Term
| the big 5 personality taxonomy |
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Definition
1) conscientiousness
2) agreeableness
3) neuroticism
4) openness to experiences
5) extraversion |
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Term
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Definition
| the structures and propensities inside people that explain their characteristic patterns of thought, emotion and behavior |
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Term
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Definition
| recurring regularities or trends in people's responses to their environment |
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Term
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Definition
| shared beliefs about desirable end states or modes of conduct in a given culture |
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Term
| what big 5 trait is most accounted for by genetics |
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Definition
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Term
| traits of conscientiousness people |
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Definition
| dependable, organized, reliable, ambitious, hardworking, and persevering |
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Term
| benefits of conscientiousness |
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Definition
1) accomplishment striving
2) high childhood levels strongly correlated with later success
3) good for your health |
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Term
| traits of agreeableness people |
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Definition
| warm, kind, cooperative, sympathetic, helpful and courteous |
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Term
| neuroticism is associated with |
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Definition
1) external locus of control
2) differential reactivity
3) differential exposure |
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Term
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Definition
| more likely to appraise day to day situations as stressful |
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Term
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Definition
| less likely to believe they can cope with the stressors they experience |
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Term
| what kind of jobs are openness to experience personalities good for |
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Definition
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Term
| Myers- Briggs Type Indicator |
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Definition
evaluates individuals on the basis of four types of preferences
1) extraversion
2) sensing
3) thinking
4) judging |
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Term
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Definition
| expressions of personality that influence behavior through preferences for certain environments and activities |
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Term
|
Definition
6 personality types
1) realistic
2) investigative
3) artistic
4) social
5) enterprising
6) conventional |
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Term
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Definition
| enjoys practical, hands on, real world tasks. frank, determined and rugged |
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Term
| investigative personality |
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Definition
| enjoys abstract, analytical, theory-oriented tasks. tends to be analytical, intellectual, reserved and scholarly |
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Term
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Definition
| enjoys entertaining and fascinating others using imaginations. tends to be original, independent, impulsive and creative |
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Term
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Definition
| enjoys helping, serving or assisting others. tends to be helpful, inspiring,, informative and empathetic |
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Term
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Definition
| enjoys persuading, leading, or outperforming others. energetic, ambitious, sociable and risk taking |
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Term
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Definition
| enjoys organizing, counting or regulating people or things. tends to be careful, conservative, self controlled and structured |
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Term
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Definition
| the shared values, beliefs, motives, identities, and interpretations that result from common experiences of members of a society and are transmitted across generations |
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Term
| Geert Hofstede dimensions |
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Definition
1) individualism-collectivism
2) power distance
3) uncertainty avoidance
4) masculinity-femininity
5) short term vs. long term |
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Term
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Definition
1) gender egalitarianism
2) assertiveness
3) future orientation
4) performance orientation
5) humane orientation |
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Term
| how is conscientiousness linked with job performance |
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Definition
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Term
| how is conscientiousness linked with org commitment |
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Definition
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Term
| what is the leading cause of typical performance |
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Definition
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Term
| what is the leading cause from maximum performance |
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Definition
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Term
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Definition
- aka honesty tests
- are personality tests that focus specifically on a predisposition to engage in theft and other counterproductive behaviors |
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Term
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Definition
| asks applicants questions directly |
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Term
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Definition
| do not reference dishonesty explicitly but instead assess more general personality traits |
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Term
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Definition
| the relatively stable capabilities people have to perform a particular range of different but related activities |
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Term
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Definition
| genes and the environment |
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Term
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Definition
| capabilities related to the acquisition and application of knowledge in problem solving |
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Term
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Definition
| various capabilities associated with understanding and expressing oral and written communication |
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Term
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Definition
refers to two types of number capabilities
1) number facility (simple math operations)
2) mathematical reasoning (ability to choose and apply formulas) |
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Term
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Definition
-abilities associated with sensing and solving problems using insight, rules and logic
1) problem sensitivity
2) deductive reasoning
3) inductive reasoning
4) originality |
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Term
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Definition
| novel ways to solve problems |
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Term
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Definition
| novel ways to solve problems |
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Term
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Definition
| specific information to reach a general conclusion (police detectives) |
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Term
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Definition
general rules to solve problems
(law) |
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Term
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Definition
| ability to sense that theres a problem right now or likely to be one in the near future |
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Term
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Definition
