Term
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Definition
- primary function: information sharing
- Low levels of trust and self disclosure
- talk to primarily about work, the organization, and job-related feedback
- Largest proportion fo coworker relationships are information peer relationships.
- associated with low levels of cohesion, lower quality information sharing |
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Term
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Definition
- Primary function: career-strategizing, job-related feedback and friendship
- Moderate levels of trust and self disclosure
- Information Sharing (still large part), plus increasing levels of emotional support, feedback (both personal and job-related), and confirmation - Discussion of personal as well as work related concerns - Associated with high levels of cohesion, higher quality information sharing |
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Term
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Definition
Equivalent to your best friend at work
Functions: confirmation, emotional support, personal and job-related feedback and close friendship
High levels of trust, self-disclosure and self-expression (can talk about anything)
Rarest type of coworker relationship
Associated with low levels of supervisor consideration
Can be associated with bad boss, the more special peers, the worse the work place can be |
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Term
| How differential treatment affects peer relationships |
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Definition
Links peer to supervisor
When supervisor treats one person different than anyone else in the group
Differential treatment creates uncertainty
Logan gets a raise and then everyone else finds out
Employees talk to one another to make sense of the differential treatment
Everyone is asking why Logan got the raise, and if it is fair
Talk centers on determining the “fairness” of the different treatment
Youtube video (dinner with the boss)- worker has been having dinner with the boss and other employee questions why |
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Term
| Unique Characteristics of workplace friendships |
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Definition
Voluntary- you can’t choose your coworkers, but you do get to choose which coworkers you befriend
Personalistic focus- treat friend as “whole person” not work role occupant
Ex: socialize outside of work, you choose to spend more time with them |
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Term
| Workplace Friendship Function |
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Definition
- Information Exchange
Very different than coworkers who aren’t friends here in the office, a drink after work
- Social support (emotional support)
The main source of support in the workplace is your friend coworker
Ex: so many resumes to read, you need help, friend offers to help you
Power influence
Friendship networks influence you |
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Term
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Definition
| for every pro, someone provides a con(devil's advocate) |
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Term
| If a supervisor treats your coworker favorably, and you think that it is unfair, how do you react? |
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Definition
| mistrust and dislike that person. decrease the amount you talk with them, increase the amount of censoring, and try to exclude them from the group. |
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Term
| If a supervisor treats your coworker unfavorably, and you think that it is unfair, how do you react? |
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Definition
| sympathy. increased group cohesion, increase the amount of communication, and decrease the amount of censorship. |
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Term
| If a supervisor treats your coworker favorably, and you think that it is fair, how do you react? |
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Definition
| respect them. use the target as a communication conduit to the supervisor. |
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Term
| If a supervisor treats your coworker unfavorably, and you think that it is fair, how do you react? |
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Definition
| You desire to disassociate from them. Decrease communication, increase censorship, and isolate them from the network. |
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Term
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Definition
| a win/lose approach. someone tries to win an argument or problem at the expense of others |
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Term
| People have two types of needs |
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Definition
Hygiene needs- met by extrinsic rewards (eg pay, benefits, working conditions). provide satisfaction.
Motivational needs- met by intrinsic rewards (eg personal growth, achievement, enjoyment). Provide Motivation.
- If you only provide one of these, you prevent dissatisfaction, but only providing both will satisfy and motivate. |
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Term
| Four things we know about the effectiveness of goal setting |
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Definition
- goal setting is better than no goal setting
- specific goals are better than vague goals
- difficult goals are better than easy goals (when the task itself is not to complex)
- participative goal setting is equal to assigned goals (when rationale is provided with the assigned goal) |
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Term
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Definition
| a type of thought exhibited by group members who try to minimize conflict and reach consensus without critically testing, analyzing, and evaluating ideas. Individual creativity, uniqueness, and independent thinking are lost in the pursuit of group cohesiveness, as are the advantages of reasonable balance in choice and thought that might normally be obtained by making decisions as a group. |
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Term
| Expectancy (valence) theory |
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Definition
definition: Motivation is the process that governs how individuals choose among different voluntary activities/goals
Ex- multiple tests in one week, explains which one you focus on
Three components
1.) Outcome expectancies- what outcomes can I expect if I do this task?
2.) Valence of the outcomes= are outcomes positive or negative?
3.) Effort expectancies- how much effort does the task require?
- If outcomes are more positive than negative and outweigh effort expectancies, the individual will be motivated to do the task |
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