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.