capabilities associated with visual and mental representation and manipulation of objects in space
1) spatial orientation
2) visualization |
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Term
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Definition
| understanding of where one is relative to other things in the environment |
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Term
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Definition
| ability to imagine how separate things will look if they were put together in a particular way |
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Term
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Definition
being able to perceive, understand and recall patterns of information
1) speed and flexibility of closure
2) perceptual speed |
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Term
| speed and flexibility of closure |
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Definition
| being able to pick out a pattern of information quickly in the presence of distracting information |
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Term
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Definition
| being able to examine and compare numbers, letters and objects quickly |
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Term
| general cognitive ability |
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Definition
aka "g factor"
underlines or causes all of the more specific cognitive abilities |
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Term
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Definition
include:
1) self awareness
2) other awareness
3)emotional regulation
4) use of emotions |
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Term
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Definition
| appraisal and expression of emotions in oneself |
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Term
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Definition
| appraisal and recognition of emotions of others |
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Term
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Definition
| being able to recover quickly from emotional experiences |
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Term
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Definition
| degree to which people can harness emotions to improve chances of success |
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Term
|
Definition
1) strength
2) stamina
3) flexibility and coordination
4) psychomotor abilities
5) sensory abilities |
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Term
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Definition
| ability to work efficiently while he or she is engaging in prolonged physical activity |
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Term
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Definition
degree of exerting force
1) static (lift, push, pull)
2) explosive (short bursts)
3) dynamic (strength with no fatigue) |
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Term
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Definition
| ability to synchronize the movements of the body, arms, etc to do something while the whole body is in motion |
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Term
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Definition
| capacity to manipulate and control objects |
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Term
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Definition
| capabilities associated with vision and hearing |
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Term
| how is cognitive ability related to job performance |
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Definition
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Term
| how is cognitive ability related to org commitment |
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Definition
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Term
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Definition
| two or more people who work interdependently over some time period to accomplish common goals related to some task oriented purpose |
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Term
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Definition
1) work teams
2) management teams
3) parallel teams
4) project teams
5) action teams |
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Term
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Definition
- relatively permanent
- produce goods
- full time commitment from members |
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Term
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Definition
- relatively permanent
- affect the entire organization |
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Term
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Definition
- permanent or temporary
- composed of members from various jobs who provide recommendations to managers about issues that run parallel to organization production process |
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Term
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Definition
| - one time task, generally complex and require a lot of input from members |
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Term
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Definition
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Term
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Definition
- used when members are from different locations
- use email, IMs |
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Term
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Definition
1) forming
2) storming
3) norming
4) performing
5) adjourning |
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Term
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Definition
| understand boundaries of team |
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Term
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Definition
| members remain committed to ideas they bring to table |
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Term
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Definition
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Term
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Definition
| comfortable with each other |
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Term
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Definition
| degree to which team members interact with and rely on other team members for the information needed to accomplish work for the team |
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Term
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Definition
- lowest degree of required coordination
- work is piled up |
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Term
| sequential interdependence |
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Definition
| different tasks are done in prescribed order and the group is structured such that the members specialize in these tasks |
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Term
| reciprocal interdependence |
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Definition
- members are specialized to perform specific tasks
- members interact with a subset of other members to complete the teams work |
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Term
| comprehensive interdependence |
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Definition
- highest level of interaction and coordination among members
- lots of collaboration |
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Term
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Definition
| team members have a shared vision of the teams goal and align their individual goals with that vision as a result |
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Term
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Definition
| team members share in the rewards that the team earns |
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Term
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Definition
| mix of people who make up the team |
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Term
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Definition
| pattern of behavior that a person is expected to display in a given context |
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Term
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Definition
| leader makes decisions for the team and provides direction and control over members who perform assigned tasks |
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Term
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Definition
refer to behaviors that directly facilitate the accomplishment of team tasks
- orienter, devil's advocate, energizer |
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Term
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Definition
behaviors that influence the quality of the teams social climate
- harmonizer, encourager, compromiser |
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Term
