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| A variety of experiential learning activities in which employees are involved in a “real, complex, and stressful problem,” usually in teams, with immediate relevance to the company. |
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| The perceptual process of deciding whether an observed behavior or event is caused largely by internal or by external factors. |
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| A theory that explains learning in terms of the antecedents and consequences of behavior. |
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| The mostly unconscious process of organizing people and objects into preconceived categories that are stored in our long-term memory |
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| The theory that as individuals interact with one another they rely less on stereotypes about each other. |
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| A person’s ability to understand and be sensitive to the feelings, thoughts, and situations of others. |
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| Occurs when the target behavior decreases because no consequence follows it. |
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| fundamental attribution error |
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Definition
| The tendency to attribute the behavior of other people more to internal than to external factors. |
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| A perceptual error whereby our general impression of a person, usually based on one prominent characteristic, colors the perception of other characteristics of that person. |
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| The model of personal and interpersonal understanding that encourages disclosure and feedback to increase the open area and reduce the blind, hidden, and unknown areas of oneself. |
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| A relatively permanent change in behavior that occurs as a result of a person’s interaction with the environment. |
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| The extent that an organization or individual supports knowledge management, particularly opportunities to acquire knowledge through experience and experimentation. |
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| The broad worldviews or “theories in-use” that people rely on to guide their perceptions and behaviors. |
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| Occurs when the removal or avoidance of a consequence increases or maintains the frequency or future probability of a behavior. |
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| The process of selecting, organizing, and interpreting information in order to make sense of the world around us. |
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| positive organizational behavior |
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Definition
| An emerging philosophy that focuses on building positive qualities and traits within individuals or institutions as opposed to focusing on just trying to fix what might be wrong with them |
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Definition
| Occurs when the introduction of a consequence in- creases or maintains the frequency or future probability of a behavior. |
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| The unfounded negative emotions toward people belonging to a particular stereotyped group. |
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| A perceptual error in which we quickly form an opinion of people based on the first information we receive about them. |
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| A perceptual error in which an individual believes that other people have the same beliefs and behaviors that we do. |
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| Occurs when a consequence decreases the frequency or future probability of a behavior. |
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| A perceptual error in which the most recent information dominates one’s perception of others. |
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Definition
| The process of filtering information received by our senses. |
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Definition
| Occurs when our expectations about another person cause that person to act in a way that is consistent with those expectations. |
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Definition
| Occurs whenever someone has control over a reinforcer but delays it until a self-set goal has been completed |
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Definition
| A perceptual error whereby people tend to attribute our their favorable outcomes to internal factors and our their failures to external factors. |
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| A model that explains self-perception and social perception in terms of the person’s unique characteristics (personal identity) and membership in various social groups (social identity.) |
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| A theory stating that much learning occurs by observing others and then modeling the behaviors that lead to favorable outcomes and avoiding the behaviors that lead to punishing consequences. |
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Definition
| The process of assigning traits to people based on their membership in a social category. |
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| Knowledge embedded in our actions and ways of thinking, and transmitted only through observation and experience. |
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