OB CH 2

What are the outcomes associated with POS?

-Employee engagement -Organizational commitment -Job satisfaction -Organizational citizenship behavior -Greater trust -Innovation -Lower tendency to quit.

Some workplace attitudes are more potent than others. What four are especially powerful?

-Organizational Commitment -Employee Engagement -Perceived Organizational Support -Job Satisfaction

What are the 3 key general motives that predict or at least influence intention and behavior?

1. Attitude toward the behavior. The degree to which a person has a favorable or unfavorable evaluation or appraisal of the behavior in question. 2. Subjective norm. A social factor representing the perceived social pressure for or against the behavior. 3. Perceived behavioral control. The perceived ease or difficulty of performing the behavior, assumed to reflect past experience and anticipated obstacles

What 3 components comprise Personal attitudes

1.Affective — Feelings 2.Cognitive — Beliefs 3. Behavioral — Intentions

What dual purpose do these attitudinal measures serve?

1.First, they represent important outcomes that managers may be working to enhance directly. 2.They link to other significant outcomes that managers will want to improve where possible.

How many ways have OB experts identified which the variables were related?

8

What are Personal Values?

Abstract ideals that guide one's thinking and behavior across all situations

Define Counterproductive work behavior (CWB)

Are behaviors that harm other employees, the organization as a whole, or organizational stakeholders such as customers and shareholders

What does research tell us about job satisfaction and performance?

Are moderately related Indirectly influence each other Better to consider the relationship at the business unit level versus at the individual level

How do situations change people?

Because situations have unique characteristics, such as opportunities and rewards, they change people.

How Can Managers foster POS

By treating employees fairly Avoiding political behavior Providing job security Empowering employees Reducing stressors in the work environment Eliminating abusive supervision Fulfilling the psychological contract.

What are some Organizational Level Factors that contribute to Employee Engagement?

Career opportunities •Managing performance •Organization reputation •Communication •Recognition

How can we reduce Cognitive Dissonance?

Changing an attitude or behavior or both Belittling the importance of the inconsistent behavior Finding consonant elements that outweigh dissonant ones

based on the belief that job satisfaction is partly a function of both personal traits and genetic factors.

Dispositional/Genetic Components Model

According to this model how will employees derive more meaning from work?

Employees will derive more meaning from work by pursuing goals that are consistent with their values

Define Personal Attitudes

Encompasses our feelings or opinions about people, places, and objects, and range from positive to negative.

proposes that job satisfaction is a function of how "fairly" an individual is treated at work.

Equity Model

What is the formal definition of Job Satisfaction?

Formally defined, job satisfaction is an affective or emotional response toward various facets of one's job.

What does Organizational Commitment lead to?

Greater employee retention Greater motivation in pursuit of organizational goals

Benefits of OCB's For the Organization

Higher productivity/efficiency Lower costs Improved customer satisfaction Higher unit-level satisfaction Lower turnover

Benefits of OCB's for the individual

Improved job satisfaction Improved performance ratings Reduced intention to quit Lower absenteeism Lower turnover

What do Psychological contracts represent in a work environment

In a work environment, the psychological contract represents an employee's beliefs about what he or she is entitled to receive in return for what he or she provides to the organization

Increases in Employee Engagement has been linked to?

Increased Customer Loyalty and Satisfaction Increased Employee Performance Increased Employee Well-being Greater Financial Performance

Behavior Outcomes linked to job satisfaction

Job Performance Organizational Citizenship Behavior (OCB) Counterproductive Work Behavior (CWB) Turnover

What was One of the key research findings?

Job satisfaction and performance were moderately related, supporting the belief that employee job satisfaction is a key workplace attitude that managers should consider when attempting to increase employees' job performance.

What type pf relationship does job satisfaction have with turnover?

Job satisfaction has a moderately strong, negative relationship with turnover. •This finding suggests that managers are well served to reduce turnover by trying to enhance employees' job satisfaction. This recommendation is even more important for high performers.

What are some ways to increase employee engagement?

Make sure inputs in the Organizing Framework are positively oriented -The creation of career and developmental opportunities -Recognizing people for good work - Effectively communicating and listening, -Effective use of performance management practices -allowing people to exercise during the work day -Giving people meaningful work to do.

Difference between what an individual expects to receive from a job, such as good pay and promotional opportunities, and what she or he actually receives. When expectations are greater than what is received, a person will be dissatisfied, while an individual will be satisfied when he or she attains outcomes above and beyond expectations

Met expectations Model

proposes that satisfaction is determined by the extent to which the characteristics of a job allow an individual to fulfill her or his needs.

Need Fulfillment Model

Is job satisfaction a unitary concept?

No job satisfaction is not a unitary concept. A person can be relatively satisfied with one aspect of her or his job and dissatisfied with one or more other aspects.

