Term
| Tuckman's Theory of Group Development |
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Definition
| Forming, Storming, Norming, Performing, Adjouring (FSNPA) |
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Definition
| Tuckman's Theory of Group Development - Uncertain about goals or leadership |
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| Tuckman's Theory of Group Development - Time of testing, individuals try to figure how they fit in the power structure, procrastination may occur |
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Definition
| Tuckman's Theory of Group Development - Questions about authority are resolved through discussion, GROUP COHESIVENESS (We feel like a group...WE) |
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| Tuckman's Theory of Group Development - Group is focused on solving tasks, climate of open communication, strong cooperation, and lots of helping behavior |
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Definition
| Tuckman's Theory of Group Development - work is done, team dissolves, moves on to other things |
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Definition
| Enable the group to define, clarify, and pursue a common purpose |
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| A group formed by a manager to help the organization accomplish its goals |
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| When the members overrriding purpose of getting together is friendship (blogs, family reunion) |
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Term
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Definition
| Voiced values created by the company |
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Term
| Types of Organizational Culture |
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Definition
| Clan, Adhocracy, Market, and Hierarchy |
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Term
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Definition
i. Employee focused, everyone is like a big family
ii. Customers are treated as partners
iii. The company spends lots of money on its employees
iv. Innovation is centered for employees |
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Definition
i. External focus, values flexibility
ii. Big time on creativity and innovation
iii. Innovation is centered for customers |
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Definition
i. Strong external focus, values stability and control
ii. Driven by competition and desire to deliver results
iii. Focused on external environment (competition), customers, and profits |
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Definition
i. Internal focus, values stability and control over flexibility
ii. Leads to the development of reliable internal processes, extensive measurement, and the implementation of a variety of control mechanisms. |
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Term
| Organizational Socialization |
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Definition
| a. The process by which a person learns the values, norms, and required behaviors which permit him to participate as a member of the organization |
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Term
| Three-Phase Model of Organizational Socialization |
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Definition
Phase 1: Anticipatory Socialization
Phase 2: Encounter
Phase 3: Change and Acquisition |
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Term
| Phase 1 of the Three-Phase Model of Organizational Socialization |
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Definition
| Anticipatory Socialization: Before you join the company; your anticipations about the organization, needed skills, and values |
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Term
| Phase 2 of the Three-Phase Model of Organizational Socialization |
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Definition
| Phase 2: Encounter - At the company, managing role conflicts, role definition, group dynamics, and lifestyle vs. work conflicts |
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Term
| Phase 3 of the Three-Phase Model of Organizational Socialization |
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Definition
| Phase 3: Change and Acquisition - After at the company for a while, you master your tasks and roles, and adjust to group values and norms |
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Term
| Societal Culture, definition of |
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Definition
| Involves shared values, norms, identities, and interpretation that result from common experiences of members of collectives that are transmitted over time. |
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Definition
| The ability to accurately interpret ambiguous cross-cultural situations |
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Definition
| Characterized as "I" and "me" cultures, give priority to individual freedom and choice |
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Definition
| Oppositely called "we" and "us" cultures, rank shared goals higher than individual desires and goals. |
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Term
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Definition
| Rely heavily on situational cues for meaning when perceiving and communicating with others (Arabs, Asians, Mexico) |
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| Written and spoken words carry the burden of shared meanings |
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Definition
| Revealed in the ordered, precise, schedule-driven use of public time that typifies and even caricatures efficient Northern Europeans and North Americans |
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| Is seen in the multiple and cyclical activities and concurrent involvement with different people in Mediterranean, Latin American, and especially Arab cultures |
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Definition
| Refers to anyone living and or working outside their home country |
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Definition
| Openness to other cultures and willingness to change; passion for diversity, thirst for adventure, and self-assurance. |
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Term
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Definition
| A cognitive process that enables us to interpret and understand our surroundings |
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Term
| Four Stage Social Perception Model |
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Definition
Stage 1: Selective Attention / Comprehension
Stage 2: Encoding and Simplification
Stage 3: Storage and Retention
Stage 4: Retrieval and Response |
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Term
| Social Perception Model - Stage 1: Selective Attention / Comprehension |
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Definition
Remember the gorilla walking across??
