Organizational Behavior Midterm

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agreebleness

A personality dimension that describes someone who is good natured, cooperative, and trusting.

Conscientiousness

A personality dimension that describes someone who is responsible, dependable, persistent, and organized

stock options

A reward system that gives employees the right to purchase company stock at a future date at a predetermined price

The problem with membership and seniority-based rewards is that they..... discourage people from remaining with the organization. Are difficult to use in organizational settings. Do not directly motivate job performance. Increase turnover

Do not directly motivate job performance

As soon as we receive sensory information, we non-consciously tag some of that information with emotional markers. These markers are: Calculated feelings of a particular attitude or emotion. Behavioral intentions formed based on the individuals beliefs. Emotional responses based on thin slices of sensory information. The internal beliefs that drive individuals of an organization.

Emotional responses based on thin slices of sensory information.

Self-fulfilling prophecy training is successful at influencing managers to eliminate self-fulfilling prophecies. True or False

False

Work practices such as flexible and restricted work hours increase work-related stress. True or False

False

Selective Attention

Generally, the brands placed on the upper shelves of supermarkets receive greater attention than those on the lower shelves, this is an example of?

Motivator-Hygiene Theory

Herzberg's theory stating that employees are primarily motivated by growth and esteem needs, not by lower-level needs

Which of the following tend to create an ownership culture and align employee behaviors more closely to organizational objectives. job evaluations piece-rate plans employee share-ownership plans stock option plans and employee share-ownership plans

Stock option plans and employee share ownership plans

job evaluation

Systematically rating the worth of jobs within an organization by measuring their required skill, effort, responsibility, and working conditions.

_______ is the degree to which the job affects the organization and/or larger society.

Task significance

task performance

The individual's voluntary goal-directed behaviors that contribute to organizational objectives

A global mindset includes the capacity to empathize and act effectively across cultures. True or False

True

The relationship between job satisfaction and job performance would likely be stronger if more organizations provided valued rewards for good performance. True or False

True

Vacations and holidays allow employees to withdraw from various organizational stressors and re-energize for future challenges. True or False

True

When contemplating a career, we compare our images of that job with our current and desired images of ourselves. True or False

True

Sterotyping

Which of the following concepts is most likely linked to discriminatory attitudes and behaviors?

collectivism

a cross-cultural value describing the degree to which people in a culture emphasize duty to groups to which they belong and to group harmony

Individualism

a cross-cultural value describing the degree to which people in a culture emphasize independence and personal uniqueness

Job Characteristics Model

a job design model that relates the motivational properties of jobs to specific personal and organizational consequences of those properties

need for affilliation

a learned need in which people seek approval from others conform to their wishes and expectations, and avoid conflict and confrontation

need for achievement

a learned need in which people want to accomplish reasonably challenging goals and desire unambiguous feedback and recognition for their success

need for power (nPow)

a learned need in which people want to control their environment, including people and material resources, to benefit either themselves (personalized power) or others (socialized power)

halo effect

a perceptual error whereby our general impression of a person, usually based on one prominent characteristic, colors our perception of other characteristics of that person

moral sensitivity

a person's ability to recognize the presence of an ethical issue and determine its relative importance

self-efficacy

a person's belief about his or her chances of successfully accomplishing a specific task

profit-sharing plan

a reward system that pays bonuses to employees on the basis of the previous year's level of corporate profits

Emotional Intelligence (EI)

a set of abilities to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion, and regulate emotion in oneself and others

Gainsharing Plan

a team-based reward that calculates bonuses from the work unit's cost savings and productivity improvement

equity theory

a theory explaining how people develop perceptions of fairness in the distribution and exchange of resources

learning orientation

beliefs and norms that support the acquisition, sharing, and use of knowledge as well as work conditions that nurture these learning processes

deep-level diversity

differences in the psychological characteristics of employees, including personalities, beliefs, values, and attitudes