Organizational citizenship behavior (OCB)

OCB is defined as "individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization."

What are the two key points this definition highlights?

OCBs are voluntary. OCBs help work groups and the organization to effectively achieve goals

When are people willing to work hard and commit to their organization?

People are willing to work hard and commit to their organizations when they believe that the company truly cares about their best interests.

What thing often changes a situation?

People bring their abilities, goals, and experiences to each and every situation, which often changes the situation.

Are Perceptions of support always positive?

Perceptions of support can either be positive or negative.

How do people's attitudes affect their behavior?

Personal attitudes affect behavior via intentions.

What were the 10 broad values Schwartz proposed that guide behavior?

Power, Achievement, Hedonism, Stimulation Self-direction, Universalism, Benevolence, Tradition, Conformity & Security

What do Psychological contracts represent?

Psychological contracts represent an individual's perception about the terms and conditions of a reciprocal exchange between him- or herself and another party

Cognitive dissonance

Represents the psychological discomfort a person experiences when simultaneously holding two or more conflicting cognitions (ideas, beliefs, values, or emotions).

What did Schwartz stress?

Schwartz stressed that it is the relative importance we give to these two dimensions of opposing values that drives our behavior.

How did Shalom Schwartz categorized values?

Shalom Schwartz categorized values into two opposing or bipolar dimensions.

According to which model is someone's intention to engage in a given behavior a strong predictor of that behavior.

The Ajzen model

José is considering volunteering to help his company with its annual food drive. Which of the following is NOT an indicator of whether he will do so? A .José thinks the food bank is a great way to help his community. B .José is already volunteering at the animal shelter. C. José's boss expects him to volunteer. D .José's company gives employees a day off to volunteer. E. The food bank is located close to José's home.

The answer is (B). The other answers are determinants of intentions: •Attitude toward the behavior •Subjective norm •Perceived behavioral control

Define Organizational Commitment

The extent to which an employee identifies with an organization and is committed to its goals.

Define Perceived organizational support (POS)

The extent to which employees believe their organization values their contributions and genuinely cares about their well-being.

Employee engagement

The harnessing of organization members' selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performance."

What was the other Key research Finding

The relationship is complex. It is not that one directly influences the other or vice versa. Rather, researchers now believe both variables indirectly influence each other through a host of person factors and environmental characteristics. Researchers now believe that incomplete measures of individual-level of performance understate the relationship between satisfaction and performance. Now researchers examined the relationship between aggregate measures of job satisfaction and organizational performance.

What does it mean to say values are relatively stable across time and situations?

This means that positive employee attitudes and motivation are greatest when the work environment is consistent with employee values.

How can Schwartz's model help you?

This model can help you determine if your values are consistent with your goals and whether you are spending your time in a meaningful way.

How can understanding values help you?

Understanding values can help you to self-manage and help you be more effective at influencing others' attitudes and behaviors.

Do values vary?

Values tend to vary across generations because they are influenced by events occurring during childhood.

When our employer treats us favorably we reciprocate by?

We are more likely to reciprocate with hard work and dedication when our employer treats us favorably.

What are workplace attitudes?

an outcome of various OB-related processes, such as leadership. Managers conduct attitude surveys to monitor workplace attitudes like job satisfaction and employee engagement, and to determine the causes of employee turnover

Examples of CWBs

bullying, theft, gossiping, backstabbing, drug and alcohol abuse, destroying organizational property, violence, purposely doing bad or incorrect work surfing the Internet for personal use, tardiness, sabotage, and sexual harassment

Job satisfaction

reflects the extent to which an individual likes his or her job.

When is Positive employee attitudes and motivation the greatest?

when the work environment is consistent with employee values.

What are some Environmental Characteristics that contribute to Employee Engagement?

•Job characteristics. •Leadership •Stressors

What does Commitment depend on?

Commitment depends on the quality of an employee's psychological contracts.

Committed individuals tend to display two outcomes what are they?

Likely continuation of their employment with the organization. Greater motivation toward pursuing organizational goals and decisions

Attracting employees whose personal values align with those of the organization yields many benefits. List some of them.

Lower employee turnover Higher employee retention Higher employee engagement Increased customer satisfaction

How can managers better supervise workers by using Schwartz's model?

Managers can better supervise workers by using Schwartz's model to understand their values and motivation. For example, if a manager knows that an employee values universalism and benevolence, then it would be wise to assign this employee to projects or tasks that have social value.

What contributes to Employee Engagement?

Organizational Level Factors Person Factors Environmental Characteristics

What's the difference between personal values and personal attitudes?

Personal values represent global beliefs that influence behavior across all situations, while personal attitudes relate only to behavior directed toward specific objects, persons, or situations.

