MGT 331
Reinforcement Theory
Based on the idea that behavior is a function of its consequences
Why should we care about diversity?
Because as employees, the better we are able to work with all types of people, the more effective we will be in our jobs
Relatedness is present at which phase of maslow's hierarchy of needs?
Belongingness & love needs and 1/2 of esteem needs
employee engagement
A heightened emotional and intellectual connection that an employee has for his/her job, organization, manager, or coworkers that, in turn, influences him/her to apply additional discretionary effort to his/her work
Emotions
Intense, short-term physiological, behavioral,and psychological reactions to a specific object, person, or event that prepare us to respond to it
Individual attitudes that play a role in organizational behavior
Job satisfaction/dissatisfaction, organizational commitment, employee engagement
Distributive fainess
Refers to the perceived fairness of the outcome received, including resource distributions, promotions, hiring, and layoff decisions, and raises
cognitive component
Reflects the beliefs, opinions, knowledge, or information a person possesses about something
Job sharing
Two or more people split a full-time job
Locus of Control
The extent to which one believes one's circumstances are a function of either one's own actions or of external factor's beyond one's control
positive reinforcement
The giving of positive consequences to increase desired behavior
effort-to-performance expectancy
The individual's perception of the probability that effort will lead to high performance
Planning
The process of determining an organization's desired future position and the best means of getting there
Leading
The process of getting the organization's members to work together toward the organization's goals
Controlling
The process of monitoring and correcting the actions of the organization and its members to keep them directed toward their goals
Perception
The set of processes by which an individual becomes aware of an interprets information about the environment
Organizational Behavior
The study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself
Distress
The unpleasant stress that accompanies negative events
Diversity
The variety of observable and unobservable similarities and differences among people
Attribution
The way we explain the causes of our own as well as other people's behaviors and achievements, and understand why people do what they do
negative reinforcement
The withdraw of negative consequences to increase the likelihood of repeating desired behavior
Values
Ways of behaving or end-states that are desirable to a person or to a group
Halo effect
When we form a general impression about something or someone based on a single (typically good) characteristic
Exctinction
Withdraw of reinforcing consequences for a given behavior
compressed work schedule
Work schedule in which employees work a full forty-hour week in fewer than the traditional five days
Existence is present at which phase of maslow's hierarchy of needs?
biological & psychological needs and safety needs
Job specialization
breaking jobs down into small component tasks and standardizing them across all workers doing those jobs
Attribution theory errors
module c video
The "Big Five" Personality Traits
openness, conscientiousness, extraversion, agreeableness, neuroticism
Instrumental Values
our preferred means of achieving our terminal values or our preferred ways of behaving
__________ skills are most important for lower level managers
technical
Interpersonal Skills
the ability to effectively communicate with, understand, and motivate individuals and groups
Organizational Citizenship
the behavior of individuals that makes a positive overall contribution to the organization
equity
the belief that we are being treated fairly in relation to others; inequity is the belief that we are being treated unfairly in relation to others.
Openness
the capacity to entertain new ideas and to change as a result of new information
goal specificity
the clarity and precision of a goal
goal difficulty
the extent to which a goal is challenging and requires effort
self-esteem
the extent to which an individual likes, values, and accepts the self
performance-to-outcome expectancy
the individual's perception of the probability that performance will lead to certain outcomes
Cognition
the knowledge a person presumes to have about something
Surface-level diversity
the observable demographic or physiological differences in people, such as their race, ethnicity, gender, age, and physical disabilities
Eustress
the pleasurable stress that accompanies positive events
Stereotyping
the process of categorizing or labeling people on the basis of a single attribute
Organizing
the process of designing jobs, grouping jobs into units, and establishing patterns of authority between jobs and units
selective perception
the process of screening out information that we are uncomfortable with or that contradicts our beliefs
Extraversion
the quality of being comfortable with relationships
Technical Skills
the skills necessary to accomplish specific tasks within the organization
Influences on Job Satisfaction
the work itself personality attitudes values
dysfunctional behavior
those that detract from, rather than contribute to, organizational performance
Job Characteristics Theory
uses five motivational properties of tasks and three critical psychological to improve outcomes
intrinsic work values
values related to the work itself
Organizational Stressors
various factors in the workplace that can cause stress
Social learning
when people observe the behaviors of others, recognize the consequences, and alter their own behavior as a result
interactional fairness
whether the amount of information about the decision and the process was adequate, and the perceived fairness of the interpersonal treatment and explanations received during the decision-making process
extended work schedule
work schedule that requires relatively long periods of work followed by relatively long periods of paid time off
Telecommuting
working arrangement in which employees spend part of their time working off-site
internal locus of control
individuals who believe they are in control of their lives
external locus of control
individuals' belief that external circumstances determine their destiny
behavioral component
intention to behave in a certain way based on your specific feelings or attitudes
__________ skills are most important across all managers/mid-level managers
interpersonal
job enlargement
involves giving workers more tasks to perform
Organization
A collection of people working together in a division of labor to achieve a common purpose
Steps to understand if we're experiencing equity
-Calculate outcomes: inputs for self -Calculate outcomes: inputs for others -Compare self to others to determine if (in)equity -Act to restore/maintain equity
Ways to restore inequity
-Change inputs -Change outcomes -Alter perceptions of self -Alter perceptions of other -Change situation -Leave situation
Major factors that account for much of the growth in international trade
-Improvement of communication and transportation -International business expansion -Movement to international markets to control costs (especially labor) -Many organizations have become international in response to competition
Specific areas of technology worth noting
-The shift toward a service-based economy -The growing use of technology for competitive advantage -Mushrooming change in information technology
Growth is present at which phase of maslow's hierarchy of needs?