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Definition
behaviors that benefit the individual at the expense of the team
- aggressor, recognition seeker, dominator |
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Term
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Definition
- best solution
- leader has the highest ability |
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Term
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Definition
| performance depends on the weakest link |
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Term
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Definition
| contributions resulting from the abilities of every member add up to determine team performance |
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Term
| value in diversity problem-solving approach |
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Definition
| diversity in teams is beneficial because it provides for a larger pool of knowledge and perspectives from which a team can draw as it carries out its work |
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Term
| similarity-attraction approach |
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Definition
| people tend to be more attracted to others who are perceived as more similar |
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Term
|
Definition
- refers to race, ethnicity, sex and age
- negative effects early but go away |
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Term
|
Definition
| - less easy to observe initially |
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Term
|
Definition
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Term
|
Definition
| likelihood that the team can be work together effectively into the future |
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Term
| how is task interdependence related to team performance |
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Definition
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Term
| how is task performance related to org commitment |
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Definition
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Term
| hybrid outcome interdependence |
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Definition
| members receive rewards that are dependent on both their teams performance and how well they perform as individuals |
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Term
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Definition
| the use of power and influence to direct the activities of followers toward goal achievement |
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Term
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Definition
| the ability to influence the behavior of others and resist unwanted influence in return |
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Term
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Definition
1) legitimate power
2) reward power
3) coercive power
4) expert power
5) referent power |
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Term
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Definition
| derives from position of authority inside the organization |
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Term
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Definition
| occurs when someone has control over the resources or rewards another person wants |
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Term
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Definition
exists when a person has control over punishments in an organization
- operates on the principle of fear |
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Term
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Definition
| derives from a persons expertise, skill or knowledge on which other depend |
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Term
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Definition
| exists when others have a desire to identify and be associated with a person |
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Term
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Definition
| the degree to which people have alternatives in accessing resources |
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Term
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Definition
| the degree to which mangers have the right to make decisions on their own |
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Term
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Definition
| represents how important a persons job is and how many people depend on that person to accomplish their tasks |
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Term
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Definition
| is how aware others are of a leaders power and position |
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Term
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Definition
| the use of an actual behavior that causes behavioral or attitudinal changes in others |
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Term
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Definition
| the use of logical arguments and hard facts |
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Term
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Definition
| tactic designed to appeal to the targets values and ideals, thereby creating an emotional or attitudinal reaction |
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Term
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Definition
| occurs when the target is allowed to participate in deciding how to carry out or implement a request |
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Term
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Definition
| leader helps with the employee |
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Term
| 4 most effective leadership tactics |
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Definition
1) rational persuasion
2) consultation
3) inspirational appeals
4) collaboration |
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Term
| 2 least effective leadership tactics |
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Definition
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Term
| 4 moderately effective leadership tactics |
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Definition
1) ingratiation
2) personal appeals
3) exchange
4) apprising |
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Term
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Definition
| the use of favors, compliments, or friendly behavior to make the target feel better about the influencer |
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Term
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Definition
| occur when the requestor asks for something based on personal friendship or loyalty |
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Term
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Definition
| used when the requestor offers a reward or resource to the target in return for performing a request |
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Term
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Definition
| requestor clearly explains why performing the request will benefit the target personally |
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Term
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Definition
| use of coercive power through thrests and demands |
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Term
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Definition
| occur when the target of influence agrees with and becomes committed to the influence request |
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Term
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Definition
| occurs when the target of influence agrees with and becomes committed to the influence request |
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Term
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Definition
| target is willing to do what the leader asks but with indifference |
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Term
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Definition
| the target refuses to perform the influence request and puts forth an effort to avoid having to do it |
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Term
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Definition
| can be seen as actions by individuals that are directed toward the goal of furthering their own self interests |
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Term
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Definition
understand others and use knowledge to further your own objectives or the organizations
1) networking ability
2) social astuteness
3) interpersonal influence
4) apparent sincerity |
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Term
| styles of conflict resolution |
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Definition
1) competing
2) avoiding
3) accommodating
4) collaborating
5) compromise |
