Term
|
Definition
knowledge and proficiency in a specific field |
|
|
Term
|
Definition
the ability to work well with other people |
|
|
Term
|
Definition
the ability to think and conceptualize about abstract and complex situations concerning the organization |
|
|
Term
which needs more conceptual? |
|
Definition
|
|
Term
which needs more technical? |
|
Definition
|
|
Term
|
Definition
interest rates, inflation, changes in disposable income, stock fluctuations, and business cycle stages |
|
|
Term
|
Definition
concerned with trends in population characteristics: age, race, gender, etc. |
|
|
Term
political/legal environment |
|
Definition
looks at federal, state, and local laws as well as global laws and ones of other countries |
|
|
Term
sociocultural environment |
|
Definition
values, attitudes, trends, traditions, lifestyles, beliefs, tastes, and patterns of behavior |
|
|
Term
|
Definition
the degree of change and complexity in an organizations environment (dynamic vs. stable) |
|
|
Term
|
Definition
the number of components in an organization's environment and the extent of the org's knowledge about those |
|
|
Term
|
Definition
based on what they experience with the organization |
|
|
Term
|
Definition
concerned with how they can perceive/describe it |
|
|
Term
|
Definition
a culture in which organization values promote a sense of meaningful work taking place in the context of community |
|
|
Term
|
Definition
the obligation of a business to meet its economic and legal responsibilities and nothing more (the classic view) |
|
|
Term
|
Definition
when a firm engages in social actions in response to some popular social need |
|
|
Term
|
Definition
businesses' intention, beyond its legal and economic obligations to do the right things and act in ways that are good for society (socioeconomic view) |
|
|
Term
LEGAL (levels of involvement) |
|
Definition
simply doing what is required legally |
|
|
Term
|
Definition
respond to environmental preferences of customers |
|
|
Term
|
Definition
works to meet environmental demands of multiple stakeholders; employees, suppliers, or community |
|
|
Term
|
Definition
looks for ways to protect the earth's natural resources |
|
|
Term
|
Definition
- sticking to the rules to avoid physical punishment - following rules only where doing so is your immediate interest |
|
|
Term
|
Definition
- living up to what is expected by people close to you - maintaining conventional order by fulfilling obligations to which you have agreed |
|
|
Term
|
Definition
- valuing rights of others and upholding absolute values and rights regardless of majority's opinion - following self-chosen ethical principles even if they violate the law |
|
|
Term
employees who face ethical dilemmas need __________ ____________ so they can do what is right without fear of reprimand. |
|
Definition
|
|
Term
Foreign Corrupt Practices Act (FCPA) |
|
Definition
it's illegal to corrupt a foreign official, yet "token" payments to officials are permissible when doing so is an accepted practice in the country |
|
|
Term
|
Definition
individuals who raise ethical concerns or issues to others |
|
|
Term
what act protects whistle-blowers? |
|
Definition
|
|
Term
|
Definition
|
|
Term
|
Definition
- new or unusual (not a lot of information); ambiguous |
|
|
Term
|
Definition
- lower level chooses - information readily available |
|
|
Term
|
Definition
- upper level chooses - information ambiguous - goals are vague - longer time frame - relies on judgement |
|
|
Term
|
Definition
decision making that is rational, but limited by an individual's ability to process information |
|
|
Term
|
Definition
accepting solutions that are "good enough" |
|
|
Term
|
Definition
1. identify problem 2. develop, analyze, and select alternatives 3. implement decision 4. evaluate to improve |
|
|
Term
intuitive decision making |
|
Definition
making decision on the basis of experience, feeling, and accumulated judgment |
|
|
Term
components of intuitive decision making |
|
Definition
1. experience-based 2. affect-initiated (feelings or emotions) 3. cognitive-based (skills, knowledge, training) 4. subconscious mental processing 5. values or ethics-based |
|
|
Term
|
Definition
a person's tendency to use external data/facts; the habit of processing information through rational, logical thinking |
|
|
Term
non-linear thinking style |
|
Definition
a person's preference for internal sources of information; a method of processing this information with internal insights, feeling, and hunches |
|
|
Term
|
Definition
using "rules of thumb" to simplify decision making |
|
|
Term
|
Definition
holding unrealistically positive views of oneself and one's performance |
|
|
Term
immediate gratification bias |
|
Definition
choosing alternatives that offer immediate rewards and avoid immediate costs |
|
|
Term
|
Definition
fixating on initial information and ignoring subsequent information |
|
|
Term
selective perception bias |
|
Definition
selecting, organizing, and interpreting events based on the decision maker's biased perceptions |
|
|
Term
|
Definition
seeking out information that reaffirms past choices while discounting contradictory information |
|
|
Term
|
Definition
selecting and highlighting certain aspects of a situation while ignoring other aspects |
|
|
Term
|
Definition
losing decision-making objectivity by focusing on the most recent events |
|
|
Term
|
Definition
drawing analogies and seeing identical situations when none exist |
|
|
Term
|
Definition
creating unfounded meaning out of random events |
|
|
Term
|
Definition
