Exam 1 Bus3-160
Thinking (T)
weighting decisions upon the objective details and data/ facts of the matter at hand.
ability
what you are capable of doing
Q6) what three factors do we consider when defining "person"?
+Personality, ability, leaning style
Q4) social loafing only occurs when you have lazy, motivated, poor quality group members, but doesn't occur in high functioning self-managing teams.
+false
Q7) Ethical pluralism and organizational justice are unrelated.
+false
Q8) ethical relativism and ethical pluralism refer to the same ethical construct
+false
Q9) Ethics are moral principles of duty and virtue that prescribe how we should beehive and failure to abide by them is illegal.
+false
Justice
Equal rights determine from outside the Veil of ignorance; Strive Fairness in:
Utility bias
The ends justify the means
Social proof bias
everybody does it
An organization
is a group of (2 or more) people , who share a common set of goals & meet regularly.
Rareness
level of exceptional skill /ability talent
Inimitability
level that behavior /performance can be emulated
caring/altruism
love thy neighbor
Groups establish norms for working , which dictate what constitutes proper behavior and process for getting work done.
true
Instrumentality is a part of expectancy theory and means you believe you performance will lead to expected reward.
true
One physical ability is his or her capacity to do physical activities; this is important to understand and assess because "fit to lead" concept, which advocates that managers and leaders pay attention to personal ( and workers) stress, energy and heath management.
true
Intuitive (N)
value information and data that abstract , disconnect , and novel
Cognitive
what we know perceive and figure out
rights
respect universal human rights
Emotional contagion
Phenomenon were emotions experienced by are spread to others.
Judging
Presenting and organizing day to day life with structure and regimes
Distributive Justice
Process for determine outcome
Perception
Process when individuals organize and interpret sensory impressions
Positive reinforcement
Stickers on an A paper
Cultural metacognition
conscious cultural awareness in cross-cultural interactions.
Q4) why is understanding organizational Behavior important?
+ All of these reasons are important - It helps us explain behavior - It helps us predict behavior - It helps us influence behavior - None of the reasons listed are important - It helps us explain and influence behavior, but you cant predict behavior
Q3) Systems analysis relies on scientific studies, not intuition.
+ False
Q1) what is the difference between surface level and deep level diversity?
+ Surface- level refers to visible factors whereas deep-level refers to VABES
Q8) what is the organizational justice ?
+ The idea that people need to see exchanges in organization as equitable or fair.
What is the difference between a team an a group?
+ a team has interdependent synergy; a group is just people working independently
Q3) which of the following is missing from the definition of ethics, as discuss in class ?"The Discipline dealing with what is good or bad and with moral duty and obligation... the principles of conduct governing an individual or group"
+ expectations
Q4) which of the following are not viable sources of ethics to follow? Check all that apply
+ only the religious teaching of the faith you personally practice +group, but not Sub-group, pressure of beliefs and values of the group. +organizational Practice that are inconsistent with organizational policies. + reciprocation of gifts when not illegal for person initiating
Q2) cohesion is
+ the degree to which team members connect with each other
Q4) Knowing a person's values and being able to assess his or her attitude is of no use in creating a motivation strategy for influencing that person to do something.
+False
Q5) which of the following is correct? psychological safety leads to psychological contract. Phycological Contracts leads to psychological safety
+Phycological Contracts leads to psychological safety
Q2) people behavior is based on how they perceive reality, not reality itself.
+True
Q2) there is such a thing as positive stress; its is called functional or eustress.
+True
Q3) stress is the way we react to demand when the outcome is both uncertain & important.
+True
Q3) we tend to think everyone perceives the world the same way we do.
+True
Q6) leader member Exchange (LMX) theory s a cumulative course concept
+True
one physical ability is his or her capacity to do physical activities ; this is important and assess because of the "ft To Lead" concept which advocates that managers and leaders pay attention to personal ( and workers) stress, energy and heath management.