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Term
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Definition
- high assertiveness, low cooperation
- get own goals without regard for others |
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Term
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Definition
- low assertiveness, low cooperation
- when one party wants to remain neutral |
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Term
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Definition
- low assertiveness, high cooperation
- occurs when one party gives in to the other and acts in a completely unselfish way |
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Term
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Definition
- high assertiveness, high cooperation
- both parties work together
- most effective
- win win |
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Term
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Definition
- moderate assertiveness, moderate cooperation
- give and take
- most common form |
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Term
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Definition
| process in which two or more interdependent individuals discuss and attempt to come to an agreement about different preferences |
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Term
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Definition
| - win-lose negotiation over a fixed pie |
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Term
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Definition
| - aimed at accomplishing a win-win scenario |
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Term
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Definition
1) preparation
2) exchanging information
3) bargaining
4) closing and commitment |
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Term
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Definition
| best alternative to a negotiated agreement |
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Term
| how is power and influence related to job performance |
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Definition
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Term
| how is power and influence related to org commitment |
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Definition
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Term
| alternative dispute resolution |
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Definition
| process by which two parties resolve conflicts through the use of a specially trained, neutral third party |
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Term
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Definition
third party to facilitate negotiations
- mediator has no formal authority |
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Term
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Definition
| third party determines a binding settlement to a dispute |
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Term
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Definition
| a psychological response to demands that possess certain stakes ans that tax or exceed a person's capacity or resources |
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Term
| transactional theory of stress |
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Definition
| explains how stressors are perceived and appraised, as well as how people respond to those perceptions and appraisals |
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Term
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Definition
| refers to the nature of the obligations that a person has toward others |
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Term
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Definition
| refers to behaviors and cognitions intended to manage the stressful situation itself |
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Term
| emotion focused behavioral coping strategies |
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Definition
1) engaging in alternative activities
2) seeking support
3) venting anger |
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Term
| problem focused cognitive coping strategies |
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Definition
1) strategizing
2) self motivation
3) changing priorities |
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Term
| emotion focused cognitive coping strategies |
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Definition
1) avoiding, distancing and ignoring
2) looking for the positive in the negative
3) reappraising |
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Term
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Definition
| refers to the help people receive that can be used to address the stressful demand directly |
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Term
| effects of hindrance stressors on job performance |
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Definition
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Term
| effects of challenge stressors on job performance |
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Definition
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Term
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Definition
| a set of energetic forces that originates both within and outside an employee, initiates work related effort, and determines its direction, intensity and persistence |
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Term
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Definition
| a contemporary synonym, more or less, for high levels intensity and persistence in work effort |
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Term
| considerations for self efficacy |
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Definition
1) past accomplishments
2) vicarious experiences
3) verbal persuasion
4) emotional cues |
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Term
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Definition
| represents the belief that successful performance will result in some outcome(s) |
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Term
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Definition
| reflects the anticipated value of the outcomes associated with performance |
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Term
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Definition
| are cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences |
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Term
| alternative labels for esteem |
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Definition
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Term
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Definition
| views goals as the primary drivers of the intensity and persistence of effort |
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Term
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Definition
| objective or aim of an action and typically refer to attaining a specific standard of proficiency |
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Term
| 3 moderators in goal setting theory |
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Definition
1) feedback
2) task complexity
3) goal commitment |
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Term
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Definition
| the degree to which a person accepts a goal and is determined to try and reach it |
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Term
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Definition
| allows you to restore balance mentally, without altering your behavior in any way |
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Term
| psychological empowerment |
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Definition
reflects an energy rooted in the belief that work tasks contribute to some
larger purpose
- intrinsic potivation |
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Term
| what motivating force promotes the strongest sense of performance |
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Definition
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Term
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Definition
| is a pleasurable emotional state resulting from the appraisal of one's job or job experiences |
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Term
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Definition
| those things that people consciously or subconsciously want to seek or attain |
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Term
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Definition
| argues that job satisfaction depends on whether you perceive that your job supplies the things that you value |
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Term
| 3 critical psychological states that make work satisfying |
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Definition
1) meaningfulness of work
2) responsibility for outcomes
3) knowledge of results |
