Term
| Pros and Cons of Employment Interviews |
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Definition
Pros: Evaluates specific job-related skills and applicant-organization fit
Cons: Interviewers make inaccurate perceptual judgments, early impressions become entrenched, disproportional amount of influence on selection |
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Term
| What are the steps of the Employment Selection Process? |
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Definition
ISC
Initial Selection: Decides if candidate meets qualifications
Ex: Applications, background checks
Substantive Selection: Determines the most qualified
Ex: Tests, interviews
Contingent Selection: Final check
Ex: Drug tests, background check |
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Term
| Name the types of training that companies may offer |
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Definition
| BE PIT Basic literacy Ethics Problem-Solving Interpersonal Technical |
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Term
| Name the training methods that an organization might use |
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Definition
FOO-E ("phoo-ey)
Formal, on-the-job, off-thejob, e-training |
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Term
| The three types of behavior that constitute performance |
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Definition
TCC
Task performance, Citizenship, Counterproductivity |
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Term
| Methods of Performance Evaluation |
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Definition
WCGBF (Winners Cant Grasp Being Failed)
Written Essays
Critical Incidents
Graphic Rating Scales
Behaviorally anchored rating scales
Forced Comparisons |
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Term
| Ways to Improve Performance Evaluations |
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Definition
| Multiple evaluators, expertise of evaluators, training of evaluators, and due process (notice of what is expected of employees, a fair hearing for proposed violations, and a final decision based on evidence, not bias) |
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Term
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Definition
| Evaluation by peers, subordinates, and supervisors |
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Term
| Types of Work-life Conflict Initiatives |
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Definition
| Flextime, job sharing, telecommuting, flexible benefits, child-care, scholarships |
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Term
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Definition
| Intense feelings that are directed at someone or something |
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Term
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Definition
| Feelings that tend to be less intense than emotions and lack a contextual reason |
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Term
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Definition
| A broad range of feelings that people experience |
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Term
| Positive and negative affects |
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Definition
| Mood dimensions that consist of specific positive and negative emotions, respectively |
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Term
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Definition
| Emotions are critical to rational thinking because they provide important information on how we understand the world |
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Term
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Definition
| Tendency of most people to experience a mildly positive mood when nothing in particular is going on |
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Term
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Definition
| Differences in the strength with which individuals experience emotions |
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Term
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Definition
| Tendency of people to associate two events when there is actually no connection |
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Term
| Sources of emotions and moods |
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Definition
| Personality, day/time, stress, social activities, sleep, exercise, age, gender |
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Term
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Definition
| A model that suggests that workplace events cause emotional reactions from employees, which then influence attitudes and behaviors. Environment>Events>(Personal Dispositions)>Emotional Reactions>Job satisfaction and performance |
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Term
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Definition
| An employee expressing organizationally desired emotions at work |
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Term
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Definition
| Inconsistencies between felt and projected emotions |
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Term
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Definition
| Hiding one's feelings and expressing proper emotions |
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Term
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Definition
| Trying to change one's true inner feelings based on display rules |
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Term
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Definition
| Ability to detect and manage emotional cues and information in the self and others |
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Term
| OB applications of emotions and moods |
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Definition
| Selection, decision making, creativity, motivation, leadership, negotiation, customer service, job attitudes, deviant workplace behaviors |
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Term
| ! Motivation (text definition) |
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Definition
The processes that account for an individual's direction, intensity, and persistence (DIP) of effort towards attaining a goal.
[image] |
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Term
| ! Maslow's Hierarchy of Needs (include the order) |
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Definition
| From bottom to top of pyramid: Physiological, safety, social, esteem, self-actualization |
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Term
| ! Five Components of Emotional Intelligence |
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Definition
MESSS
Motivation, Empathy, Social skill, Self-Awareness, Self-Regulation |
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Term
| ! Aldefer's ERG Theory (including all parts) |
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Definition
Maslow is wrong, individuals can pursue different needs simultaneously
Existence: Physiological and Safety
Relatedness: Social and Status
Growth: Self-esteem and Self-actualization |
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Term
| ! McGregor's Theory X and Theory Y |
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Definition
Theory X: Assumption that employees dislike work and responsibility and must be coerced to perform
Theory Y: Assumption that employees like work and seek responsibility |
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Term
| ! Herzberg's Two Factor Theory of Needs |
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Definition
Satisfaction and dissatisfaction are not opposites. Removing dissatisfying characteristics of a job do not really make people satisfied.
Hygiene Factors - When adequate, workers are not dissatisfied (external factors such as pay)
Motivators - Must be adequate for workers to be satisfied (internal factors such as achievement) |
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Term
| ! McClelland's Theory of Needs |
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Definition
| A theory that states achievement, power, and affiliation (APA) as three important needs that help explain motivation |
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Term
| Cognitive Evaluation Theory |
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Definition
| A version of self-determination theory where giving extrinsic rewards for behavior that had before been intrinsic, motivation decreases if rewards are seen as controlling |
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Term
| Self-determination theory |
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Definition
| People like to feel they have control over their own actions. Anything that makes a previously enjoyed task feel like an obligation will undermine motivation. |
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Term
| ! Goal-Setting Theory, Management By Objectives, and how they relate |
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Definition
Goal-Setting Theory: Specific and difficult goals with feedback lead to higher performance
One way of implementing goal-setting is Mgt. by Objectives, a program with specific goals, participatively made, with an explicit time period and feedback on progress |
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Term
| ! Four Characteristics of Management by Objectives |
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Definition
G-PED
Goal specificity, participative decision making, explicit time period, performance feedback |
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Term
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Definition
| Someone's belief that they are capable of performing a task |
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Term
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Definition
| Behavior is a function of its consequences. Reinforcement conditions behavior. |
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Term
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Definition
Individuals evaluate job inputs and outcomes with those of others and respond to eliminate any inequities.