Anger, fear, joy and sadness represent

different types of emotions

globalization

economic, social, and cultural connectivity with people in other parts of the world

needs

goal-directed forces that people experience

organizations

groups of people who work interdependently toward some purpose

drives

hardwired characteristics of the brain that correct deficiencies or maintain an internal equilibrium by producing emotions to energize individuals

employee engagement

individual's emotional and cognitive motivation, particularly a focused, intense, persistent, and purposive effort toward work-related goals

stakeholders

individuals, groups, and other entities that affect, or are affected by, the organizations objectives and actions

Self-Esteem

is the extent to which people like, respect, and are satisfied with themselves

Categorical thinking

is the mostly unconscious process of organizing people and objects into preconceived categories that are stored in our long-term memory.

structural capital

knowledge embedded in an organization's systems and structures

Corporate Social Responsibility

organizational activities intended to benefit society and the environment beyond the firm's immediate financial interests or legal obligations

categorial thinking

organizing people and objects into preconceived categories that are stored in our long-term memory

Distributive Justice

perceived fairness of the amount and allocation of rewards among individuals

procedural justice

perceived fairness of the process used to determine the distribution of rewards

trust

positive expectations one person has toward another person in situations involving risk

self-reinforcement

reinforcement that occurs when an employee has control over a reinforcer but doesn't "take" it until completing a self-set goal

values

relatively stable, evaluative beliefs that guide a person's preferences for outcomes or courses of action in a variety of situations

psychological harassment

repeated and hostile or unwanted conduct, verbal comments, actions, or gestures that affect an employee's dignity or psychological or physical integrity and that result in a harmful work environment for the employee

attitudes

the cluster of beliefs, assessed feelings, and behavioral intentions toward a person, object, or event

task significance

the degree to which a job has a substantial impact on the organization and/or larger society

task identity

the degree to which a job requires completion of a whole and identifiable piece of work

emotional dissonance

the psychological tension experienced when the emotions people are required to display are quite different from the emotions they actually experience at that moment

personality

the relatively enduring pattern of thoughts, emotions, and behaviors that characterize a person, along with the psychological processes behind those characteristics

organizational citizenship behaviors

various forms of cooperation and helpfulness to others that support the organization's social and psychological context

counterproductive work behaviors

voluntary behaviors that have the potential to directly or indirectly harm the organization

selective attention

the process of attending to some information received by our senses and ignoring other information

self-task

the process of talking to ourselves about our own thoughts or actions

Which of these statements represents the feelings component of attitudes? I don't like how my boss treats his employees. I intend to transfer out of this department to get away from this manager. I believe my manager does not treat everyone fairly. I intend to tell the human resource manager that my supervisor should be demoted.

I don't like how my boss treats his employees.

Which of the following type of reward systems uses job evaluations. Competency-based reward systems. Job-status-based reward systems. Individual performance reward systems Task performance-based rewards systems

Job-status based reward systems

Companies should use individual-level performance-based pay when jobs are highly interdependent. True or False

True

Emotions are brief events or "episodes". True or False

True

Job specialization increases efficiency because it includes fewer mental and physical skills, shorter work cycles less variety of tasks, and more precise job matching. True or False

True

Our emotions influence what we recognize or screen out. True or False

True

Positive self-talk motivates employees by increasing their self-efficacy. True or False?

True

The exit-voice-loyalty-neglect model states that some employees respond to their job dissatisfaction by patiently waiting for the problem to work itself out or get resolved by others. True or False?

True

The job characteristics model identifies five core job characteristics and three psychological states. True or False

True

The largest portion of most paychecks is based on a person's membership and seniority in an organization. True or False?

