Term
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Definition
| An individuals capacity for constructive thinking, reasoning, and problem solving |
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Term
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Definition
| The combination of stable physical and mental characteristics that give the individual his or her identity |
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Term
| The Big Five Personality Dimensions |
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Definition
| (OCEAN Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism (emotion) |
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Definition
| Outgoing, talkative, sociable, assertive |
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Definition
| Trusting, good-natured, easy to get along |
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Definition
| Dependable, responsible, persistent, task-oriented |
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Term
| Emotional Stability (Neuroticism) |
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Definition
| Relaxed, secure, unworried |
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Definition
| Intellectual, imaginative, curious, broad-minded |
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Definition
| Someone who is relatively unconstrained by situational forces and who effects environmental change. Proactive people identify opportunities and act on them, show initiative, take action, and persevere until meaningful change occurs |
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Definition
A broad personality trait compromised of four narrower individual personality traits:
1) Self-esteem
2) Generalized self-efficacy
3) Locus of control
4) Emotional Stability |
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Term
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Definition
| A belief about one's own self-worth based on an overall self-evaluation |
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Definition
| A person's belief about his or her chances of successfully accomplishing a specific task |
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Definition
| The severely debilitating belief that one has no control over one's environment. This is chronically low self-efficacy. |
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Term
Internal Locus of Control
vs.
External Locus of Control |
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Definition
Believe you have control over the events and consequences that affect your life
vs.
Believe your performance is the product of circumstances beyond your immediate control |
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Definition
| Individuals with high levels of this tend to be relaxed, secure, unworried, and less likely to experience negative emotions under pressure |
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Term
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Definition
| A learned predisposition to respond in a consistently favorable or unfavorable manner with respect to a given object |
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Term
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Definition
A component of an attitude that contains the feelings or emotions one has about a given object or situation
i.e. How I feel about people who talk in the library loudly |
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Term
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Definition
Reflects the evaluation or belief one has about an object or situation
i.e. What I think about people who talk in the library loudly |
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Term
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Definition
How one intends or expects to act toward someone or something.
i.e. How I intend on responding to people who loudly talk in the library |
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Term
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Definition
| The psychological discomfort a person experiences when his or her attitudes or beliefs are incompatible with his or her behavior. |
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Term
| Ajzen's Theory of Planned Behavior |
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Definition
Three determinants of intention:
1)Attitude toward the behavior
2)Subjective Norm (social pressure)
3) Perceived Behavioral Control (ease or difficulty in performing the behavior)
These three lead to the intention, which then leads to behavior. |
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Term
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Definition
| Complex, relatively brief responses to particular information or experiences that change psychological and/or physiological states |
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Term
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Definition
| The ability to manage oneself and one's relationships in mature and constructive ways. |
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Term
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Definition
| The psychological processes that cause the arousal, direction, and persistence of voluntary actions that are goal directed. |
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Term
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Definition
| Psychological or physiological deficiencies that arouse behavior |
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Term
Need for Achievement
Need for Affiliation
Need for Power |
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Definition
- To accomplish something difficult
- People that prefer to spend more time maintaining social relationships, joining groups, and wanting to be loved.
- Desire to influence, coach, teach, or encourage others to achieve |
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Term
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Definition
| Any set of activities that involves the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on-the-job productivity |
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Term
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Definition
| The kind of business management which conducts a business or affairs by standards established by facts or truths gained through systematic observation, experiment, or reasoning |
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Term
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Definition
| Inputting more variety into a worker's job by combining specialized tasks of comparable difficulty |
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Term
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Definition
| Moving employees from one specialized job to another |
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Term
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Definition
A) Motivators - Move a person from a state of no satisfaction to satisfaction. Achievement, responsibility, and advancement
B) Hygiene Factors - Move a person from dissatisfaction to no dissatisfaction. Salary, relationships with supervisors, working conditions, etc. |
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Term
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Definition
| Occurs when an individual is "turned on to one's work because of the positive internal feelings that are generated by doing well, rather than being dependent on external factors (such as incentive pay or compliments from the boss) for the motivation to work effectively" |
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Term
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Definition
| Common characteristics found to a varying degree in all jobs |
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Term
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Definition
| The physical and cognitive changes individuals make in the task or relational boundaries of their work. i.e. 1) Change the number, scope, and type of job tasks, 2) Change the quality and/or amount of interaction with others in the job, 3) Change cognitive task boundaries |
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Term
| Idiosyncratic Deals (i-deals) |
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Definition
| Employment terms individuals negotiate for themselves, taking myriad forms from flexible schedules to career development |
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Term
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Definition
| The harnessing of organization members' selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performance. |
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Term
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Definition
| The compatibility between an individual and a work environment that occurs when their characteristics are well matched |
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Term
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Definition
| An affective or emotional response toward various facets of one's job |
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Term
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Definition
| Represent the difference between what an individual expects to receive from a job, such as good pay and promotional opportunities, what he or she actually receives. |
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Term
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Definition
| The satisfaction results from the perception that a job allows for fulfillment of an individual's important work values |
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Term
| Causes of Job Satisfaction |
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Definition
| Need Fulfillment, Discrepancies, Value Attainment, Equity, Dispositional/Genetic Components |
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Term
