Organizational Behavior-Vanessa Bohns-Prelim 1

If-then personality Signatures

A trait approach that looks at mean levels of personality variables averaged across situations because personality may be stable within situations not across situations

Hierarchy of needs

Abraham Maslow's hierarchy of five needs, in which, as each need is satisfied, the next need becomes dominant Physiological Safety-Security Social-belonginess Esteem Self-actualization

Corporate Social Responsibility(CSR)

An organization's self regulated actions to benefit society or the environment beyond what is required by law

General Mental Ability(GMA)

An overall factor of intelligence, as suggested by the positive correlations among specific intellectual ability dimensions

Six basic emotions

Anger Fear Sadness Happiness Disgust Surprise

What is Operant Conditioning good for?

Behaviors that can be clearly identified, monitored, reinforced Identifying unintentional reward structures

Core Self-Evacuation (CSE)

Believing in one's inner worth and competence

Constructed Self

Conscious identity we create for ourselves with the choices we make

Loyalty

Dissatisfaction expressed by passively waiting for conditions to improve

Voice

Dissatisfaction expressed through active and constructive attempts to improve conditions

Neglect

Dissatisfaction expressed through allowing conditions to worsen

Exit

Dissatisfaction expressed through behavior directed toward leaving the organization

Neuroticism(Emotional stability)

Emotional control and security

Psychological empowerment

Employees' belief in the degree to which they affect their work environment, their competence, the meaningfulness of their job, and their perceived autonomy in their work

Bandura's proposal to increase self-efficacy

Enactive mastery Vicarious modeling Verbal persuasion Arousal

Personality traits

Enduring characteristics that describe an individual's behavior

What is Expectancy theory good for?

Guide to motivate longer term, complex behaviors Explain situation when a reward is present

Counterproductive work behavior (CWB)

Intentional employee behavior that is contrary to the interests or the organization

Stereotyping

Judging someone on the basis of one's perception of the group to which that person belongs

Intrinsic motivation theories

Self determination theory Goal setting theory Job Design

Personality-job fit theory

The effort to match job requirements with personality characteristics

Affective component

The emotional or feeling segment of an attitude

Job embeddedness

The extent to which an employee's connections to the job and community result in an increased commitment to the organization

"Sum total of ways" (in relation to personality)

Typical cognitions, emotions, and behaviors

What do we assume about personality?

Unique: your personality differentiates you from other people Stable: your personality is consistent over time and across situations

Employee involvement and participation(EIP)

a participative process that uses the input of employees to increase employee commitment to organizational success

Piece Rate Pay

a pay plan in which workers are paid a fixed sum for each unit of production completed

Participative management

a process in which subordinates share a significant degree of decision making power with their immediate superiors

Management by objectives

a program that encompasses specific goals, participatively set, for an explicit time period and including feedback on goal progress

Promotion focus

a self regulation strategy that involves striving for goals through advancement and accomplishment

Prevention focus

a self-regulation strategy that involves striving fr goals by fulfilling duties and obligations

Representative Participation

a system in which workers participate in organizational decision making through a small group of representative employees(work councils, board representatives)

Situation strength theory

a theory indicating that the way personality translates into behavior depends on the strength of the situation

Self-Determination theory

a theory of motivation that is concerned with the beneficial effect of intrinsic motivation and the harmful effects of extrinsic motivation

McClelland's Theory of Needs

a theory that achievement, power, and affiliation are three important needs that help explain motivation Need for Achievement(nAch) Ned for power(nPow) Need for Affiliation(nAff)

Behaviorism

a theory that behavior follows stimuli in a relatively unthinking manner

Reinforcement theory

a theory that behavior is a function of its consequences

Equity theory

a theory that individuals compare their job inputs and outcomes with those of others and then repsond to eliminate any inequities

Goal-setting theory

a theory that specific and difficult goals, with feedback, lead to higher performance

Two factor theory

(motivation-hygiene theory) a theory that relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction (Herzberg)

Positive punishment

A behavior followed by a negative stimulus is likely to decrease

Positive reinforcement

A behavior followed by a reward is likely to be repeated

Negative Punishment

A behavior followed by the elimination of a positive stimulus is likely to decrease

Negative reinforcement

A behavior followed by the elimination of negative stimulus is likely to increase