+True
the personality characteristics described in the MBTI are self -validated preferences.
+True
When considering a stakeholder in an ethical dilemma, one only needs to consider the immediate active participation in the situation.
+false
Q10) CRS is a business approach that delivers economic, social and environmental benefits to stakeholders in order to contribute to sustainable development : which includes responsible actions in the following five dimensions.-social responsibility -economic responsibility -legal responsibility -ethical responsibility -Discretionary responsibility
+false.
Q3) what is the difference between Role Perception and Role Expectation?
+perception is my belief of the role and expectations is how others view I should fulfill the role.
Q7) organizational justice is a cumulative course concept.
+true
Q2) Managing Human capital means addressing which of the following?
- Technical skills - Social interaction skills - Conceptual skills - Critical thinking skills + All of the skills are part of human capital
What is psychological empowerment?
Adding instructs motivators to work that allow for self-determination, desire to make positive impacts , and general meaningfulness task.
Ethics of Purpose
Agents final end purpose is ethical... if the end goal is "good" proposal is "right" ; if end goal is "bad" or inhibits "good" ,it is wrong.
Hindrance stressors
Anything that inhibits progress towards objectives
Organizational Development
Development of people, process and actions that make up organization leadership.
personality
Distinctive qualities responsible for ones identity
Moral
Do what is right no matter what according to universal obligation to duty to GOD
Mood
Generalized positive negative feelings of the mind
Introversion (i)
Getting energy and recharging self through in intrinsic method
utilitarian
Greatest good for the greatest number of people
Attitude
How well you choose to do something
obedience to authority bias
I'm just following orders
over -optimism bias
I'm just looking out for myself
Organizational Behavior
Management skills, attitudes process and actions that make up how we get work done
Q1) which of the following is NOT one of the four functions of management?
Motivating
Extinction
Not responding to negative behavior
Sensing
Value concrete and specific data and facts , including historic precedence
Motivation
When you choose to do something
Negative reinforcement
accomplish things to avoid being bored
Ethics of consequences
actual acts associated with purpose are ethical ..if acts have positive effect on stakeholder's they are "right" ; if acts have negative effect, they are "wrong".
Perceiving
allowing events to unfold and adapting spontaneously rather than planning things out.
Challenge stressor
associated with workload, job demands, job complexity and deadlines
learning
attempt to change behavior as result of information or experience
Attribution error
attributing control to factors outside person's control
Social learning
avoiding mistakes you saw a friend make
Ethics
basic notion about what is right and wrong.
Job ability fits is the fit between a person's abilities and requirements of an activity; a bad fit leads to satisfaction, higher performance and success, because it challenges workers to do better.
false
Knowing a person's value and being able to assess his or her attitude is of no use in creating a motivation strategy for influencing that person to do something.
false
job ability Fit is the fit between a person's abilities and the requirements of an activity ; a bad fit leads to satisfaction, higher performance and success, because it challenges workers to do better.
false
leaders and managers can only use the one learning style , so it is up to subordinates to be able to understand their own learning style and make adjustments.
false
Emotional labor
feelings presenting emotions contrary to your actual feelings
Q9) which of the following are officially part of Tucksmans'team development model?
forming, norming, storming, perfoming, mourning
Punishment
getting written up for being late at work
Cultural
how culturally competent & tolerant we are.
Emotional
how well we recognize & control emotions.
Social
how well you work with others and groups
Emotions
intense feeling directed at a specific object or group
Informational justice
interpersonal respect
Feeling (F)
placing value first on people and process when determining a course of action
Extroversion (E)
preferring to reenergize via social and extrinsic methods.
Ethics of principle
purpose and process show respect for others
value
skills, attitudes, process & actions determining how we accomplish our work
Intellectual ability
the capacity to do mental activities- thinking, reasoning, and problem solving
Organizational Behavior 2 *
the study of how people behave in organizations
Organizational Behavior theory.
the study of human behavior in the work place.