True

organizational effectiveness

a broad concept represented by several perspectives, including the organization's fit with the external environment, internal subsystems configuration for high performance, emphasis on organizational learning, and ability to satisfy the needs of key stakeholders

intellectual capital

a company's stock of knowledge, including human capital, structural capital, and relationship capital

power distance

a cross-cultural value describing the degree to which people in a culture accept unequal distribution of power in a society

achievement-nurturing orientation

a cross-cultural value describing the degree to which people in a culture emphasize competitive versus cooperative relations with other people

motivational

the forces within a person that affect his or her direction, intensity, and persistence of voluntary behavior

exit-voice-loyalty-neglect (EVLN) model

the four ways, as indicated in the name, that employees respond to job dissatisfaction

ability

the natural aptitudes and learned capabilities required to successfully complete a task

surface-level diversity

the observable demographic or physiological differences in people, such as their race, ethnicity, gender, age, and physical disabilities

self-fulfilling prophecy

the perceptual process in which our expectations about another person cause that person to act more consistently with those expectations

attribution process

the perceptual process of deciding whether an observed behavior or event is caused largely by internal or external factors

job enlargement

the practice of adding more tasks to an existing job

job enrichment

the practice of giving employees more responsibility for scheduling, coordinating, and planning their own work

evidence-based management

the practice of making decisions and taking actions based on research evidence

Scientific Management

the practice of systematically partitioning work into its smallest elements and standardizing tasks to achieve maximum efficiency

job design

the process of assigning tasks to a job. including the interdependence of those tasks with other jobs

mental imagery

the process of mentally practicing a task and visualizing its successful completion

goal setting

the process of motivating employees and clarifying their role perceptions by establishing performance objectives

perception

the process of receiving information about and making sense of the world around us

confirmation bias

the process of screening out information that is contrary to our values and assumptions and to more readily accept confirming information

Job Specialization

the result of division of labor in which work is subdivided into separate jobs assigned to different people

human capital

the stock of knowledge, skills, and abilities among employees that provide economic value to the organization

ethics

the study of moral principles or values that determine whether actions are right or wrong and outcomes are good or bad

Organizational behavior

the study of what people think, feel, and do in and around organizations

self-serving bias

the tendency to attribute one's successes to personal factors and one's failures to situational factors

fundamental attribution error

the tendency to see the person rather than the situation as the main cause of that person's behavior

relationship capital

the value derived from an organization's relationships with customers, suppliers, and others

Which of the following statements is true of emotions in the workplace? Emotions last for a longer time period Emotions are directed toward someone or something. Emotions are also referred to as moods of individuals. Emotions and moods are directed toward specific attitudes of others.

Emotions are directed toward someone or something

sterotyping

The process of assigning traits to people on the basis of their membership in a social category.

uncertainty avoidance

a cross-cultural value describing the degree to which people in a culture tolerate ambiguity (low uncertainty avoidance) or feel threatened by ambiguity and uncertainty (high uncertainty avoidance)

general adaption syndrome

a model of the stress experience, consisting of three stages: alarm reaction, resistance, and exhaustion

Expectancy Theory

a motivation theory based on the idea that work effort is directed toward behaviors that people believe will lead to desired outcomes

four-drive theory

a motivation theory based on the innate drives to acquire, bond, learn, and defend that incorporates both emotions and rationality

Maslow's Needs Hierarchy Model

a motivation theory of needs arranged in a hierarchy, whereby people are motivated to fulfill a higher need as a lower one becomes gratified

recency effect

a perceptual error in which the most recent information dominates our perception of others

false-consensus effect

a perceptual error in which we overestimate the extent to which others have beliefs and characteristics similar to our own

primacy effect

a perceptual error in which we quickly form an opinion of people based on the first information we receive about them

job satisfaction

a person's evaluation of his or her job and work context

locus of control

a person's general belief about the amount of control he or she has over personal life events

self-verification

a person's inherent motivation to confirm and maintain their existing self-concept

self-enhancement motive

a person's inherent motivation to have a positive self-concept and to have others perceive him or her favorably such as being competent, attractive, lucky, ethical, and important

mindfulness

a person's receptive and impartial attention to and awareness of the present situation as well as to one's own thoughts and emotions in that moment

