MGMT310 EXAM 2
In what three sources can trust be rooted?
disposition based, cognition based, affect based
What role does moral identity and an ethical culture play in ethical behavior?
Moral Identity is the degree to which one deems themselves moral (good vs bad apples) and ethical culture is the culture of an organization endorsing unethical things (bad barrel).
How did the GLOBE project expand from Hofstede's cultural values?
More recent research by Project GLOBE has replicated many of those dimensions and added five other means to distinguish among cultures: gender egalitarianism, assertiveness, future orientation, performance orientation, and humane orientation
What are the dimensions of Hofstede's cultural values?
Hofstede's taxonomy of cultural values includes individualism-collectivism, power distance, uncertainty avoidance, masculinity-femininity, and short-term vs. long-term orientation.
What is the four-component model of ethical decision making (in order)?
1) Moral Awareness: authority recognizes that a moral issues exists in a situation/ethical code is relevant 2) Moral Judgement: reflects the process individuals use to determine whether a particular path is ethical or unethical- cognitive moral development can play a role, as can moral principles 3) Moral Intent: authorities degree of commitment to the moral course of action; can be influenced by "bad barrels" or economic concerns 4)Ethical Behavior
Are personality tests a useful tool for organizational hiring?
Personality tests are useful tools for organizational hiring. Research suggests that applicants do "fake" to some degree on the tests, but faking does not significantly lower the correlation between test scores and the relevant outcomes
What are the different types of reinforcement that can occur?
Positive reinforcement- positive outcome follows a desired behavior (reward) Negative reinforcement-unwanted outcome is removed following a desired behavior (avoid getting yelled at) designed to increase desired behavior -Punishment-when an unwanted outcome follows an unwanted behavior -Exinction- the removal of a consequence following an unwanted behavior
What is the expectancy theory?
belief that successful performance (P) will result in some outcome or outcomes (O)
What is motivation's relationship with engagement
contemporary synonym for high levels of intensity and persistence in work effort. when employees are more "engaged", they completely invest themselves and their energies into their jobs
What is equity theory?
the theory that people are most satisfied with a relationship when the ratio between benefits and contributions is similar for both partners
What taxonomies can be used to describe personality, other than the big five?
The Big Five is the dominant taxonomy of personality; other taxonomies include the Myers-Briggs Type Inventory and Holland's RIASEC model.
What is motivation?
a set of energetic forces that originate within and outside a employee that initiates work-related effort and determines its direction, intensity, and persistence
How does socioeconomic status play a role in cognitive ability?
Coming from a more disadvantaged background means some may not have access to resources to develop cognitive ability
What kind of needs do people have and which are most important?
-Basic (physiological and safety-existence) -Psychological (belongingness/love, esteem-relatedness/control) -Self fulfillment (self-actualization-meaning)
What are the three beliefs that help determine how work effort is directed?
-Expectancy (if I exert a lot of effort, will I perform well?) -Instrumentality (if I perform well, will I receive outcomes?) -Valence (will the outcomes be satisfying?)
What are the three types of comparisons that can be made with equity theory and how do these comparisons affect employees' motivation?
-Your outcomes/your inputs = other's outcomes/others inputs (no action is needed, all is in balance and you feel good -Your outcomes/your inputs < other's outcomes/others inputs (you feel anger, you can restore balance by 1. shrinking your inputs to align w/ your outcomes, or 2. increase your outcomes through counterproductive work behavior) -Your outcomes/your inputs > other's outcomes/others inputs (you should feel guilty; restore balance by giving away some of your outcomes or by cognitive distortion)
What are the three components of motivation and how do they fit into the four main theories of motivation?
-what employees do at any given moment -how hard they work -for how long they work four theories: expectancy, goal setting, equity, and psychological empowerment
What dimensions can be used to describe the trustworthiness of an authority?