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Term
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Definition
| workplace events can generate affective reactions--reactions that then can go on to influence work attitudes and behaviors |
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Term
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Definition
| the willingness to be vulnerable to a trustee based on positive expectations about the trustees actions and intentions |
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Term
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Definition
| reflects the perceived fairness of an authority's decision making |
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Term
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Definition
| degree to which the behaviors of an authority are in accordance with generally accepted moral norms |
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Term
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Definition
| a general expectation that the words, promises and statements of individuals and groups can be relied on |
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Term
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Definition
| defined as the characteristics or attributes of a trustee that inspire trust |
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Term
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Definition
| defined as the perception that the authority adheres to a set of valued and principles that the trustor finds acceptable |
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Term
| what rules help ensure that procedures are fair |
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Definition
1) consistency
2) bias suppression
3) representativeness
4) accuracy |
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Term
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Definition
| occurs when an authority recognizes that a moral issue exists in a situation or that an ethical code or principle is relevant to the circumstance |
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Term
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Definition
| captures the degree to which an issue has ethical urgency |
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Term
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Definition
| reflects the process people use to determine whether a particular course of action is ethical or unethical |
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Term
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Definition
| reflects an authority's degree of commitment to the moral course of action |
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Term
| corporate social responsibility |
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Definition
| a perspective that acknowledges that the responsibilities of a business encompass the economic, legal, ethical and citizenship expectations of society |
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Term
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Definition
| the relatively permanent changes in an employees knowledge or skill that result from experience |
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Term
| does learning impact decision making, and what is decision making |
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Definition
1) yes
2) refers to the process of generating and choosing from a set of alternatives to solve a problem |
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Term
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Definition
| people in organizations have the ability to learn through the observation of others |
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Term
| the modeling process (steps) |
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Definition
1) attentional processes
2) retention processes
3) production processes
4) reinforcement |
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Term
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Definition
| building competence is deemed more important than demonstrating competence |
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Term
| performance-prove orientation |
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Definition
| focus on demonstrating their competence so that others think favorably of them |
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Term
| rational decision-making model |
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Definition
| step-by-step approach to making decisions, that maximize outcomes by examining all available alternatives |
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Term
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Definition
1) selective perception
2) projection bias
3) social identity theory
4) stereotype
5) heuristics
6) availability bias |
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Term
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Definition
| tendency to see the environment only as it affects them and as it is consistent with their expectations |
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Term
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Definition
| people project their own thoughts, attitudes and motives onto other people |
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Term
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Definition
| holds that people identify themselves by the groups to which they belong and perceive and judge others by their group membership |
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Term
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Definition
| simple, efficient, rules of thumb that allow us to make decisions more easily |
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Term
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Definition
| is the tendency for people to base their judgments on information that is easier to recall |
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Term
| fundamental attribution error |
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Definition
| people have a tendency to judge others behaviors as due to internal factors |
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Term
| decision making biases (5) |
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Definition
1) anchoring
2) framing
3) representativeness
4) contrast
5) recency |
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Term
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Definition
| rely too heavily on one trait or peice of information |
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Term
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Definition
| different decisions on how the question is framed |
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Term
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Definition
| assess the likelihood of an event by comparing it to a similar event and assuming it will be similar |
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Term
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Definition
| judge things erroneously based on a reference that is near to them |
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Term
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Definition
| weigh recent events more than earlier events |
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Term
|
Definition
| did others act the same way under similar circumstances |
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Term
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Definition
| does this person tend to act differently in other circumstances |
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Term
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Definition
| does this person always do this when performing this task |
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Term
| how is learning linked to job performance |
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Definition
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|
Term
| how is learning linked with org commitment |
|
Definition
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Term
|
Definition
| systematic effort by organizations to facilitate the learning of job-related knowledge and behavior |
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Term
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Definition
| is a field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations |
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Term
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Definition
| focuses on the product choices and industry characteristics that affect an organization's profitability |
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Term
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Definition
| captures what employees feel when thinking about their jobs |
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Term
| learning and decision making |
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Definition