1/2 of esteem needs and self-actualization
Stress
A person's adaptive response to a stimulus that places excessive psychological or physical demands on that person
Attitudes
A person's complexes of beliefs and feelings about specific ideas, situations, or other people
Neuroticism
A person's tendency to experience unpleasant emotions
Productivity
A relatively narrow indicator of a person's efficiency and is measured in terms of output created per unit of input
Performance
A somewhat broader concept and is made up of all work-related behaviors
Punishment
Administration of negative consequences
Cognitive Dissonance
An incompatibility or conflict between behavior and an attitude or between two different attitudes
Self-efficacy
An individual's belief that he or she is capable of performing a task.
What does an open system mean?
An organization taking in things from the environment, doing something to then, and putting them back out
Components of cultural competence
Awareness, attitude, knowledge, cross-cultural skills
separation diversity
Differences in position or opinion among group members reflecting disagreement or opposition—dissimilarity in an attitude or value, for example, especially with regard to group goals or processes
Components of Affect
Emotions, moods, attitudes, values
hierarchy of needs
From bottom to top: Biological & psychological needs, Safety needs, Belongingness & Love needs, Esteem needs, self-actualization
Flexible work schedules (flextime)
Give employees more personal control over the hours they work each day
`Job design
How organizations define and structure jobs
Herzberg's Two-Factor Theory
Motivation factors and hygiene factors
Performance=
Motivation x Ability x Environment
Contrast effect
Occurs when we evaluate our own or another person's characteristics through comparisons with other people we have recently encountered who rank higher or lower on the same characteristics
Projection
Occurs when we project our own characteristics onto other people
Motivation
Refers to the individual forces that account for the level, direction, and persistence of a person's effort expanded at work
self-fulflling prophecy
Our impressions and expectations of others
Stakeholder
People, groups, and institutions having an interest in an organization's performance
3 factors of influencing perception
Perceiver, setting, perceived
Attitudes are formed from:
Personal values, experiences, personalities
Behaviors that directly result from a person's participation in an organization
Productivity and Performance
Conscientousness
Refers to an individual being dependable and organized
Aggreableness
The ability to get along with others
Conceptual skills
The ability to think in the abstract
Diagnostic skills
The ability to understand cause-and-effect relationships and to recognize the optimal solutions to problems
behavior modification
The application of reinforcement theory to influence the behaviors of people in organizational settings
Valence
The degree of attractiveness or unattractiveness a particular outcome has for a person
Self-monitoring
a person's ability to adjust his or her behavior to external situational (environmental) factors
Affect
a person's feelings toward something
Learning
a relatively permanent change in an organism's behavior due to experience
System
a set of interrelated elements or parts that function as a whole
Motivation factors are
achievement, recognition, work itself, responsibility, advancement, growth
Procedural fairness
addresses the fairness of the procedures used to generate the outcome
ABC's of attitudes
affect, behavior, cognition
Outcome
anything that results from performing a particular behavior
Need-based theories
assume that need deficiencies cause behavior
Stages of perceptual process
attention and selection, organization, interpretation, and retrieval
hygiene factors
characteristics of the workplace, such as company policies, working conditions, pay, and supervision, that can make people dissatisfied
A person with a high level of _____________ is likely to see himself or herself as a true member of the organization
commitment
Intention
component of an attitude that guides a person's behavior
negative affect
comprises feelings of being upset, fearful, and distressed
________ skills are the most important for upper level managers
conceptual
Expectancy Theory
suggests that people are motivated by two things: (1) how much they want something and (2) how likely they think they are to get it
Job rotation
systematically moving workers from one job to another
Variety Diversity
differences in a certain type or category, including group members' expertise, knowledge, or functional background
disparity diversity
differences in the concentration of valuable social assets or resources - dissimilarity in rank, pay, decision-making authority, or status, for example
deep-level diversity
individual differences that cannot be seen directly, including goals, values, personalities, decision-making styles, knowledge, skills, abilities, and attitudes
job enrichment
entails giving workers more tasks to perform and more control over how to perform them
ERG theory
existence, relatedness, growth
Emotions are __________
experienced
normative commitment
feeling obliged to stay with an organization for moral or ethical reasons
process-based perspectives
focus on how people behave in their efforts to satisfy their needs
equity theory
focuses on people's desire to be treated with what they perceive as equity and to avoid perceived inequity
An organizational system receives these four kinds of inputs from its environment
human, financial, physical, information resources
Emotions create a state of ______________ readiness through psychological reactions
physical
4 basic functions of management
planning, organizing, leading, controlling
Affective Commitment
positive emotional attachment to the organization and strong identification with its values and goals
extrinsic rewards
positively valued work outcomes that are given to the individual by some other person
Intrinsic rewards
positively valued work outcomes that the individual receives directly as a result of task performance
Organization's managers combine and transform inputs and "return" them to the environment in the form of these four things
products/services, employee behaviors, profits/losses, additional information
Organizational Fairness
refers to employees' perceptions of organizational events, policies, and practices as being fair or not fair
Terminal Values
reflect our long-term life goals, and may include prosperity, happiness, a secure family, and a sense of accomplishment
Positive affect
reflects a combination of high energy and positive evaluation characterized in such emotions as elation
job satisfaction
reflects our attitudes and feelings about our job
organizational commitment
reflects the degree to which an employee identifies with the organization and its goals and wants to stay with the organization
extrinsic work values
relate to the outcomes of doing work
Affectivity
represents our tendency to experience a particular mood or to react to things with certain emotions
Emotion are _______ events or episodes
short
Moods
short-term emotional states not directed toward anything in particular
Emotions are directed at _________ or __________
someone or something
affective component
specific feeling towards something
continuance commitment
staying with an organization because of perceived high economic and/or social costs involved with leaving