Midterm Chapters 1-8 in OB

Definition of strain and examples of it

- Strain refers to the negative consequences associated with stress. - Ex: Physiological, Psychological, and Behavioral

Definition and examples of sunk costs fallacy

- Sunk costs are costs that have already been incurred and can't be recovered. This shouldn't be a part of making decisions. - Ex: If you advertise a new product, that money is gone and cannot be retrieved. - Ex: Research into a new product. If the product doesn't work out, you are left with nothing you can sell on.

Definition and the 3 components of job performance

- Task Performance is the behaviors directly involved in transforming organizational resources into the goods or services an organization produces (that is, the behaviors included in one's job description). - Routine task performance = well-known responses to demands that occur in a normal, routine, or otherwise predictable way. - Adaptive task performance = employee responses to task demands that are novel, unusual, or, at the very least, unpredictable - Creative task performance = the degree to which individuals develop ideas or physical outcomes that are both novel and useful - anything that is extra or brings more to the table - Citizenship Behavior is the voluntary activities that may or may not be rewarded but that contribute to the organization by improving the quality of the setting where work occurs. - Counterproductive Behavior is any intentional behavior exhibited by a member of an organization that is contrary to the organization's legitimate interests. Employee behaviors that intentionally hinder organizational goal accomplishment.

Honeymoon/hangover effect

- The honeymoon/hangover model = job satisfaction decreases until the individual changes jobs, then the level of satisfaction increases. Gradually, after the novelty wears off, the satisfaction tapers off and then eventually begins to decrease again. - When starting a job, employees are happy. 6 months after starting, employees tend to be less happy. Highest job satisfaction at 3 months after starting job.

Definition of the transactional theory of stress and know all the components of it

- Transactional theory explains how stressors are perceived and appraised, as well as how people respond. It refers to a person's capacity to cope and adjust to challenges and problems is a consequence of transactions (or interactions) that occur between a person and their environment

Key trends impacting organizational commitment

- Trends include ethical challenges, rapid technological change, a flattening world, sustainable business practices, demographic trends, and the global marketplace. A number of trends will influence the way work gets done today and in the future. Understanding organizational behavior will help you anticipate and adapt to these changes as a lifelong learner.

Know why trust/justice/ethics are important to organizations and how organizations can improve it

- Trust is a significant predictor of an employee's ability to focus. Trust also influences citizenship behavior and counterproductive behavior. - Economic exchange relationships lack trust, and are narrowly defined, quid pro quo obligations. - Social exchange relationships have increased trust, and are characterized by mutual investment, going above and beyond expectations. - Good work environments - Equitable treatment of employees regardless of identity - Reliable products, service, and staff - Engaging stakeholders - Corporate social responsibility = a business model by which companies make a concerted effort to operate in ways that enhance rather than degrade society and the environment.

Definition and examples of 3 types of organizational commitment

- Affective Commitment - A desire on the part of an employee to remain a member of an organization because of an emotional attachment to, and involvement with, that organization - Continuance Commitment - A desire on the part of an employee to remain a member of an organization because of an awareness of the costs associated with leaving it - Normative Commitment - A desire on the part of an employee to remain a member of an organization because of a feeling of obligation

Definition and examples of bounded rationality

- Bounded rationality is a process of making decisions by constructing simplified models that extract the essential features from problems without capturing all their complexity. - Ex: a human decision-making process in which people attempt to satisfy, rather than optimize their outcomes.

Definition of causation and how it relates to the correlation

- Causation - the action of causing something. Correlation does not prove causation. - Correlational research is useful because it allows us to discover the strength and direction of relationships that exist between two variables. Correlation is limited because establishing the existence of a relationship tells us little about cause and effect.