Affect

A broad range of feelings that people experience

The Dark Triad

A constellation of negative personality traits Ex. Machiavellianism, Narcissism, Psychopathy

The Meyers Briggs Type Indicator(MBTI)

A personality test that taps 4 characteristics and classified people into 1 of 16 personality types

Job satisfaction

A positive feeling about one's job resulting from an evaluation of its characteristics

Strong Situations

A situation that "pulls" for particular behaviors; there is an appropriate way to behave, interpret the situation; structured

Weak Situations

A situation where any behavior is considered appropriate; unstructured; ambiguous

Trait Activation Theory (TAT)

A theory that predicts that some situations, events or interventions activate a trait more than others (can see what jobs fit what personalities)

Job Sharing

An arrangement that allows two or more individuals to split a traditional full time job

Ability

An individual's capacity to perform the various tasks in a job

Employee engagement

An individual's involvement with, satisfaction with, and enthusiasm for the work he/she does

Cognitive dissonance

Any incompatibility between two or more attitudes or between behavior and attitudes

Operant conditioning theory

Argues that people learn to behave a certain way to either get something they want or avoid something they don't

Shaping(Operant Conditioning)

Break down complex tasks into reinforceable parts

Choices employees who perceive inequity make based on equity theory

Change inputs Change outcomes Distort perceptions of self Distort perceptions of others Choose a different referent Leave the field

Unstable traits over course of relationship

Conscientiousness and agreeableness

Punishment

Decrease undesirable behavior

Surface-level diversity

Differences in easily perceived characteristics such as gender, race, ethnicity, age, or disability that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes

Deep-level Diversity

Differences in values, personality, an work preferences that become progressively more important for determining similarity as people get to know one another better

Moral Disgust

Disgust we feel about the violation of norms

Motivation equation

Expectancy x Instrumentality x Valence

Stable traits over course of relationship

Extroversion and openness

The effect of a short delay reinforcement schedule?

Fast Acquisition

The effect of a continuous reinforcement schedule?

Fast acquisition

Flextime

Flexible work hours

Personal factors that influence the goals-performance relationship

Goal commitment Task characteristics National characteristics

Emotional Suppression

Ignoring an emotional response to a situation

Positive diversity climate

In an organization, an environment of inclusiveness an an acceptance of diversity

Reinforcement(Operant Conditioning)

Increase desirable behavior

Discrimiation

Noting of a difference between things; often we refer to unfair discrimination, which means making judgements about individual's based on stereotypes regarding their demographic groups

The Big Five Traits

Openness Conscientiousness Extroversion Agreeableness Neuroticism(Emotional Stability)

Extrinsic Motivation Theories

Operant conditioning, Expectancy theory, Equity theory

Extroversion

Outgoing, sociable, energetic, assertive

Distributive justice

Perceived fairness of the amount an allocation of rewards among individuals

The effect of a long delay reinforcement schedule?

Persistence

The effect of a partial reinforcement schedule?

Persistence

Sources of emotions and moods

Personality Time of Day Day of the week Weather Stress Sleep Exercise Age Sex

Affective events theory

Proposes that employees react emotionally to things that happen to them at work, and this reaction influences their job performance and satisfaction

Conscientiousness

Responsible and achievement-oriented

Most common way of measuring personality

Self-report surveys

Global Leadership and Organizational Behavior Effectiveness (GLOBE)

Similar to Hofstede's Framework but with two added dimensions: Humane orientation Performance orientation

The "essential trait" approach

Take large number of dimensions and analyze the correlations between them to identify a smaller number of "factors" Ex. The Big Five

Physical Abilities

The capacity to do tasks that demand stamina, dexterity, strength, and similar characteristics

Intellectual Abilities

The capacity to mental activities--thinking, reasoning, and problem solving

Job involvement

The degree to which a person identifies with a job, actively participates in it, and considers performance important to their self-worth

person-organization fit

The degree to which a person's values, personality, goals, and other characteristics match those of the organization.

Organizational Commitment

The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization

Interpersonal justice

The degree to which employees are treated with dignity and respect

Perceived Organization Support(POS)

The degree to which employees believe an organization values their contribution and cares about well-being

Stereotype threat

The degree to which we internally agree with the generally negative stereotyped perceptions of our groups

Diversity management

The process and programs by which managers make everyone more aware of and sensitive to the needs and differences of others

Personality

The sum total of ways in which an individual reacts to and interacts with others

Why are extroversion and openness stable over the course of a relationship?