| Major Correlates and Consequences of Job Satisfaction |
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Definition
| Motivation, Job Involvement, Organizational Commitment (the extent an individual identifies with and is committed to an organization, Organizational Citizenship Behavior, Withdrawal Cognitions, Turnover, Perceived Stress, Job Performance |
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Term
| Organizational Citizenship Behaviors (OCBs) |
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Definition
| Employee Behaviors that are beyond the call of duty |
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Term
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Definition
| Represent an individual's overall thoughts and feelings about quitting |
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Term
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Definition
| A career development plan that allows upward mobility for employees without requiring that they move to supervisory or managerial positions |
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Term
| Counterproductive Work Behaviors |
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Definition
| Types of behavior that harm employees, the organization as a whole, or organizational stakeholders such as customers and shareholders. i.e. theft, gossiping, abuse, etc. |
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Term
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Definition
| A model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships |
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Term
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Definition
| A person enjoys greater outcomes for similar inputs. Someone else other than you is getting a better reward. |
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Term
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Definition
| A person enjoys a greater outcome to input ratio that that of a relevant co-worker. You get more than the other employee for the same work. |
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Term
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Definition
| The perceived fairness of how resources and rewards are distributed or allocated |
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Term
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Definition
| The perceived fairness of the process and procedures used to make allocation decisions |
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Term
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Definition
| The quality of the interpersonal treatment people receive when procedures are implemented |
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Term
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Definition
People are motivated to behave in ways that produce desired combinations of expected outcomes
Effort --> Performance --> Outcome
If you want to run a marathon, then your effort is study/training. The second part is performance to outcome. If I improve my performance, then I might win the marathon (outcome) |
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Term
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Definition
| A effort --> Performance perception… Effort will be followed by a level of performance |
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Term
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Definition
| A performance --> Outcome perception…An outcome is dictated by a specific level of performance. |
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Term
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Definition
| The positive or negative value people place on outcomes |
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Term
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Definition
| What an individual is trying to accomplish; it is the object or aim of an action |
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Term
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Definition
| Management system that incorporates participation in decision making, goal setting, and objective feedback. |
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Term
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Definition
| Direct attention, regulate effort, increase persistence, development and application of task strategies and action plans |
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Term
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Definition
| Outlines the activities or tasks that need to be accomplished in order to obtain a goal |
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Term
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Definition
| The extent to which an individual is personally committed to achieving a goal. |
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Term
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Definition
| Information about individual or collective performance shared with those in a position to improve the situation. Feedback enhances the effect of goals... |
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Term
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Definition
| An organization wide system whereby managers integrate the activities of goal setting, monitoring and evaluating; providing feedback and coaching; and rewarding employees on a continuous basis. |
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Term
| Two Functions of Feedback |
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Definition
| Instructional (clarifies roles or teaches new behaviors) and Motivational (serves as a reward or promise of a reward) |
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Term
| Three Sources of Feedback |
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Definition
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Term
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Definition
| Stands the traditional approach on its head by having lower-level employees provide feedback on a manager's style and performance. |
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Term
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Definition
| Letting individuals compare their own perceived performance with behaviorally specific (and usually anonymous) performance information from their manager, subordinates, and peers |
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Term
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Definition
| Encompass not only compensation and benefits, but also personal and professional growth opportunities and a motivating work environment that includes recognition, job design, and work-life balance. |
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Term
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Definition
| Financial, material, and social rewards that come from the environment. |
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Term
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Definition
| Psychic rewards that are self-granted. |
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Term
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Definition
| The distribution of rewards can be based on performance: results, performance: actions and behaviors, and nonperformance considerations. |
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Term
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Definition
| Monetary incentives linking at least some portion of the paycheck directly to results or accomplishments. |
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Term
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Definition
| Behavior with favorable consequences tends to be repeated, while behavior with unfavorable consequences tends to disappear |
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Term
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Definition
| Unlearned reflexes or stimulus-response (S-R) connections. This accounts for a small portion of human behavior such as shedding tears while peeling an onion or reflexively removing your hand from a hot stove. |
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Term
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Definition
| Behavior that is learned when one "operates on" the environment to produce desired consequences (R-S). |
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Term
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Definition
The process of strengthening a behavior by contingently presenting something pleasing
Giving 100% of bonuses based on safety ratings... |
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Term
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Definition
Strengthens a desired behavior by contingently withdrawing something displeasing
Stop yelling once a person does what you want. |
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Term
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Definition
| The process of weakening behavior through either the contingent presentation of something displeasing or the contingent withdrawal of something positive. |
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Term
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Definition
Weakening a behavior by ignoring it or making sure it is not reinforced
Not returning someone's calls to get them to leave you alone. |
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Term
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Definition
Every instance a target behavior is reinforced in a CRF schedule.
Turning on your computer reinforces the idea that it works.
Weakness: If it breaks, it goes extinct very quickly |
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Term
| Intermittent Reinforcement |
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Definition
Involves reinforcement of some but not all instances of a target behavior.