Ability- skills, competencies, expertice Benevolence- belief that authority wants to do good for the trustor (mentor-protege relationships) Integrity- perception that authority adheres to a set of values/principles that trustor deems acceptable
What is ability? How does it differ from personality?
Ability: the relatively stable capabilities people have to perform a particular range of different but related activities. Personalty suggests what people might do
What shapes personality - is it nature, nurture, or both?
Although both nature and nurture are important, personality is affected significantly by genetic factors. Studies of identical twins reared apart and studies of personality stability over time suggest that between 35 and 45 percent of the variation in personality is genetic. Personality can be changed, but such changes are apparent only over the course of several years
What is psychological empowerment? What are the four beliefs that help foster psychological empowerment?
An intrinsic form of motivation derived from the belief that one's work tasks are contributing to some larger purpose -Meaningfulness -Self-determination -Competence -Impact
How do perceptions of trust in relationships evolve over time?
At the start, most of us use disposition based trust to form evaluations. Over time, we supplement that w/ cognition based trust and, for some, form an emotional bond
What are the four steps involved in behavioral modeling?
Attentional Processes Retention Processes Production Processes Reinforcement
what do we mean by 'bad apples' and 'bad barrels' in ethics?
Bad apples-individual factors, degree to which a person identifies as being a moral person Bad barrel- situational factors, culture of an organization can endorse doing unethical things
What is the potential downside of using cognitive ability in OB for selection, promotion, etc.?
Being smart does not equal being helpful
how can trust affect different types of exchange relationships that employees have with their supervisor?
Can influence citizenship behavior. Employees who don't trust employers resemble contractual agreements Employees who do trust employers have a mutual investment and are willing to go above and beyond
What types of striving/goals are associated with each dimension of the Big Five?
Conscientiousness-accomplishment striving Agreeableness-communion striving Neuroticism-negative affectivity Openness- Extraversion-zero acquaintance situations
what are the different schedules of reinforcement? When are they used? Which has the best results?
Continuous-the simplest schedule and happens when a specific consequence follows each and every occurrence of a desired behavior (praise) Fixed interval-the single most common form, workers are rewarded after a certain amount of time, and the length of time between reinforcement periods stays the same (paycheck) Variable interval- designed to reinforce behavior at more random points in time (supervisor walk by) Fixed ratio- reinforce behaviors after a certain number of them have been exhibited (piece-rate pay) Variable ratio- reward people after a varying number of exhibited behaviors (commission pay) best method
What are the four types of justice? How are they distinct? How do they interact together (e.g., how do procedural/distributive justice and interpersonal/informational justice combine)?
Distributive, procedural, interpersonal, informational Distrib/procedural- outcome vs. fairness of the process Interpersonal/informational- treating employees fairly and communicating
What are examples of each type of justice?
Distributive- determining if pay, rewards, evaluations, promotions, and work assignments are allocated according to proper norms Procedural- authorities adhere to rules of fair process Interpersonal- fairness of treatment (respect and propriety) Informational- fairness of communications provided(justification and truthfulness)
How do the three beliefs work together?
Effort--------Performance------Outcome Expectancy. Instrumentality. Valence
What types of knowledge can employees gain as they learn and build expertise? What makes these types of knowledge distinct from each other?
Employees gain both explicit and tacit knowledge as they build expertise. Explicit knowledge is easily communicated and available to everyone. Tacit knowledge, however, is something employees can learn only through experience.
What role does self-efficacy play in expectancy theory?
Employees who feel more "efficacious" (i.e., self-confident) for a particular task will tend to perceive higher levels of expectancy—and therefore be more likely to choose to exert high levels of effort
Are the Big Five stable over time?
Extraversion-stable Openness-stable Agreeableness, conscientiousness, neurotism-change over time
Faulty perceptions, faulty attributions, limited information, escalation of commitment - what are the ins and outs of each?
