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| Degree of positive and negative feelings towards an object |
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| pleasurable, positive emotional state resulting from the cognitive appraisal of one's job or experience |
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| Job characteristics, Individual Personal characteristics, social factors, growth opportunities |
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| performance, withdrawal behaviors |
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| skill variety, task identity, task significance, autonomy, job feedback, stress&workload |
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| the ways in which individuals monitor their emotions and the expression of those emotions |
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| the effort, planning, and control required by employees to express organizationally desired emotions during interpersonal interactions |
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| Absenteeism, Tardiness/Lateness, Turnover |
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| couples in which both members are employed and maintain a family life |
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| Conventional Dual Marriage |
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| Female maintains primary responsibility for home and children while attending career |
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| Role sharing Dual Marriage |
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both spouses active in career & home.
Women expecting a role sharing marriage are more committed to life-long career, higher self-esteem, & expect husband to include himself in managing household |
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Definition
the degree of importance that work holds in one's life.
**This attitude usually develops as result of socialization, reflecting nature of our individual role models |
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| refers to any force that pushes a psychological or physical function beyond it's range of stability, producing a strain within an individual |
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| intrinsic work factors, role variables, interpersonal relationships, career development |
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Definition
Job related: low job sat., inEff. performance, no motivation
Emotion related: Em. exhaustion, depression, irritable, red. se.
Physiological: increased illness, physiological changes |
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| attitudes and behaviors carry over from one domain to the other |
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Definition
| contact with the public, exchange of money, delivery of passengers or goods, having mobile workplace, working with unstable person, working alone or in small numbers |
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Term
| 3 models of family work relations |
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Definition
Spillover model
Compensation Model
Segmentation model |
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Term
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Definition
| domains of work and family operate in a counterbalancing manner such that what is lacking in one domain can be emphasized or made up by the other |
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| work & family issues are kept separate |
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| Violence in the Workplace |
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Definition
| every year, nearly 1000 workers are murdered & more than 1 million assaulted in work place |
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Definition
function to satisfy security and safety needs
-groups develop apart from official structure of organization & exist relatively independent of it |
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Definition
the reduction in individual effort that occurs when people work in groups compared with working alone
-more likely to occur in non cohesive group |
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Definition
| situation that occurs when employees do less than their share of the work but still share equally in the rewards |
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| 5 Stages for Effective Group Making Decisions |
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| 1) Diagnosing Problem 2) Generating a solution 3) Evaluating solutions 4) choosing a solution 5) developing an action plan & implementation |
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| the strength of members' motivation to maintain membership in a group and of the links or bonds that have developed among the members |
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-Ineffective decision making skill
-a mode of thinking that individuals engage in when the desire to agree becomes so dominant in cohesive group that it tends to override the realistic appraisal of alternative courses of actions |
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| set of behavior expected of person who occupies a particular position in a group |
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| a situation that results when role expectations are unclear and employees are thus not sure what is expected of them |
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| Team Effectives and 3 major dimensions |
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Definition
1)team Performance: how well team performs
2)attitudes: reflect dif. variables
3)withdrawal behaviors |
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Term
| French & Raven 5 bases of power |
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Definition
1)Legitimate: bestowed on individual by org.
2)Reward Power: when you have power of rewards (parent)
3)Coercive: control the punishment (boss using write-ups)
4)Expert: those who have specific expertise
5)Referent: gained through expertise & admiration |
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| Feidler's contigency theory |
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Definition
>effective leadership is a joint function characteristic of the leaders and features of situation
>effectiveness depends on the extent to which leader orientation compliments situational favorability |
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Definition
How management treats employees; selfulfilling prophecy
>Theory X: EES viewed as lazy, self-serving, lacking ambition
>Theory Y: emphasizes inherent goodness, capacities, and potentials of employees |
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| leadership theories that focus on identifying what leaders actually do |
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| leadership involves reciprocal interactions of boss and employee |
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| focus on identifying the individual characteristics that make good leader |
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| Transformational leadership |
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| form of leadership in which the interaction of leader and follow raise both to higher levels of motivation and morality |
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| TQM (team quality management) |
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Definition
focuses on employee involvement in the control of quality in organizations
>AKA continuous improvement |
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Term
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Definition
| change happens when forces operating to keep things stable lose out |
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Term
| 3 stages of Lewin's change model |
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Definition
1)Unfreezing: forces maintaining status quo are broken & system open to change
2)Moving:real org. change begins to happen
3)Freezing: changes implemented become stabilized |
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Term
| 3 elements associated with organizational change process |
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Definition
>Change Agent
>Diagnose & clarify organizational problems
>Client: recipient of change effort |
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Term
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Definition
effective interventions can be described as those that:
1) fit needs of org. 2) are based on casual knowledge of outcomes 3) transfer change management competence to org. members |
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Term
| OD intervention more likely to succeed if... |
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Definition
| it fits with what org. members believe and perceive as appropriate and if they are committed to being a part of it and it's eventual success |
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Term
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Definition
an OD Intervention that involves paying employees a bonus based on improvements in productivity
> "Pay & Performance" |
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Term
| Gainsharing revolves around 2 factors |
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Definition
1)Participation
2) Justice |
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Term
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Definition
| The notion that a system can reach the same end state in a different way. there are more than one way to achieve a certain goal |
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