term
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Definition
| the ability to manage our emotions in social relationships |
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Term
| Gender similarities hypothesis: |
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Definition
| hold that male and females have similar psychological properties |
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Term
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Definition
| strong communicators and act democratic and participative with followers |
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Term
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Definition
| always “good” and “right” by ethical standards |
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Term
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Definition
| leaders show this by acting with honesty, credibility, and consistency in putting values into action |
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Term
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Definition
| activates positive psychological states to achieve self-awareness and positive self-regulation |
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