Faulty perceptions (bias)- the process of selecting, organizing, storing, and retrieving information about the environment. Although perceptions can be very useful—because they help us to make sense of the environment around us—they can often become distorted versions of reality Faulty attributions-when people witness a behavior or outcome, they make a judgment about whether it was internally or externally caused Limited information(bounded rationality)-the notion that decision makers simply do not have the ability or resources to process all available information and alternatives to make an optimal decision Escalation of commitment-refers to the decision to continue to follow a failing course of action
What is the sequential order to nonprogrammed decision making?
Identify the problem-if the problem recognized? has it been dealt with before?-determine appropriate criteria for making a decision-generate a list of available alternatives-evaluate the alternatives against criteria-choose the solution that maximizes value-implement appropriate solution-does the solution deliver expected outcome?
For interpersonal and informational justice, what rules guide fair treatment (interpersonal) and fair communication (informational)?
Interpersonal: Respect- treating employees w/ sincerity and dignity Propriety- refraining from improper remarks towards employees Informational: Justification- authorities explain decision making procedures and outcomes extensively Truthfulness- communications are honest and candid
How does trust affect job performance and organizational commitment? Are the relationships the same for all three types of commitment?
Job performance- moderate positive Org commitment- strong positive
How does motivation relate to job performance and organizational commitment?
Job performance- strong positive Org commitment- moderate positive
How does learning affect job performance and organizational commitment?
Job performance-moderate positive Org commitment- weak positive
What are the different goal orientations that people can hold, and how do they relate to employee outcomes?
Learning- enjoy working on new kinds of tasks, even if they fail during their early experiences Performance prove- focus on demonstrating their competence so that others think favorably of them. Performance avoid- focus on demonstrating their competence so that others will not think poorly of them
What are the different dimensions of corporate social responsibility?
Legal- follow society's laws Ethical- orgs have an obligation to do what is right, just, and fair to avoid harm Social- orgs should contribute resources to improve the quality of life in the communities they work in (environmental sustainability)
What type of climate is needed to foster transfer of learning?
Peer support, opportunities to use learned knowledge, application
What is personality? What is it comprised of? What are traits and cultural values?
Personality refers to the structures and propensities inside people that explain their characteristic patterns of thought, emotion, and behavior. It also refers to people's social reputations—the way they are perceived by others. In this way, personality captures what people are like (unlike ability, which reflects what people can do). Cultural values are shared beliefs about desirable end states or modes of conduct in a given culture that influence the development and expression of traits.
What makes an outcome have high valence?
Salary increases, bonuses, and more informal rewards are typical examples of "positively valenced" outcomes
What are the various types of emotional ability/intelligence?
Self-awareness, other awareness, emotion use and emotion regulation
What are the 'Big Five'?
The "Big Five" include conscientiousness (e.g., dependable, organized, reliable), agreeableness (e.g., warm, kind, cooperative), neuroticism (e.g., nervous, moody, emotional), openness to experience (e.g., curious, imaginative, creative), and extraversion (e.g., talkative, sociable, passionate)- CANOE
What steps can organizations take to foster learning?
Training-represents a systematic effort by organizations to facilitate the learning of job-related knowledge and behavior Knowledge transfer-older, experienced workers share knowledge to their younger employees Behavior model training-the ability to observe and learn from those in the company with significant amounts of tacit knowledge Communities of practice-groups of employees who work together and learn from one another by collaborating over an extended period of time
What factors influence individuals' perceptions of disposition-based trust?
Trust propensity-expectations that words, promised, and statements of individuals and groups can be relied upon
What is trust, and how does it relate to justice and ethics?
Trust- willingness to be vulnerable to an authority based on positive expectations about the authority's actions and intentions
What do we know about intrinsic/extrinsic sources of motivation in organizations? How do they relate to different work-related outcomes? Do they stay the same over time or can they change within a day?