Underpaid compared to others > Work less
Overpaid " " > Work more |
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Term
| !Types of justice. How do these affect motivation in the organization? |
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Definition
IPOD
Interactional, procedural, organizational, and Distributive. Organizational justice is composed of the other three.
With greater perceptions of injustice, employees are less motivated. |
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Term
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Definition
| The strength of a tendency to act a certain way depends on the strength of the possibility and the attractiveness of a given outcome |
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Term
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Definition
| The way the elements of a job are organizaed |
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Term
| Job Characteristics Model |
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Definition
Any job can be described by five job dimensions:
FASTT
Feedback, Autonomy, Skill variety, Task identity, and Task significance. |
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Term
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Definition
| Periodic shifting of an employee from one task to another |
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Term
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Definition
| The vertical expansion of jobs, increasing the degree that workers control planning, execution, and evaluation of work. |
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Term
| Job sharing, telecommuting, flextime |
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Definition
Job sharing: Two or more workers sharing a 40 hour job
Telecommuting: Working from home 2+ days a week on a computer linked to employer's office
Flextime: Flexible work hours |
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Term
| Employee Involvement and Participative Management |
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Definition
Employee Involvment: A process where employees provide input, is intended to increase commitment to an organization's success.
Participative Mgt: Subordinates sharing a significant degree of decision-making power with immediate supervisor |
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Term
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Definition
| Variable, piece rate (per unit of production), merit-based, skill-based, bonus, profit-sharing, gainsharing (group incentive), stock ownership plan (ESOP) |
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Term
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Definition
| A benefits plan where each employee puts together his own benefit package |
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Term
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Definition
| The degree to which people's reasons for pursuing goals are consistent with their interests and core values. |
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Term
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Definition
| A process where individuals organize/interpret senses to give meaning to their environment |
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Term
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Definition
| An attempt to determine whether someone's behavior is internally or externally caused |
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Term
| Fundamental attribution error |
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Definition
| Tendency to underestimate the influence of external factors / overestimate the influence of internal factors when judging the behavior of others |
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Term
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Definition
| Tendency for individuals to attribute own successes to internal factors and failure to external factors |
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Term
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Definition
| Tendency to selectively interpret what one sees on the basis of one's interests, background, experience, and attitudes. |
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Term
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Definition
| The tendency to draw a general impression of a person from one characteristic |
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Term
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Definition
| Evaluation (of a person's characteristics) that is affected by comparisons with people recently encountered who rank higher or lower. |
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Term
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Definition
| Judging on the basis of one's perception of the group to which a person belongs. |
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Term
| Self-fulfilling prophecy (Pygmalion effect) |
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Definition
| Another person's perceptions (expectations) cause someone to behave in ways consistent with that perception. |
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Term
| Define both Decisions and Problems |
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Definition
Decisions: Choices made from 2+ alternatives
Problems: A difference between the current and desired state |
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Term
| ! Rational Decision-making Model (and its steps) |
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Definition
Describes how individuals should behave to maximize some outcome
DIA DES
1. Define the problem
2. Identify the decision criteria
3. Allocate weights to criteria
4. Develop the alternatives
5. Evaluate alternatives
6. Select the best alternative |
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Term
| ! Bounded rational decision making (and how does it differ from the rational decision-making model) |
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Definition
Making decisions from simplified models that extract the essential features.
This differs from the rational decision-making model because the individual is not evaluating all alternatives, but instead selecting those that are easily found. |
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Term
| Intuitive decision making |
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Definition
| An unconcious process created out of distilled experience. It relies on holistic associations and usually engages the emotions. |
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Term
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Definition
| Tendency to fixate on initial information and a failure to adequately adjust for later information. |
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Term
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Definition
| Tendency to seek out information that reaffirms past choices and discount information that contradicts past judgments. |
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Term
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Definition
| Tendency to base judgments on information that is readily available. |
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Term
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Definition
| Increased commitment to a previous decision in spite of negative information ("I've already invested a lot...") |
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Term
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Definition
| Tendency to believe they can predict the outcome of random events |
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Term
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Definition
| Tendency to prefer a sure gain of a moderate amount over a riskier outcome with a higher expected payoff |
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Term
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Definition
| Tendency to believe falsely that one would have actually predicted the outcome of a past event |
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Term
| Name the Organizational Constraints in Decision Making |
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Definition
FReSH P
Formal regulations, Reward Systems, System-imposed time constraints, Historical precedents, and Performance evaluation |
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Term
| Ethical decision making criteria: Define Whistle-blowers and Utilitarianism |
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Definition
Whistle-blowers: Individuals who report unethical practices by their employer to outsiders
Utilitarianism: A system where decisions are made to provide the greatest good for the greatest number. |
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Term
| Creativity in decision making - Define and be able to create the Three Component Model |
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Definition
Three Component Model of Creativity: Individual creativity requires intrinsic task motivation, creative thinking skills, and expertise (ICE).
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