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Definition
| making changes in response to problems or oppurtunities as they arise |
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Term
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| planned change, involves making carefully thought out changes in anticipation of possible or expected problems or oppurtunities |
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| any machine or object that enables an organization ro gain a competitive advantage in changing materials used to produce a finished product |
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| emotional/behavior response to real or imagined threats to an established work routine |
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| reintroduction of a familiar practice |
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| the intoduction of a practice that is new to an organization |
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| radically innovative change |
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| introducing a practice that is new to the industry |
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Definition
"unfreezing, changing, and refreezing"
initiate, manage and stabilize planned change |
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Definition
| create the motivation to change |
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Term
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| learning new ways of doing things |
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Term
| organizational development |
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Definition
| sets of techniques for implementing planned change to make people and organizations more effective |
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| a consultant with a background in behavioral sciences who can be a catalyst to helping organizations dela with old problems in new ways |
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| organization process 4 steps |
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Definition
| 1)diagnosis 2)intervention 3)evaluation 4)feedback |
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| the attempt to corect the diagnosed problem |
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| process of developing something new or unique |
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| starting point for organizational innovation |
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Term
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| change in the appearance or the performance of a product or a service or the creation of a new one |
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Definition
| change in the way a product or service is conceived, manufactured or disseminated |
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| creation of products, services, or technologies that modify existing ones |
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| creation of products, services, or technologies that replace exisiting ones |
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Definition
| the stable pshycological state and behavioral attributes that gives a person his or her identity |
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Term
| Big Five Personality Dimensions |
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Definition
1)extroversion-how outgoing, talkativea person is
2)agreeableness-how trusting, good-natured, cooperative and soft-hearted a person is
3)conscientiousness-how dependable, responsible, achievement-oriented and persistant one is
4)emotional stability-how relaxed secure, and unworried one is
5)openness to experience-how intellectual, imaginative curious, and broad-minded one is |
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Term
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Definition
| someone who is more apt to take initiative and perserve to influence the enviroment |
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Term
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| how much people believe they control their fate through their own efforts |
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Term
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Definition
| belief in one's personal ability to do a task |
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Definition
| the debilitating lack of faith in one's ability to control one's eviroment |
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Term
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| extent to which people like or dislike themselves |
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Term
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Definition
| the extent to which people are able to observe their own behavior and adapt it to external situations |
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Term
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Definition
| the ability to cope, to empathize with others, and to be self-motivated |
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Term
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Definition
| dedicated to better understanding and management of people at work |
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Term
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Definition
| abstract ideals that guide one's thinking and behavior across all situations |
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Term
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Definition
| learned predisposition towards a given object |
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Term
| affective componet of an attitude |
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Definition
| consists of the feeling or emotions one has about a situation |
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Term
| cognititve componet of an attitude |
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Definition
| feeling or emotions one has towards a situation |
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Term
| cognitive componet of an attitude |
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Definition
| beliefs and knowledge one has towards a situation |
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Term
| behavioral componet of an attitude |
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Definition
| aka the intentional componet, how one intends or expects to behave towards a particular situation |
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Definition
| psychological discomfort a person experiences his or her cognitive attitude and incompatible behavior |
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Definition
| process of understanding and interpreting one's enviroment |
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Definition
| tendency to attribute to an individual the characteristics one believes are typical to the group to which that individual belongs |
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Term
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Definition
| an employee doesn't show up for work |
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Definition
| forming an imoression of an individual based on a single trait |
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Definition
| tendency to remember recent information better than earlier information |
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Definition
| activity of inferring causes for observed behavior |
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| fundamental attribution bias |
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Definition
| people attribute another person's behavior to his or her personal characteristics rather than to situational factors |
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Definition
| people tend to take personal responsibility for success than failure |
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Definition
| describes the phenomenon in which people's expectations of themselves or others leads to behave in ways that makes those expectations come true |
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Definition
| individual's involvement, satisfaction, and enthusiasm towards work |
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Term
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Definition
| extent to which you feel positive or negative about various aspects of your work |
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Term
| organizational commitment |
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Definition
| the extent to which an employee identifies with an organization and is committed to its goals |
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Term
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Definition
| when employees leave their jobs |
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Term
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Definition
| helps employees to integrate and transition to new jobs by making them familiar with corporate policies, procedures, culture, and politics by clarifying work-role expectations and responsibilities |
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Term
| organizational citizenship behaviors |
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Definition
| those employee behaviors that are not directly part of an employee's job descriptions- that exceed their work-role requirements |
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Term
| counterproductive work behaviors |
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Definition
| types of behavior that harm employess an the organization as a whole |
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Term
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Definition
| all the ways people are unlike and alike |
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Term
| internal dimensions of diversity |
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Definition
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Term
| internal diferences of diversity |
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Definition
| human differences that exert a powerful sustained effect throughout every stage of our lives |
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Term
| external dimensions of diversity |
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Definition
| an element of choice: consist of personal characteristics that people aquire, discard or modify throughout their lives |
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Term
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Definition
| metaphor for an invisible barrier preventing women and minorities from being promoted to top executive jobs |
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Term
| Americans With Disabilities Act |
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Definition
| prohibits the descrimination against the disabled |
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Term
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Definition
| working at jobs that require less education than they have |
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Term
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Definition
| beelief that one's native country, culture, language, abilities, or behavior is superior of those to another culture |
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Definition
| tension people feel when they are enduring or facing extraordinary demands |
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| involved in chronic, determined struggle to accomplish more in less time |
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Definition
| sets of behaviors that people expect of occupants of a position |
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Definition
| state of emotional, mental, or even physical exhaustion |
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Term
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Definition
| adminstrative changes that managers can make to reduce the stressors that lead to employee burnout |
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Term
| employee assistance programs |
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Definition
| host of programs that helps employees cope with stress, burnout, substance abuse, health-realated problems, family and marital issues, and any general problems that negatively influences job performance |
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Term
| hollitic wellness program |
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Definition
| focuses on self-responsibilty, nutritional awareness, relaxation techniques, physical fitness and enviromental awareness |
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Term
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Definition
| psychological process that arouse and direct goal-directed behavior |
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Term
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Definition
| payoff, such as money, that a person receives from others for performing a particular task |
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Term
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Definition
| feeling of accomplishment, that a person receives from performing the task itself |
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Term
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Definition
| theories that emphasize the needs that motivate people |
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Term
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Definition
| physiological or psychological deficiencies that arouse behavior |
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Term
| hierarchy of needs theory |
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Definition
proposes that people are motivated by 5 levels of needs:
1)physiological 2)safety 3)love 4)esteem 5)self-actualization |
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Term
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Definition
| the importance a woker assigns to the possible outcome or reward |
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Term
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Definition
| the expectation that succesful performance of the task will lead to the outcome desired |
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Term
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Definition
1) the division of an organization's work among its employees
2)the application of motivational theories to jobs to increasesatisfactcion and performance |
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Term
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Definition
| process of reducingf the number of tasks a worker performs |
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Term
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Definition
| increasing number of tasks in a job to increase variety and motivation |
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Term
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Definition
| building into a job such motivating factors as responsibility, achievement, recognition, stimulating work, and advancement |
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Term
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Definition
| use of positive consequences to strengthen a particular behavior |
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Term
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Definition
| process of strengthening a behavior by withdrawl something negative |
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Definition
| weakening of behavior by ignoring it or making sure it is not reinforced |
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Term
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Definition
| process of weakening behavior by presenting something negative or withdrawing something positive |
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Term
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Definition
| bases pay on one's results |
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