Definition of challenge and hindrance stressors and know the difference between them and pros/con

- Challenge stressors - those that may result in strain, but at the same time, are energizing and provide opportunities for feelings of accomplishment, as well as growth and development - Pros: opportunities for learning, growth and achievement - Cons: exhausting - Hindrance stressors - stress associated with job demands or work circumstances that involve excessive or undesirable constraints that interfere with or hinder an individual's ability to achieve valued goals. Example is role conflict/role ambiguity - Pros: some thrive on this at work, enjoy it, helps build ee skills - Cons: lack of coping skills leads to other issues - health related, family

The role social networks play in organizational commitment

- Erosion Model = depicts that an organization's employee having less or fewer bonds tends to leave the entity because they do not feel or get involved in the organization, or they don't feel attached to it. - Social Influence Model = the idea that people are heavily influenced by the thoughts and actions of others.

Definition of Ethics

- Ethics is the degree to which the behaviors of an authority are in accordance with generally accepted moral norms - Moral principles that govern a person's behavior or the conduct of an activity. - Some common ways that ethics are studied: - Normative VS Descriptive ethics - Behavior Unethical behavior. "Especially ethical" behavior (includes whistleblowing). "Merely ethical" behavior.

Definition of eustress versus distress and understand the stress curve and why stress isn't always bad

- Eustress is moderate or normal psychological stress interpreted as being beneficial for the experiencer - Distress is extreme anxiety, sorrow, or pain

Know the big 4 motivation theories (expectancy theory, equity theory, goal setting theory, and psychological empowerment)

- Expectancy Theory - Suggests that individuals are motivated to perform if they know that their extra performance is recognized and rewarded. Motivation is fostered when the employee believes three things: That effort will result in performance. That performance will result in outcomes. That those outcomes will be valuable - Equity Theory - Argues that motivation is largely impacted by a person's perception of fairness in regard to the distribution of resources is fair to both relational partners. Motivation is maximized when an employee's ratio of "outcomes" to "inputs" matches those of some "comparison other." Thus, motivation also depends on the outcomes received by other employees. - Goal Setting Theory - Argues that goals that are clear, specific, and challenging are more motivating than vague goals or easy goals. Motivation is fostered when employees are given specific and difficult goals rather than no goals, easy goals, or "do your best" goals. - Psychological Theory - An intrinsic form of motivation derived from the belief that one's work tasks are contributing to some larger purpose

Difference between explicit and tacit knowledge and examples of both

- Explicit Knowledge - Explicit knowledge (also expressive knowledge) is knowledge that can be readily articulated, codified, stored and accessed. It can be easily transmitted to others. Most forms of explicit knowledge can be stored in certain media. Explicit knowledge is often seen as complementary to tacit knowledge. - Ex: Easily transferred through written or verbal communication. - Tacit Knowledge - Tacit knowledge is information that one gains through personal experience. This knowledge is subjective, informal and specific to each individual person and environment. Tacit knowledge also tends to be challenging to share with others. - Ex: Very difficult, if not impossible, to articulate to others

Definition and examples of faulty attribution error

- Faulty attribution error - A tendency to judge others' behaviors as due to internal factors such as ability or attitude.

Definition and examples of all aspects related to faulty perceptions and decision making biases

- Faulty perceptions - Selective perception: Tendency to see the environment only as it affects them, consistent with their expectations. - Projection bias: Belief that others think, feel, and act the same way they do. - Social identity theory: People identify with groups and judge others by their group memberships. - Stereotype: Assumptions made about others on the basis of their membership in a social group. - Heuristics: Simple, efficient rules of thumb that allow us to make decisions more easily. - Availability bias: Tendency to base judgments on information that is easier to recall.