Fixed Ratio: Piece-rate pay, bonuses tied to the scale of a fixed # of units
Variable Ratio: Slot machines that give at variable lever pulls
Fixed Interval: Paychecks
Variable Interval: Random supervisor praise and pats on the back |
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Term
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Definition
| The process of reinforcing closer and closer approximations to a target behavior |
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Term
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Definition
| Improving numbers once the quarterly results reports need to be reported |
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Term
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Definition
| A process in which one party perceives that its interests are being opposed or negatively affected by another party |
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Term
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Definition
| Constructive or cooperative conflict characterized by consultative interactions, a focus on the issues, mutual respect, and useful give and take |
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Term
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Definition
| Conflict that threatens the organization's interests |
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Term
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Definition
| Interpersonal opposition based on personal dislike and/or disagreement |
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Term
Intergroup Conflict &
Cross-Cultural Conflict |
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Definition
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Term
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Definition
| When the demands of one's work role conflict with those of the family role |
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Term
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Definition
| Conflict that raises different opinions regardless of the personal feelings of the managers. The way to fight this is through having someone play the devil's advocate to stimulate conversation and understanding, and to use the dialectic method to also stimulate conversation |
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Term
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Definition
| Involves assigning someone the role of critic |
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Term
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Definition
| Calls for managers to foster a structured debate of opposing viewpoints prior to making a decision |
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Term
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Definition
| Problem solving. Confront the issue, identify the problem, weigh alternatives, and select a solution. High concern for self, high concern for others |
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Term
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Definition
| Smoothing. Encourages cooperation, minimizing the differences, and highlighting similarities. Low concern for self, high concern for others |
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Term
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Definition
| High concern for self, low concern for others. It gets things done very quick, but it is bad for open, participative climates |
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Term
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Definition
| Low concern for self, low concern for others. It buys time, but it is only a temporary fix that will need to be addressed later |
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Term
| Alternative Dispute Resolution |
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Definition
| According to a pair of Canadian labor lawyers, is that it uses faster, more user-friendly methods of dispute resolution, instead of traditional, adversarial approaches (such as unilateral decision making or litigation) |
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Term
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Definition
| A give-and-take decision-making process involving interdependent parties with different preferences |
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Term
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Definition
1) Distributive
a. Involves a single issue, in which one person gains at the expense of another |
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Term
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Definition
| Involves multiple issues and an agreement can be found that is better for both parties than what they would have reached through distributive negotiation |
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Term
| Added-Value Negotiation (AVN) |
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Definition
| The negotiating parties cooperatively develop multiple deal packages while building a productive long-term relationship |
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Term
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Definition
| Things like salary and bonuses |
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Term
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Definition
| The social and psychological consequences of negotiations, such as the emotions and perceptions of the process, people, and outcomes |
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Term
| The Four Stages of Rational Decision Making |
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Definition
1) Identify problem/opportunity
2) Find alternatives
3) Evaluate alternatives and select a solution
4) Implement and evaluate the solution |
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Term
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Definition
| when an actual situation and a desired situation differ |
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Term
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Definition
| A situation in which there are possibilities to do things that lead to results that exceed goals and expectations |
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Term
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Definition
| Solving problems by producing the best possible solution |
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Term
| Nonrational models of decision making |
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Definition
| Attempt to explain how decisions actually are made |
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Term
| Simon's Normative Model & Bounded Rationality & Satisficing |
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Definition
Represents the notion that decision makers are "bounded" or restricted by a variety of constraints when making decisions
______ consists of choosing a solution that meets some minimum qualifications, one that is "good enough" |
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Term
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Definition
| Decisions result from complex interaction between four independent streams of events: problems, solutions, participants, and choice opportunities |
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Term
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Definition
| Rules of thumb or shortcuts that people use to reduce information-processing demands |
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Term
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Definition
| Base choice by what we have already seen or observed. We think there are more traffic accident deaths than poor exercise deaths because more advertising and news is based on traffic accidents |
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Term
| Representativeness Heuristic |
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Definition
| When people estimate the probability of an event occurring based on previous impressions or similar occurences |
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Term
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Definition
| You decide something is right before investigating it, and then seek only for information that supports your choice. |
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Term
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Definition
| Decision makers are influenced by the first information received about a decision, even if it is irrelevant. |
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Term
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Definition
| We are overconfident about our estimates and forecasts. |
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Term
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Definition
| Occurs when knowledge of an outcome influences our belief about the probability that we could have predicted the outcome earlier. "I told you so" is the common phrase. |
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Term
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Definition
| How you frame a question or statement changes how people perceive the outcome. |
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Term
| Escalation of Commitment Bias |
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Definition
| The tendency to stick to an ineffective course of action when it is unlikely that the bad situation can be reversed. Investing more money on a broken car is an example. |
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Term
| Evidence-based Decision Making (EBDM) |
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Definition
1) Identify problem
2) Gather internal evidence or data
3) Gather external evidence or data
4) Gather views of stakeholders and consider ethical implications
5) Integrate all data and then make a decision |
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