They are more resilient to contrary evidence

Openness

Think flexibly; open to new ideas and experiences

The "many trait" approach

When multiple traits are used to describe someone's personality Ex. Allport & Odbert (1936) talkative, assertive, sociable, reserved, quiet

The "single trait" approach

When one trait is used to classify someone's personality Ex. Self-monitoring, Machiavellianism

Flexible Benefits

a benefits plan that allows each employee to put together a benefits package individually tailored to his/her needs and situation

employee stock ownership plan

a company established benefits plan in which employees acquire stock, often at below-market prices as part of their benefits

Pygmalion effect

a form of self fulfilling prophecy in which believing something can make it true

Job characteristics model(JCM)

a model that proposes any job can be described in terms of five job dimensions

Negative Affect

a mood dimension that consists of emotions such as nervousness, stress, and anxiety at the high end and relaxation, tranquility, and poise at the low end

Positive Affect

a mood dimension that consists of specific, positive emotions such an excitement, self-assurance, and cheerfulness at the high end & boredom, sluggishness toward the low end

Variable Pay Program

a pay plan that bases a portion of an employee;s pay on some individual and/or organizational measure of performance

Self-monitoring

a personality trait that measures an individual's ability to adjust his or her behavior to external situation factors

Employee recognition program

a plan to encourage specific employee behaviors by formally appreciating specific employee contributions

Motivating Potential Score (MPS)

a predictive index that suggests the motivating potential in a job (Skill Variety+Task Identity+Task Significance)/3 (Autonomy)(Feedback)

Felt emotions

an individual's actual emotions

Self-efficacy theory

an individual's belief that he/she is capable of performing a task

Behavioral component

an intention to behave in a certain way towards someone or something

Organizational justice

an overall perception of what is fair in the workplace, composed of distributive, procedural, informational, and interpersonal justice

The growth mindset

based on belief that your basic qualities are things you can cultivate through your efforts(passion for stretching yourself and sticking to it even when it's bad)

Merit-based pay plan

based on performance appraisal ratings

Core self evaluation

bottom line conclusions individuals have about their capabilities, competence, and worth as a person

Relational Job design

constructing jobs so employees see the positive difference they can make in the lives of others directly through their work

Performance orientation(GLOBE)

degree to which a society encourages and rewards group members for improvement and excellence

Human orientation(GLOBE)

degree to which a society rewards an individual for being altruistic, generous, and kind to others

Terminal values

desirable end states of existence; the goals a person would like to achieve during their lifetime

Self-Actualization Needs

drive to become what we are capable of becoming; includes growth, achieving our potential, and self-fulfillment

Moral emotions

emotions that have moral implications because of our instant judgement of the situation that evokes them

Collectivism(Hofstede's Framework)

emphasizes a tight social framework in which people expect others in their group to look after and protect them

Emotional labor

employee's expression of organizationally desired emotions during interpersonal reactions at work

heredity

factors determined at conception; one's biological, physiological, and inherent psychological makeup

Intensity

how hard a person tries

Instrumental values

preferable modes of behavior or mean's of achieving one's terminal values

Femininity(Hofstede's Framework)

sees little difference between male and female roles in society and treats women as equal to men in all respects

Long-term orientation(Hofstede's Framework)

society that emphasizes the future, thrift, and persistence

Emotional intelligence

the ability to detect and to manage emotional cues and information

Task significance

the degree to which a job has a substantial impact on the lives or work of other people

Autonomy

the degree to which a job provides substantial freedom an discretion to the individual in scheduling the work and in determining the procedure to be used to carry it out

Cognitive Component

the opinion or belief segment of an attitude

Procedural justice

the perceived fairness of the amount and allocation of rewards among individuals

Job rotation

the periodic shifting of an employee from one task to another

Emotional contaigon

the process by which people's emotions are caused by the emotions of others

Emotion regulation

the process of identifying and modifying felt emotions

Motivation

the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal

Psychopathy

the tendency for a lack of concern for others and a lack of guilt or remorse when actions cause harm

Positivity offset

the tendency of most individuals to experience a mildly positive mood at zero input (when nothing in particular is going on)