The Pursuit of incongruent goals may lead to what?

Pursuit of incongruent goals may lead to conflicting employee actions and behaviors

What are the 2 opposing dimensions described by Shalom Schwartz?

The FIRST DIMENSION ranges from concern for the welfare of others (i.e., self-transcendence) to pursuit of one's own interests (i.e., self-enhancement). The SECOND DIMENSION ranges from self-directed independence (i.e., openness to change) to conformity (i.e., conservation).

In an effort to increase employee engagement, Sandra could try all the following EXCEPT? A. Redesign jobs so that workers have variety and feedback. B. Take a class to learn how to be a charismatic leader. C. Try to limit the stressors in the workplace. D. As staff leave, replace them with new hires who score high in pessimism on a personality test. E. Provide recognition to employees who perform well.

The answer is (D). The other answers are ways to increase employee engagement.

Which of the following statements is NOT true about personal values? A. In general, values are relatively stable across time and situations. B. Values tend to vary across generations. C. Schwartz's value theory can be generalized across cultures. D. Values are not motivational in nature. E. Not all values are compatible

The answer is (D). Values are motivational in nature in that they represent broad goals that apply across contexts and time

The organizing framework for understanding and applying OB is based upon A. a systems approach. B. using person and environmental factors as inputs. C. processes including individual level, group/team level, and organizational level. D. outcomes organized into individual level, group/team level, and organizational level. E. The framework is based on all of

The answer is (E). All the statements describe the organizing framework.

Catherine is walking through the employee parking lot on her way to her office. She notices someone left an empty fast-food bag in the parking lot. Catherine goes out of her way to pick it up and dispose of it. What behavior is Catherine exhibiting? A. psychological contract B. green behavior C. withdrawal cognitions D. CWB E. OCB

The answer is (E). Catherine's voluntary act is demonstrating care for the organization's property, a component of organizational citizenship behavior (OCB).

Can values influence our behavior outside of our awareness?

Values are relatively stable and can influence behavior outside our awareness.

What do our values stem from?

Values stem from our parents' values, our experiences in childhood and throughout life, and our religious or spiritual beliefs.

Why do values vary?

Values tend to vary across generations because they are influenced by events occurring during childhood

What major questions should you be able to answer about OB after Ch. 2?

What role do values play in influencing my behavior? How do personal attitudes affect workplace behavior and work-related outcomes? Why should management pay attention to workplace attitudes? How can changes in the workplace improve job satisfaction? What work-related outcomes are associated with job satisfaction?

What are some Person factors that contribute to Employee Engagement?

•Positive or optimistic personalities •Proactive personality •Conscientiousness

To what degree does Organizational commitment exists?

Organizational commitment exists to the degree that your personal values generally match the values that undergird a company's organizational culture. For example, if you value achievement and your employer rewards people for accomplishing goals, you are more likely to be committed to the company.

What does Organizational commitment reflect?

Organizational commitment reflects the extent to which an individual identifies with an organization and commits to its goals.

Are values Stable?

Values are relatively stable across time and situations.

OCBs are significantly related to both individual-level consequences and organizational-level outcomes. Why is this important?

Exhibiting OCBs is likely to create positive impressions about you among your colleagues and manager.

Who theorized the 3 ways you can reduce Cognitive Dissonance?

Festinger

Managers can reduce voluntary turnover if they

Hire people who "fit" within the organization's culture. Spend time fostering employee engagement. Provide effective onboarding. Recognize and reward high performers because they are more likely to quit than average performers.

How do you increase employee commitment?

Hire those whose personal values most align with those of the organization. Guard against managerial breaches of psychological contracts. Build the level of trust.

Attitude Outcomes linked to job satisfaction

Motivation Job Involvement Withdrawal Cognitions Perceived Stress

What norm are we motivated by when someone treats us well which obliges us to return favorable treatment when someone treat use well?

The Norm of Reciprocity

value attainment model proposes that job satisfaction is fostered when jobs and rewards are structured to match employee values.

Value Attainment Model

The essence of Employee engagement is the idea that engaged employees "give it their all" at work. Further study identified its components as four feelings what are they?

Urgency Being focused Intensity Enthusiasm

David, an accountant with Brighter Future Corporation, is experiencing job dissatisfaction due to comparing how hard he works and how much he gets paid versus his perception of a coworker's effort and reward. David's dissatisfaction can be explained by which model?

Equity Model David is comparing his outcomes/inputs ratio with a co-worker and perceiving it to be less favorable.

In the workplace, one of the simplest levers managers can use to change behavior is information. Management provides information to employees daily. Standard organizational information that can affect motivation include what?

o Reports on the organization's culture o Announcements of new training programs o News on key managers o Updates to human resource programs and policies o Announcements of new rewards