Definition of correlation and how to tell strong/weak ones

- How two or more variables move in relation to one another. Can be used for various data sets. - The correlation is as follows: Perfect positive relationship = 1. No relationship at all = 0. Perfect negative relationship = -1 - Strong Correlation - More compact - Weak Correlation - Less compact

Difference between intrinsic and extrinsic motivators and examples of both

- Intrinsic motivation describes the undertaking of an activity for its inherent satisfaction while extrinsic motivation describes behavior driven by external rewards or punishments, abstract or concrete. Intrinsic motivation comes from within the individual, while extrinsic motivation comes from outside the individual. - Ex of Extrinsic: Pay, Bonuses, & Promotions - Ex of Intrinsic: Enjoyment, Interestingness, & Accomplishment

Job characteristics theory definition and understanding VISAF

- Job Characteristics Theory - Jobs are more enjoyable when work tasks are challenging and fulfilling. - (VISAF + Emotions) = Satisfaction = Performance & Commitment

The resource-based view of the firm and how it relates to OB

- Job Performance - How well do individuals perform their on-the-job behaviors? - Organizational Commitment - How likely is it that individuals will "stick around" and stay loyal to the company? - These outcomes are critical to managers and employees alike and represent two of the most common "dependent variables" in OB research.

Definition of job satisfaction and what age range has the most/least satisfaction

- Job Satisfaction is a pleasurable emotional state resulting from the appraisal of one's job or job experiences. Job satisfaction is based on how you think about your job and how you feel about your job. - 18-29 yrs old - 31% of employees satisfied with their job - 30-49 yrs old - 42% of employees satisfied with their job - 50-64 yrs old - 49% of employees satisfied with their job

Job analyses and how to conduct them

- Job analysis is a process by which an organization determines requirements of specific jobs. 1. List all activities involved in a job - use several sources - surveys, observations, interview employee 2. Rate each activity - importance/frequency 3. Rate activities in terms of importance/frequency are retained and used to define task performance.

The relationship between job satisfaction and life satisfaction

- Job satisfaction is one of the strongest predictors of life satisfaction = the degree to which people feel a sense of happiness with their lives. An increase in job satisfaction has a stronger impact on life satisfaction than increases in salary or income.

Definition of justice and the 4 types of justice

- Justice is the perceived fairness of an authority's decision making. - Procedural Justice - Perceived fairness of the process that produces the decision/outcomes - Distributive Justice - Perceived fairness of the decisions/outcomes - Informational Justice - Sufficiency and completeness of information provided to explain and justify decisions/outcomes - Interpersonal Justice - Extent to which people are treated with dignity and respect by those making and communicating decisions

Trends impacting job performance

- Knowledge work - Cognitive emphasis. Fluid, dynamic in nature - Service work - Growing segment providing non-tangible goods to customers. Requires direct interaction with customers. Emphasizes need for high levels of citizenship behavior and low levels of counterproductive behavior - Gig work - Prevalent either as primary job or secondary job/"side hustle". Requires workers to take on responsibility for their own performance

Literature reviews and meta-analysis

- Literature reviews summarize the research that exists in the "nomological network" of the construct. - Meta-analysis is a statistical procedure to integrate the results of several combinable independent studies. The correlations from multiple studies get average together using meta-analysis. Meta-analysis can form the foundation for evidence-based management which is the use of scientific findings to inform management practice

Definition and examples of 4 types of withdrawal

- Loyalty - A passive response where the employee remains supportive while hoping for improvement. - Voice - A constructive response where individuals attempt to improve the situation. - Neglect - Reduced interest and effort in the job. - Exit - Ending or restricting organizational membership.

Definition and description of the different types of job performance measures

- Management by objectives (M B O) = a process in which a manager and an employee agree on specific performance goals and then develop a plan to reach them. It is designed to align objectives throughout an organization and boost employee participation and commitment. - Behaviorally anchored rating scales (B A R S) = a scale that assesses the performance of new employees or trainees based on well-defined behavioral patterns. These patterns are used to rate each individual employee

Definitions of mood, emotions, emotional labor (surface vs deep acting), and emotional contagion and understand how they are all connected

- Mood = Generalized state of feeling not identified with a particular stimulus and not intense enough to disrupt thought processes. - Emotional labor = the process of managing feelings and expressions to fulfill the emotional requirements of a job - Surface Acting = Displaying a different emotion than you feel. - Deep Acting = Actually changing your feelings - Emotional contagion = a form of social contagion that involves the spontaneous spread of emotions and related behaviors