Comprehension is realizing something has gone on |
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Term
| Social Perception Model - Stage 2: Encoding and Simplification |
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Definition
| Making sense of what just happened. Schema and stereotypes come into play. |
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Term
| Social Perception Model - Stage 3: Storage and Retention |
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Definition
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| Social Perception Model - Stage 4: Retrieval and Response |
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Definition
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Term
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Definition
| Salient means something that stands out of context (250 pound man in a woman's exercise class). It also means what is most relevant to YOU. If my gas is low, I will notice a Texaco before I notice a McDonalds. |
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Definition
| We assign objects to certain categories. Dogs --> Animals |
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Definition
a person's mental picture or summary of a particular event or type of stimulus...My image of a sports car…What box does this object go into?
A schema is like a stereotype for a specific individual. |
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Term
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Definition
An individual's set of beliefs about the characteristics or attributes of a group...a correct idea of how
things should be.
A stereotype is like a schema but for a group. |
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Term
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Definition
| Thoughts or beliefs that are automatically activated from memory without our conscious awareness. This can be a problem when hiring. |
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Term
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Definition
| Suspected or inferred causes of behavior. Kelly's Model of Attribution says there are internal and external factors when attributing causal behavior |
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Term
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Definition
a. Is one person doing it, or is the whole team? Whole team = high consensus
b. Relates to other people |
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Definition
a. How does one task compare to others? If it happens only once among many tasks, its low in distinctiveness
Relates to other tasks |
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Term
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Definition
a. A person performs a certain task the same way time after time is high consistency
b. Relates to time |
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Term
| Fundamental Attribution Bias |
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Definition
Reflects one's tendency to attribute another person's behavior to his or her personal characteristics, as opposed to situational factors
Example: You fire a woman for falling asleep at work because you thought she was lazy. Turns out she has a kid she goes home to who keeps her up all night. |
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Term
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Definition
Represents one's tendency to take more personal responsibility for success than for failure
Example: You blame the company for getting you stressed enough to do drugs. "It wasn't my fault". Place it on the environment (external factors) rather than yourself (internal) |
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Term
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Definition
| Proceeds toward a single answer (Groups excel at this) |
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Definition
| Goes to a wide variety of answers (Individuals excel at this) |
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Term
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Definition
| Think of the gorilla example. We don't have our attention on wide beam. We choose to focus on certain things and we cannot multi-task too well. |
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Term
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Definition
| 2 Parts: 1) Subconsiciously decide something before investigating why it is the right decision 2) Then we seek information that only confirms our point of view. |
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Term
| Competing Values Framework |
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Definition
a practical way for managers to understand, measure, and change organizational culture. The four values are:
* Market
* Hierarchy
* Clan
* Adhocracy |
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Term
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Definition
| Programs that help employees integrate, assimilate, and transition to new jobs by making them familiar with corporate policies, procedures, and culture and by clarifying work role expectations and responsibilities. |
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Term
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Definition
| Grouping newcomers and exposing them to a common set of experiences rather than treating them individually. |
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Term
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Definition
| The practice of segregating a newcomer from regular organization members during a defined socialization period. Before you meet officers, you through boot camp in the army. They prepare you for the next step. |
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Term
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Definition
| A fixed progression of steps that culminate in the new role, compared to an ambiguous or dynamic progression. As a doctor, you go to med school, then internship, residency, and then your own practice. |
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Term
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Definition
| A timetable for the assumption of the role. In school, you are a Freshman, then Sophomore, then Junior, then Senior. |
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Term
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Definition
| The newcomer is socialized by an experienced member. Mentor. |
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Term
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Definition
| The affirmation of a newcomer's incoming global and specific role identities and attributes. When becoming a cop, you are to dress as an officer and are no longer considered ordinary citizens. |
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Term
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Definition
| You give someone a high rating because you like the person. You made the judgement before they performed. |
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Term
| Leniency - Perceptual Error |
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Definition
| You give a person a high rating because you don't like being negative or to hurt their feelings. |
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Term
| Central Tendency - Perceptual Error |
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Definition
| You rate a person average to avoid extremes regardless of their performance. |
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Term
| Recency Effects - Perceptual Error |
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Definition
| You rate a person low because only the past few days were bad even though they did well beforehand. |
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Term
| Contrast Effects - Perceptual Error |
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Definition
| You rate a person low because you compared him to an outstanding individual. |
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Term
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Definition
| Thoughts or beliefs that are automatically activated from memory without our conscious awareness. |
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