forgetting that current actions cannot influence past events and relate only to future consequences |
|
|
Term
|
Definition
taking quick credit for successes and blaming outside factors and failures |
|
|
Term
|
Definition
mistakenly believing that an event could have been predicted once the actual outcome is known (after-the-fact) |
|
|
Term
|
Definition
- 1st stage - people join the group and then define the group's purpose, structure, and leadership |
|
|
Term
|
Definition
- 2nd stage - characterized by intragroup conflict about who will be leading and what they'll be doing |
|
|
Term
|
Definition
- 3rd stage - close relationships develop and the group becomes cohesive |
|
|
Term
|
Definition
- 4th stage - everything starts to work and begin working on task |
|
|
Term
|
Definition
- last stage - group prepares to disband focusing on wrapping up activities |
|
|
Term
|
Definition
when a group exerts extensive pressure on an individual to align his or her opinion with that of others |
|
|
Term
|
Definition
a prestige grading, position, or rank within a group |
|
|
Term
|
Definition
the tendency for individuals to expend less effort when working collectively than when working individually |
|
|
Term
|
Definition
the degree to which group members are attracted to one another and share the group's goals |
|
|
Term
traditional view of conflict |
|
Definition
the view that all conflict is bad and must be avoided |
|
|
Term
human relation view of conflict |
|
Definition
the view that conflict is a natural and inevitable outcome in any group |
|
|
Term
interactionist view of conflict |
|
Definition
the view that some conflict is necessary for a group to perform effectively |
|
|
Term
|
Definition
conflicts that support a group's goals and improve its performance |
|
|
Term
|
Definition
destructive and prevents a group from achieving its goals |
|
|
Term
|
Definition
relates to the content and goals of the work |
|
|
Term
|
Definition
focuses on interpersonal relations |
|
|
Term
|
Definition
refers to how the work gets done |
|
|
Term
|
Definition
teams from the same department or functional area involved in efforts to improve work activities or to solve specific problems |
|
|
Term
|
Definition
formal group of employees who operate without a manager and are responsible for a complete work process or segment |
|
|
Term
|
Definition
composed of individuals from various functional specialties |
|
|
Term
|
Definition
- uses technology to link physically dispersed members in order to achieve a common goal - tend to be more task-oriented |
|
|
Term
|
Definition
performance measure of effectiveness and efficiency |
|
|
Term
|
Definition
|
|
Term
|
Definition
the part of an attitude that's made up of the beliefs, opinions, knowledge, or information held by a person |
|
|
Term
|
Definition
the emotional or feeling part of an attitude |
|
|
Term
|
Definition
the part that refers to an intention to behave in a certain way toward someone or something |
|
|
Term
|
Definition
an employee's general attitude toward his/her job |
|
|
Term
|
Definition
the degree to which an employee identifies with his/her job, actively participates in it and considers his/her job performance to be important to self-worth |
|
|
Term
|
Definition
identifies with goals and wishes to maintain membership in that organization |
|
|
Term
perceived organization support |
|
Definition
believe that their organization values their contribution and cares about their well-being |
|
|
Term
|
Definition
when employees are connected to, satisfied with, and are enthusiastic about their jobs |
|
|
Term
|
Definition
any incompatibility or inconsistency between attitudes or between behavior and attitudes |
|
|
Term
|
Definition
the unique combination of emotional, thought, and behavioral patterns that affect how a person reacts to situations and interacts with others |
|
|
Term
|
Definition
1. extraversion 2. agreeableness 3. conscientiousness 4. emotional stability 5. openness to experience |
|
|
Term
|
Definition
a measure of the degree to which people are pragmatic, maintain emotional distance, and believe that ends justify means |
|
|
Term
|
Definition
an individual's degree of like or dislike for him/herself |
|
|
Term
|
Definition
a personality trait that measures the ability to adjust behavior to external situational factors |
|
|
Term
|
Definition
a trait belonging to people who identify opportunities, show initiative, take action, and persevere until meaningful change occurs |
|
|
Term
|
Definition
an individual's ability to overcome challenges and turn them into opportunities |
|
|
Term
|
Definition
the ability to notice and to manage emotional cues and information |
|
|
Term
|
Definition
how the actions of individuals are perceived by others depends on what meaning (causation) we attribute to a given behavior |
|
|
Term
fundamental attribution error |
|
Definition
the tendency to underestimate the influence of external factors and to overestimate the influence of internal or personal factors |
|
|
Term
|
Definition
the tendency of individuals to attribute their successes to internal factors while blaming personal failures on external factors |
|
|
Term
|
Definition
the assumption that others are like oneself |
|
|
Term
|
Definition
a general impression of an individual based on a single characteristic |
|
|
Term
|
Definition
a theory of learning that says behavior is a function of its consequences |
|
|
Term
|
Definition
voluntary or learned behaviors |
|
|
Term
|
Definition
a theory of learning that says people can learn through observation and direct experience |
|
|