| deals with how employees gain job knowledge and how they use that knowledge to make accurate judgments on the job |
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Term
| individual characteristics |
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Definition
1) personality and cultural values
2) ability |
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Term
| personality and cultural values |
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Definition
| reflect the various traits and tendencies that describe how people act, with commonly studied traits including extraversion |
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Term
|
Definition
1) characteristics and diversity
2) team processes and communication |
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Term
| characteristics and diversity |
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Definition
| describes how team processes are formed, staffed, composed and how team members come to rely on one another as they do their work |
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Term
| team processes and communication |
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Definition
| how teams behave, including their coordination, conflict and cohesion |
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Term
| organizational mechanisms |
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Definition
1) organizational structure
2) organizational culture |
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Term
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Definition
| dictates how the units within the firm link to other units |
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Term
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Definition
| captures the way things are in the organization |
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Term
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Definition
1) history
2) numerous small decisions
3) socially complex resources |
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Term
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Definition
| the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment |
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Term
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Definition
| includes employee behaviors that are directly involved in the transformation of organizational resources into the goods and services that the organization produces |
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Term
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Definition
1) list the activities involved in a job it generates
2) each activity on the list is rated by subject matter experts according to things like the importance and frequency of the activity
3) the activities that are rated highly in terms of their importance and frequency are retained and used to define task performance |
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Term
| counterproductive behavior |
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Definition
behaviors the intentionally hinder organizational goal accomplishment
1) property deviance
2) production deviance
3) political deviance |
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Term
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Definition
- reduces efficiency of work output
1) wasting resources
2) substance abuse |
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Definition
- disadvantage other employees rather than the organization
1) gossiping
2) incivility
3) personal aggression
4)harassment
5) abuse |
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Term
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Definition
| hostile verbal and physical actions toward other employees |
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Term
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Definition
| unwanted physical contact or verbal remarks |
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Term
| three main points about counterproductive behavior |
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Definition
1) people who engage in one form of counterproductive behavior also engage in others
2) is relevant to any job
3) often surprising which employees partake in it |
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Term
| behaviorally anchored rating scales |
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Definition
| assess performance that by directly assessing job performance behaviors |
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Term
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Definition
| refer to the various people, places, and things that can inspire a desire to remain a member of an organization |
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Term
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Definition
| various withdrawal behaviors are uncorrelated with one another and occur for different reasons |
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Term
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Definition
| of withdrawal argues that the various withdrawal behaviors negatively correlate with one another-- do one leads less likely to do other |
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Term
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Definition
| withdrawal behaviors are positively correlated |
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Term
| does downsizing reduce commitment |
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Definition
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Term
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Definition
| reflect employees beliefs about what they owe the organization and what the organization owes them |
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Term
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Definition
| that are based on a narrow set of specific monetary obligations |
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Term
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Definition
| that are based on a broader set of open ended and subjective obligations |
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Term
| perceived organizational support |
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Definition
| reflects the degree to which employees believe that the organization values their contributions and cares about their well being |
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Term
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Definition
| adeptness at identifying and developing diverse contacts |
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Term
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Definition
| tendency to observe others and accurately interpret their behavior |
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Term
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Definition
| having an unassuming and convincing personal style thats flexible enough to adapt to different situations |
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Term
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Definition
| appearing to others to have high levels of honesty and genuineness |
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Term
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Definition
| establishes the direction for the team |
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Term
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Definition
| offers constructive challenges to the teams status quo |
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Definition
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Term
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Definition
| steps in to resolve differences among teammates |
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Term
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Definition
| praises the work of teammates |
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Term
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Definition
| helps the team see alternative solutions that teammates can accept |
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Term
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Definition
| puts down or deflates fellow teammates |
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Term
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Definition
| takes credit for teams success |
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Term
| what should mission statements be evaluated on (5) |
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Definition
1) clarity
2) relevance
3) significance
4) believability
5) urgency |
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Term
| 5 aspects of team composition |
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Definition
1) member roles
2) member ability
3) member personality
4) team diversity
5) team size |
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Term
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Definition
| ask for something based on loyalty or friendship |
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