Know all aspects of the 4 component model of ethical decision making

- Moral awareness - recognition of a moral issue by empathetically understanding others' perspectives and showing sensitivity to the broader impacts of a decision. - Moral judgment - knowledge, guidelines and codes of conduct which help form a decision as well as the innate 'moral compass' for knowing the right thing. - Moral intention - the strength of character for wanting to do the right thing, making it a priority amongst competing and uncomfortable alternatives, and the consistency and resiliency in the face of external pressure. - Moral action - the complete, unequivocal execution of the decision and the openness and transparency by which the repercussions are made public.

What is the most/least important contributor to job satisfaction

- Most: Pay - High salary and Secure salary - Least: Environment - Comfort and Safety

Definition of motivation and the 5 most commonly studied motivators in OB

- Motivation is A set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence. - The 5 - Existence, Relatedness, Control, Esteem, and Meaning

The difference between normative and descriptive ethics

- Normative Ethics - the study of ethical action - Analyses how people ought to act - Attempts to evaluate or create moral standards and prescribes how people ought to act - Descriptive Ethics - the study of people's views about moral beliefs - Analyses people's moral values, standards and behavior - Describes how people behave and what types of moral standards they claim to follow

Know the 3 main methods of learning (operant conditioning, social learning theory, and goal orientation)

- Operant Conditioning - a learning process where behaviors are modified through the association of stimuli with reinforcement or punishment. - Social Learning Theory - argues that people in organizations have the ability to learn through the observation of others. - Goal Orientation - Some people learn differently, as a function of the goals and activities that they prioritize.

Definition of and relationship between organizational commitment and withdrawal

- Organizational Commitment - Organizational commitment is a desire on the part of an employee to remain a member of an organization. - Withdrawal - a set of actions that employees perform to avoid the work situation

Definition and types of counterproductive behaviors

- Organizational counterproductive behaviors that are minor include production deviance, such as wasting resources or substance abuse. - Ex: Sabotage, withdrawal, or theft. - Interpersonal counterproductive behaviors that are minor include political deviance, such as gossiping or incivility. - Ex: Personal aggression, such as harassment or abuse.

Know the difference between programmed and non-programmed decisions (definition and examples)

- Programmed decisions are routine decisions that have automated responses - Automatic because knowledge allows employees to recognize a situation and the needed course of action - Intuition: Emotionally charged judgment arising through quick, nonconscious, and holistic associations - Non-programmed decisions are unique, infrequent decisions for new, complex, or unrecognized problems that require complex thinking - Crisis situation: Urgent problem that must be addressed immediately

Know the four types of rational/bounded decisions

- Rational - information on alternatives can be gathered and quantified - Bounded Rationality - the minimum criteria are clear - Intuitive - goals are unclear - Creative - solutions to the problem are not clearly defined

Definition of trust and the 3 factors of trust

- Trust is the willingness to be vulnerable to a trustee based on positive expectations about the trustee's actions and intentions. - Disposition - Based Trust = Trust Propensity How likely someone is to others or their willingness to rely on others A general expectation that the words, promises, and statements of individuals and groups can be relied upon. - Cognition - Based Trust = Trustworthiness The characteristics or attributes of a trustee that inspire trust. - Based on 3 key characteristics: Benevolence, Integrity, & Ability - Affect - Based Trust = Emotional Ties Trust rooted in emotion rather than reason Based on an emotional bond with the trustee Acts as a supplement to other types of trust.

