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| A change in behavior aquired through experience |
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| modifying behavior so that a sonditioned stimulus is paired with an unconditioned stimulus and elicits an unconditioned response |
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| modifying behavior through the use of positive or negative consequences following specific behaviors |
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| Results of a behavior that a person finds attractive or pleasurable |
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| Results of a behavior that a person finds unattractive or pleasurable |
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| the attempt to develop or strengthen desirable behavior by either bestowing positive consequences or witholding negative consequences |
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| The attempt to eliminate or weaken undesirable behavior by either bestowing negative consequence or withholding positive consequences |
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| The attempt to weaken a behavior by attaching no consequences |
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| Task Specific self-efficacy |
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Definition
an individuals beliefs and expectancies about his or hie ability to perform a specific task effectively
Prior experiences, persuasion from others, behavior models, assessment of current physicaland emotional capabilities |
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| the process of establishing desired results that quide and direct behavior |
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| Specific, measurable, attainable, realisstic, Time-bound |
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Definition
Increase motivation and task performance, Employee participation, supervisory commitment, useful and timely performance feedback
Reduce role stree associated with conflicting or confusing situations
Clarify task-role expectations communicated to employees
Improve communication btw managers and employees
Improve accuracy and validity of performance evaluation |
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| Management by Objectives (MBO's) |
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Definition
a goal-setting program based on interastion and negotiation btw employees and managers
- Articulates what to do
- Determines how to do |
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| A process if defining, measuring, appraising, providing feedback on, and improving performance |
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| Performance appraisal purposes |
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Definition
The evaluation of a persons performance
- Provides feedback to employees
- Identifies employees developmental needs
-Decides promotions and rewards
-Decides demontion and terminations
-Develops info about the organizations selection and placement decisions |
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Term
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Definition
| A process of self-evaluation and evaluations by a manager, peers, direct reports, and possibly customers |
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| effective Appraisal Systems |
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Definition
key characteristics
-Validity
-Reliability
Responsivness
-flexibility
-equitableness |
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Definition
| Th insonscious preparation to flight or flee that a person experiences when faced with any demand |
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| The person or event that triggers the stress response |
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| The adverse psycholohical, physical, behavioral, and organizational consequences that may arise as a result of stressful events |
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Definition
as complex of personality and behavior characteristics
-Competitiveness
- time Urgancy
-Social status insecurity
-Aggression
-Hostility
-Quest for Achievements |
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Definition
A personality resistant to distress and characterized by
-Commitment (vs.alienation)
-Control (vs. powerlessness)
-Challenge (vs. threat) |
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| a way of managing stressful events by changing them into subjectively less stressful events |
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| a healthy secure, interdependent pattern related to how people form and maintain supportive attachments with others |
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| an unhealthy, insecure pattern of behavior that leads to seperation in relationships with other people |
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| an unhealthy, insecure pattern of behavior that leads to preocupied attempts to achieve security through relationships |
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| Prevention Stress management |
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Definition
| an organizational philosophy that hold that people and organizations should take joint responsibilty for promoting health and preventing distress and strain |
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| Stages in Preventative Stress management |
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Definition
Primary- designed to reduce,modify, or eliminate the emand or stressor (job Redesign, goal setting, role negotiation, career management)
Secondary- designed to alter or modify the individuals or the organizations repsonse to a demand or stressor (Team building, social support at work)
Tertiary- designed to heal individual or organizational symptoms of distress and strain |
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Definition
| the thoughts and feeling that the communicator is attempting to elict in the receivce |
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| The communication process model |
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Definition
| Ideation-encoding->Transmission->Reception->Decoding->Response |
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| the evoking of a shared or common meaning in another person |
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Definition
| Uninterpreted and unanalyzed facts |
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| Data that has been interpreted, analyzed and have meaning to some user |
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| the ability of a medium or channel to elict or evoke meanng in th receiver |
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Definition
| a skill intended to help the receive and communicator clearly and fully understand the message sent |
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Definition
-used to understand other people
-used to problem solve
-emphasizes personal elements of communication process
-emphasizes the feeling communicated
-emphasizes responding to, not leading, the communicator |
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Term
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Definition
-stop talking
-put the listener at ease
-give sender undivided attention
-look sender in the eye
-do not interrupt
-focus on understanding what you are hearing
-ask questions
-rephase key points
avoid argument and anger |
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Term
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Definition
a person send a msg to another person and o questions, feedback or interaction follow
-good for givingsimple directions
fast but often less accurate that 2 way |
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Definition
the communicator and receiver interact
-good for solving problems |
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Term
| Five keys to effective supervirosy communiction |
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Definition
1. Expressive speaking
2. Emphatic listening
3. Persuasive leadership
4. sensitivity to feelings
5. informative management |
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Term
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Definition
| aspects of communicationi content and context that can impair effective communication( Physical seperation, status differences, gender differences, cultural diversity, language) |
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Definition
| pathways through barriers to communicatin and antidotes to comunication problems |
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| Physical Sepration gateways |
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Definition
periodic face to face interactions
regular meetings for interrelated units |
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Term
| Status difference gateways |
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Definition
Effective supervisor skills
Feelings of securiy for employees
Non-hierarchical informational technology communication methods |
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| Gender differece gateways |
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Definition
| awareness of gender specific differences in communication |
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| Cultural Diverstiy gateways |
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Definition
increased awareness and sensitivity
Develop a guide, map, beacon, for understanding and interacting cross-culturally |
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Term
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Definition
Simple, direct, declarative language
Use brief sentences and terms/words audience uses
Speak in the language of the listener
Avoid Jargon or technical language |
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| All elements of communication that do not involve words |
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| variations in speech, such as pitch, loudness, tempo, tone, duratoin, laughing, and crying |
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| two or more people who have common interests and mutual goals |
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| two or more people who have common interests and mutual goals |
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| A group of people with complementary skills and whose work requires interaction. Committed to a common mission |
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Definition
Informal work groups
-Friendship groups
-interest groups |
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Definition
| the standard that a work group uses to evaluate the behavior of its members |
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| the "interpersonal glue" that makesmemers of a group stick together |
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| Why do groups conform to group norms? |
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Definition
Comliance- based on reward/penalty
Identification- based on an id the person has with others in the group
Internalization- based on the persons organizations cooporation. The person have to be "bought in" to the mission and ideals of the group/organization |
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Definition
| the failure of a group member to contribtute personal time, effort, thoughts, or other resources to the group |
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Definition
| a social process in which group members lose self-awareness and its accompanying sense of accountability, inhibition, and responsibility for individual behavior |
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Definition
offical or assigned groups gather to perform various tasks
-need ethnic, gender, cultural and interpersonal diversity
-Need professional and geographical diversity |
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Term
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Definition
| unoffical or emergent groups that evolve in the work setting to gratify a variety of member needs not med by formal groups |
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Term
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Definition
| Fomring-> Storming-> Norming -> Preforming->adjourning |
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Definition
well understood standards of behavior within a group
-Formal and written
-Informal but well inderstood (dress codes) |
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Definition
interpersonal attraction binding group members together
-enables groups to exercise effective control over the members |
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| Variables to group attributes |
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Definition
| Group status, group size, group composition, group efficacy, social facilitation, group function, |
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| Groups that have learned to preform well demonstrate? |
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Definition
-lower tension and anxiety
-less variation in productivity
-better member satifcation, committment, and comunicatoin |
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