Usually ranked 5th or 6th in importance, but studies show that financial incentives often have a stronger impact on motivation than other kinds of outcomes. " it doesn't matter how confident you are if performance doesn't result in any outcomes"
what is the difference between veiled and clear purpose integrity tests.
Veiled-Do not reference dishonesty explicitly but instead assess more general personality traits that are associated with dishonest acts. Clear-sk applicants about their attitudes toward dishonesty, beliefs about the frequency of dishonesty, endorsements of common rationalizations for dishonesty, desire to punish dishonesty, and confessions of past dishonesty
What do we mean by inputs and outputs for equity theory?
What one is putting into their job and the outcome that follows it (ex. working hard and getting a promotion
What types of tests can organizations use to assess cognitive ability?
Wonderlic Best to pair the test with other "noncognitive assessments" like an interview (Schmidt and Hunter 1998)
What taxonomies can be used to describe cultural values?
individualism-collectivism, power distance, uncertainty avoidance, masculinity-femininity, and short-term vs. long-term orientation
Are integrity tests a useful tool for organizational hiring?
integrity test scores have a moderately strong, negative correlation with counterproductive behaviors such as theft
What role do needs play in expectancy theory?
outcomes are deemed more attractive when they help satisfy needs.
What is locus of control?
reflects whether people attribute the causes of events to themselves or to the external environment
What are the various types of physical ability?
strength, stamina, flexibility, coordination, psychomotor abilities, sensory abilities
What is goal setting theory?
views goals as the primary drivers of the intensity and persistence of effort
What steps can organizations take to increase employee motivation at the individual-, unit-, and organization-level? Specifically, what are the different types of programs that organizations can formally implement to increase employee motivation?
Individual- piece rate, merit pay, lump sum bonuses, recognition awards Unit- gainsharing Organization- profit sharing
How does cognitive ability affect job performance and organizational commitment?
Job performance-strong positive Organization commitment- no effect
What is learning, and how does it affect decision making?
Learning is a relatively permanent change in an employee's knowledge or skill that results from experience. Decision making refers to the process of generating and choosing from a set of alternatives to solve a problem. Learning allows employees to make better decisions by making those decisions more quickly and by being able to generate a better set of alternatives
What decision-making problems can prevent employees from translating their learning into accurate decisions?
Limited information, faulty perceptions(bias), faulty attributions, escalation of commitment
How does personality affect job performance and organizational commitment?
Moderate positive for both
How can we use the 'Big Five' to tap into a person's integrity?
Most integrity tests actually assess, in large part, a combination of high conscientiousness, high agreeableness, and low neuroticism, along with an honesty or humility factor that may lie beyond the Big Five
What two methods can employees use to make decisions? How does expertise factor in?
Programmed decisions are decisions that become somewhat automatic because a person's knowledge allows him or her to recognize and identify a situation and the course of action that needs to be taken. Many task-related decisions made by experts are programmed decisions. Nonprogrammed decisions are made when a problem is new, complex, or not recognized. Ideally, such decisions are made by following the steps in the rational decision-making model.
For the MBTI—what are the pros and cons of using this personality inventory?
Pros-most appropriate use of the MBTI is in a team-building context, to help different members understand their varying approaches to accomplishing tasks Cons-there is little evidence that the MBTI is a useful tool for predicting the job satisfaction, motivation, performance, or commitment of employees across jobs, using as a hiring tool isn't warranted
What concerns do we have over personality/integrity tests?
Some people can try to "fake" their results
What are the two qualities that make goals strong predictors of task performance? Under what conditions do these effects occur?
Specific and difficult goals. Triggered by self set goals
What are the various types of cognitive ability?
Verbal-written and oral expression/comprehension Quantitative-number facility and mathematical reasoning Reasoning-problem sensitivity, deductive reasoning, originality Spatial-orientation, visualization Perceptual-speed and flexibility of closure, perceptual speed
How important is training for learning and decision making?
Very important- helps build expertise and helps employees gain knowledge and skills applicable to the job