Narcissism

the tendency to be arrogant, have a grandoise sense of self-importance, require excessive admiration and have a sense of entitlement

Social-learning theory

the view that we can learn through both observation and direct experience

Job Design

the way the elements in a job are organized

Deep acting

trying to modify one's true inner feelings based on display rules

Expectancy Theory

a theory that the strength of a tendency to act in a certain way depends of the strength of an expectation that the act will be followed by a given outcomes and the attractiveness of that outcome to the individual

Social-belonginess needs

affection,belonginess, acceptance, and friendship

Values

basic convictions that a specific mode of conduct or end-state of existence is personally socially preferable to an opposite or converse mode of conduct or end-state of existence

Vicarious modeling

becoming more confident because you see someone else doing the task

Enactive mastery

gaining relevant experience with the task or job

surface acting

hiding one's inner feelings and forging emotional expressions in response to display rules

Value system

hierarchy based on a ranking of an individual's values in terms of their intensity

Persistence

how long a person can maintain effort

physiological needs

hunger, thirst, shelter, sex and other bodily needs

Emotional dissonance

inconsistencies between the emotions people feel and the emotions they project

Emotions

intense feelings directed at someone or something

Esteem needs

internal factors such as self-respect, autonomy, achievement and external factors such as status, recognition, and attention

Arousal

leads to an engaged state, "psychs" us up, makes us feel up to the task

Moods

less intense feelings than emotions that often arise without a specific event acting as a stimulus

Power distance(Hofstede's Framework)

national cultural attribute that describes the extent to which unequal distributions of power are accepted

short-term orientation(Hofstede's Framework)

national culture attribute tat emphasizes the present and accepts change

Mindfulness

objectively and deliberately evaluating the emotional situation in the moment

Profit-sharing plan

organization wide program that distributes compensation based on some established formula designed around a company's profitability

Collectivist culture

people tend toward self diminishment

individualistic culture

people tend toward self enhancement

Proactive personality

people who identify opportunities, show initiative, take action, and persevere until meaningful change occurs

Biographical Characteristics

personal characteristics- such as age, race, gender, and length of tenure-- that are objective and easily obtained from personnel records. These characteristics are representative of surface-level diversity

adaptive unconscious

personality laid down by our genes and early childhood experiences

Bonus

rewards employees for recent performance rather than historical performance

Safety-Security needs

security an protection from physical an emotional harm

Skill Variety

the degree to which a job requires a variety of different activities

Task identity

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

Feedback

the degree to which carrying out the work activities required by a job results in the individual obtaining direct and clear info about the effectiveness of their performance

Clarity(situation strength theory)

the degree to which cues about work duties and responsibilities are available and clear

Consequences

the degree to which decisions or actions have important implications for the organization or its numbers, clients, supplies...

Informational justice

the degree to which employees are provided truthful explanations for decisions

Uncertainty Avoidance(Hofstede's Framework)

the degree to which people in a country prefer structured over unstructured situations

Individualism(Hofstede's Framework)

the degree to which people prefer to act as individual's rather than members if a group and vaule individual rights above all else

Self-concordance

the degree to which people's reasons for pursuing goals are consistent with their interests and core values

Masculinity(Hofstede's Framework)

the degree to which the culture fairs traditional masculine roles rather than treating men and women as equal

Need for Affiliation(nAff)

the desire for friendly and close interpersonal relationships

need for achievement (nAch)

the drive to excel, to achieve in relationship to a set of standards

Displayed emotions

the emotions the organization requires workers to show and considers appropriate in a given a job

Consistency

the extent to which individual's freedom to decide or act is limited by forces outside their control

Constraints

the extent to which individual's freedom to decide or act is limited by forces outside their control

Job engagement

the investment of an employee's physical, cognitive, and emotional energies into job performance

Need for power (nPow)

the need to make others behave in a way in which they would not have behaved otherwise

Cognitive evaluation theory

version of self-determination theory in which allocating extrinsic rewards for behavior that had been previously intrinsically rewarding tends to decrease the overall level of motivation if the rewards are seen as controlling

Agreeableness

warm, friendly, cooperative, helpful

Verbal persuasion

we become more confident when someone convinces us we have the necessary skills to be successful

The fixed mindset

when you believe your qualities are carved in stone(all about proving yourself and your traits)

Telecommuting

working from home at least two days a week on computer that is linked to the employee's office