Term
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Definition
| how people think, feel, and do in and around organizations |
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Term
| Types of work-related behavior |
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Definition
* task performance
* organizational citizenship
* counterproductive work behavior
* joining and staying with organization
* maintaining work attendance |
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Term
| Challenges of Organizations |
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Definition
*Globalization (makes difficult to cultivate employee trust)
* increasing work diversity (male/female, generations, ethnicity)
* employment relationship: work-life balance, telecommuting |
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Term
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Definition
selecting, organizing and interpreting info to make sense of world
stimuli -> screen through senses -> organize and interpret -> becomes beliefs and influences behavior |
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Term
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Definition
filling in info with senses
Influencing factors:
* object (size, repetition, intensity, novelty)
* perceiver (expectations, values and attitudes, experience)
* context (time, work setting, social setting) |
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Term
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Definition
unconscious
* seeing trends in otherwise ambiguous info
* filling in missing info; closure
* similarity or proximity to others |
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Term
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Definition
perceive world based on how we define ourselves as members of social groups
* explains personal and social identity, our place in the world |
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Term
| Featurues of social identity theory |
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Definition
*categorization process: compare our group with others
* homogenization process: similar traits within group, others have different traits
* contrasting process: less positive image of people outside group |
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Term
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Definition
assigning traits to people depending on their membership in social categories
* for better memory
* to understand and anticipate
X causes ignoring, misinterpreting of info, not always accurate, foundation for discrimination (purposely or not) |
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Term
| Strategies for reducing bias |
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Definition
* diversity awareness training
* meaningful interactions
* decision-making accountability |
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Term
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Definition
Internal attibution: behavior due to motivation or ability
External Attribution: due to situation or fate
consistency (behave this way in past?)
distinctiveness (behave similarly with others or in different situations)
consensus (other people do this in similar situations?) |
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Term
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Definition
Fundamental attribution error: tendency to attribute other's to internal
Self-serving bias: tendency to attribute to external
self-fulfilling prophecy: expectations of person cause that person to act in way consistent with expectations (low past achievement, several people have this expectation = more likely) |
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Term
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Definition
believing self has motivation, ability, resources to complete task successfully
* show others they have necessary knowledge and skills
* display confidence in their competencies
* show them others similar to themselves doing task |
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Term
| Other errors in judging people |
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Definition
* primacy effect
* recency effect
* halo error: impression from one prominent characteristic
* false consensus effect |
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Term
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Definition
| Areas on chart include: Known to self/others, Unknown to self/others = open area, blind area, hidden area (to self), unknown area (to both) |
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Term
| Ways to avoid attribution errors |
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Definition
* avoid interview shortcuts
* show high expectations of others; people behave consistently with other's expectations
* be aware of how employees perceive things
* performance evaluations |
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Term
| EVLN: Response to Dissatisfaction |
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Definition
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Term
| Are happy workers productive workers? |
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Definition
(moderate relationship)
* general attitude not good indicator of specific behaviors
*JP leads to JS, but only if linked to valued rewards
* little influence on people in jobs with little control of job output
* JS-JP relationship highest in complex jobs
happy employee = happy customer
lower turnover with both, means more experienced employees, consistent service |
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Term
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Definition
| employee has emotional attachment to and identifies with, involved in organization |
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Term
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Definition
| only remain with organization because quitting would be too costly |
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Term
| Bad points of affective commitment? |
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Definition
| limits new blood, which could cause low creativity, lower ethical conduct? |
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Term
| Ways to increase job satisfaction |
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Definition
* justice and support
* job security
* organizational comphrehension
* employee involvement
* trusting employees |
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Term
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Definition
adaptive response to situation perceived as challenging or threatening to well-being
REACTION, not the situation itself |
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Term