empathy

a person's understanding of and sensitivity to the feelings, thoughts, and situations of others

openness to experience

a personality dimension describing people who are imaginative, creative, unconventional, curious, nonconforming, autonomous, and aesthetically perceptive

extraversion

a personality dimension describing people who are outgoing, talkative, sociable, and assertive

neuroticism

a personality dimension describing people who tend to be anxious, insecure, self-conscious, depressed, and temperamental

positive organizational behavior

a perspective of organizational behavior that focuses on building positive qualities and traits within individuals or institutions as opposed to focusing on what is wrong with them

high-performance work practices (HPWPs)

a perspective that holds that effective organizations incorporate several workplace practices that leverage the potential of human capital

organizational learning

a perspective that holds that organizational effectiveness depends on the organization's capacity to acquire, share, use, and store valuable knowledge

open systems

a perspective that holds that organizations depend on the external environment for resources, affect that environment through their output, and consist of internal subsystems that transform inputs to outputs

strengths-based coaching

a positive organizational behavior approach to coaching and feedback that focuses on building and leveraging the employee's strengths rather than trying to correct his or her weaknesses

Empowerment

a psychological concept in which people experience more self-determination, meaning, competence, and impact regarding their role in the organization

Employee Stock Ownership Plan (ESOP)

a reward system that encourages employees to buy company stock

service profit chain model

a theory explaining how employees job satisfaction influences company profitability indirectly through service quality, customer loyalty, and related factors.

social identity theory

a theory stating that people define themselves by the groups to which they belong or have an emotional attachment

contact hypothesis

a theory stating that the more we interact with someone, the less prejudiced or perceptually biased we will be against that person

organizational behavior modification

a theory that explains employee behavior in terms of the antecedent conditions and consequences of that behavior

social cognitive theory

a theory that explains how learning and motivation occur by observing and modeling others as well as by anticipating the consequences of our behavior

stress

an adaptive response to a situation that is perceived as challenging or threatening to the person's well-being

telecommuting

an arrangement whereby, supported by information technology, employees work from home one or more work days per month rather than commute to the office

cognitive dissonance

an emotional experience caused by a perception that our beliefs, feelings, and behavior are in congruent with one another.

affective organizational commitment

an individual emotional attachment to, involved in, and identification with an organization

global mindset

an individual's ability to perceive, appreciate, and empathize with people from other cultures, and to process complex cross-cultural information

continuance commitment

an individual's calculative attachment to an organization

stereotype threat

an individual's concern about confirming a negative sterotype about his or her group

Myers-Briggs Type Indicator (MBTI)

an instrument designed to measure the elements of Jungian personality theory, particularly preferences regarding perceiving and judging information

stressors

any environmental conditions that place a physical or emotional demand on the person

Self-fulfilling prophecies are more likely to occur

at the beginning of the employment or work relationship

Social awareness, self-management, and relationship management are three elements of?

emotional intelligence

skill variety

the extent to which employees must use different skills and talents to perform tasks within their jobs

mental models

knowledge structures that we develop to describe, explain, and predict the world around us

With the right individuals, job charachteristics, and organizational environment, empowerment can substantially improve motivation and performance. However, organizational and cultural conditions can limit the extent to which the conditions for empowerment produce feelings of empowerment because of?

lack of trust in leadership

Five Factor Model

the five broad dimensions representing most personality traits: conscientiousness, emotional stability, openness to experience, agreeableness, and extraversion

autonomy

the degree to which a job gives employees the freedom, independence, and discretion to schedule their work and determine the procedures used in completing it

work-life balance

the degree to which a person minimizes conflict between work and nonwork demands

role perceptions

the degree to which a person understands the job duties assigned to or expected of him or her

moral intensity

the degree to which an issue demands the application of ethical principles

task interdependence

the degree to which team members interact with and rely on other team members for the information, materials, and resources needed to accomplish work for the team

emotional labor

the effort, planning, and control needed to express organizationally desired emotions during interpersonal transactions


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