The definition, 6 steps involved, and use of the rational decision making process

- Uses logical steps to select the best possible solution. It involves analyzing multiple alternatives and using credible data or facts to choose among options. Rational decision-making is a precise process that many teams use when they have time to research solutions and discuss possible outcomes. 1. Identify the problem 2. Establish decision criteria 3. Weight decision criteria 4. Generate alternatives 5. Evaluate alternatives 6. Select best alternative

Definition and examples of the 5 moral principles

- Utilitarianism - an act is morally right if it results in the greatest amount of good for the greatest number of people - sometimes termed the "greatest happiness principle" (Jeremy Bentham, John Stuart Mill) - Egoism An act is morally right if the decision maker freely decides to pursue either short - term or long - term interest. Markets are purported to limit the degree to which one egoist's interests harm the interest of another (Adan Smith) - Ethics of duties An act is morally right if it fulfills the "categorical imperative" - and unambiguously explicit set of three crucial maxims: (a) the act should be performed by everyone with no harm to society; (b) the act should respect human dignity; (c) the act should be endorsable by others (Immanuel Kant) - Ethics of rights An act is morally right if it respects the natural rights of life, liberty, justice, expression, association, consent, privacy and education (John Locke, John Rawls) - Virtue ethics An act is morally right if it allows the decision maker to lead a "good life" by adhering to virtues like wisdom, honesty, courage, friendship, mercy, loyalty, modesty, and patience (Aristotle)

Value-percept theory definition and equation Value-percept theory is the amount of satisfaction is determined by subtracting what the employee has from what they want in each category, then multiplying by the importance the employee assigns to the factor. Dissatisfaction = Vwant - VhaveVimportance

- Value-percept theory is the amount of satisfaction is determined by subtracting what the employee has from what they want in each category, then multiplying by the importance the employee assigns to the factor. - Dissatisfaction = (V want - V have) x (V importance)

Definition and types of interpersonal and organizational citizenship behaviors

- Voice - Speaking up and offering constructive suggestions to improve unit or organizational functioning or to address problems. - Civic Virtue - Participating in the company's operations at a deeper-than-normal level. - Boosterism - Representing the organization in a positive way when out of the office. - Helping - Assisting new coworkers or those with heavy workloads - Courtesy - Keeping coworkers informed about matters that are relevant to them. - Sportsmanship - Maintaining a positive attitude with coworkers

Work-family conflict

- Work-family conflict is when an individual experiences incompatible demands between work and family roles, causing participation in both roles to become more difficult.

Know the four steps for creating a training session and each one's components

1. Identify need & gaps in knowledge 2. Create climate for transfer both in the classroom and in the work environment 3. Set goals: - SMART = specific, measurable, attainable, relevant, time-bound - SMARTIE = specific, measurable, attainable, relevant, time-bound, inclusive, equitable - SMARTER = specific, measurable, attainable, relevant, time-bound, evaluation, revise Collect feedback: there are 4 levels of evaluation1. a. Exit tickets - to see if people like it and if they find it relevant. Reactions and customer satisfaction b. Learning - did they actually achieve the learning outcomes. You can accomplish level 1 and 2 together. There are 5 elements of learning (knowledge, skill to do it right now, attitude to think it is valuable, confidence to do it yourself, commitment to actually apply it) c. Behavior - did they actually change their behavior when they went back to their job? d. The extent to which that training has created long term org outcomes

Definition of organizational behavior

A field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations

Know the definition of the major challenge/hindrance stressors Role conflict? Role ambiguity? Role overload?

Major Challenge Stressors: 1. The pressures I have to finish assignments on time. 2. The sheer amount of stuff I have to do. 3. The complexity of the material on exams and assignments. 4. The time I have to devote to getting everything done. 5. The number of "balls in the air" as I balance all my responsibilities. a. Average score is 16 Hindrance Stressors: 1. The sense that I'm not making progress in mastering the material. 2. The hassles I have to go through when doing class assignments. 3. A sense of uncertainty about what's expected of me by professors. 4. A belief that my professors play favorites when grading exams and assignments. 5. The amount of "busy work" I have that winds up wasting my time. a. Average score is 12

4 Steps of the Scientific Method are

Theory, Hypothesis, Data, and Verification