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Definition
* psychological: perceived and interpreted as threat
* physiological: higher blood pressure, sweaty palms, etc |
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Term
| Difference between eutress and distress |
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Definition
Eutress: healthy and positive outcome of stressful events; motivates people to achieve goals and succeed in challenges
Distress: degree of psch, physio, behavioral deviation from healthy function |
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Term
| General Adaption Syndrome (GAS) |
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Definition
1. Alarm Reaction: biochemical messenger to body to prepare
2. resistance
3. exhaustion |
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Term
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Definition
cause of stress
physcological harassment
Sexual harassment
work overload stressor
task control stressor |
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Term
| Individual differences in stress |
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Definition
1. different thresholds to stress
2. different ways of coping
3. perceive same situation differently (high self-efficacy = possibly less stressful) |
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Term
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Definition
Type A: talks rapidly, devoted to work, highly competitive, difficult to multitask, strong sense of time urgency, loses temper easily, interrupts others
Type B: handles things patiently, less competitive, thinks about issues carefully, low concern from time limits, no guilt for relaxing, relaxed approach, works at steady pace |
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Term
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Definition
| Type A; highly involved in work, high drive to succeed, but low enjoyment of work |
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Term
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Definition
| capability to cope successfully; high tolerance of change, high self-esteem |
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Term
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Definition
| high EI, good problem-solving skills, coping strategies |
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Term
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Definition
* remove stressor
* withdraw
* change stress perception: strengthen self-efficacy, esteem
* control consequences of stress
* receive social support |
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Term
| MARS model of individual behavior |
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Definition
Individual Characteristics: *values *personalities * emotions, etc. MOTIVATION, ABILITY, ROLE PERCEPTIONS, SITUATIONAL FACTORS
= Individual behavior and results |
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Term
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Definition
Veterans: loyal to org, conservative
Boomers: achievement, loyal to career
Xers: work/life balance, loyal to relationship
Nexters: loyalty to self AND relationships |
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Term
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Definition
| similarity between person's value hierarchy and that of company's and/or co-worker's |
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Term
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Definition
* Individualism vs. Collectivism
* Power Distance
* Uncertainty avoidance
* Achievement vs. Nurturing |
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Term
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Definition
* Utilitarianism: greatest good for greatest amount of people
* individual rights: freedom of movement, speech, fair trial, etc.
* distributive justice: employees with riskier jobs be paid more, etc. |
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Term
| Factors influencing ethical conduct at work |
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Definition
* moral intensity: degree issue demands ethical principles (stealing from employer vs. borrowing company pen for personal use)
* ethical sensitivity: recognize presence and determine relative importance of ethical issue
* situational influence: pressure |
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Term
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Definition
| extent to which people like, respect, are satisfied with self |
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Term
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Definition
internal: self in charge of destiny
external: fate/luck, powerful other |
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Term
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Definition
(DABL)
Defend
Acquire
Bond
Learn
- independent of each other |
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Term
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Definition
Need to Achieve (high/low): money weak/strong motivator
Need for Power: high/low corporate and political leaders
Need for Affiliation: high/low can resolve conflicts, mediate/better with resource allocation
*secondary needs learned through childhood, parenting styles, etc.
more than one can influence at one time |
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Term
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Definition
| Hierarchy: existence -> Relatedness -> Growth |
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Term
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Definition
X: workers are lazy, must be coerced, dislike responsibility, dislike work
Y: like work, are creative, seek responsibility, self-direction |
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Term
| Maslow's Needs Hierarchy Objectives |
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Definition
Physiological -> safety -> belongingness -> esteem -> self-actualization
* holistic: integrative, not viewed individually
* humanistic: response to higher needs influenced by social dynamics, not only instinct
* positivistic: need gratification as important as need deprivation
X theory lacks support, doesn't include all needs, values not shown influencing needs |
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Term
| Motivator-Hygienge Theory |
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Definition
MOTIVATORS deal with increasing satisfaction (achievements, responsibility); nature of work and rewards
HYGIENE factors are related to dissatisfaction (job context, salary, working conditions, company policy; deals with individual's relationship to organization's environment
At neutral level without either |
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