MGT 291 Exam 1 - Peat
specialization strategy
focus on a narrow market segment or niche—a single product, a particular end use, or buyers with special needs—and pursue either a differentiation or cost leadership strategy within that market segment
dimensions of self-efficacy
generality, strength, magnitude
Logical-Mathematical intelligence
logic and pattern detection; analytical; problem solving; excels at math
self-management
managing your own emotions and impulses
reciprocal mentoring
matches senior employees with diverse junior employees to allow both individuals to learn more about a different group - technique used to promote diversity awareness and inclusion
operational excellence
maximizing the efficiency of the manufacturing or product development process to minimize costs
Cognition-based trust
trust is rooted in a rational assessment of the authority's trustworthiness
extrinsic work values
values related to the outcomes of the work
Self-handicapping
occurs when people create obstacles for themselves that make success less likely
self-esteem
Feelings of self-worth and liking or disliking of ourselves
cost leadership
Firms pursuing a __________ strategy strive to be the lowest cost producer in an industry for a particular level of product quality.
process-based perspectives
Focus on how people behave in their efforts to satisfy their needs
equity theory
Focuses on people's desire to be treated with what they perceive as equity and to avoid perceived inequity
general self-efficacy
Generalized belief that you will be successful at whatever challenges or tasks you might face
employee engagement
Heightened emotional and intellectual connection that an employee has for his/her job, organization, manager, or coworkers that, in turn, influences him/her to apply additional discretionary effort to his/her work
resistance to social influence orientation to cognitions rather than emotions bossiness
High Machiavellians exhibit ______________.
locus of control
How much are circumstances a function of either one's own actions or of external factors beyond one's control
two-factor theory
Identifies motivation factors, which affect satisfaction, and hygiene factors, which determine dissatisfaction
general adaptation syndrome
Identifies three stages of response to a stressor: alarm, resistance, and exhaustion
step 2 (motivate right behavior)
Identify and define the specific behaviors you wish to change
cost leadership
If a company creates and maintains a culture that encourages employees to bring new ideas into the company, it is most likely to be using what strategy?
porter-lawler model
If rewards are adequate, high levels of performance may lead to satisfaction.
type A
Impatient, competitive, ambitious, and uptight
long-term values
Include focusing on the future, working on projects that have a distant payoff, persistence, and thrift
deep level diversity
Individual differences that cannot be seen directly, including goals, values, personalities, decision-making styles, knowledge, skills, abilities, and attitudes
emotions
Intense, short-term physiological, behavioral, and psychological reactions to a specific object, person, or event that prepare us to respond to it
surface-level diversity
Observable differences in people, including race, age, ethnicity, physical abilities, physical characteristics, and gender
interpersonal value conflict
Occurs when two different people hold conflicting values
interpersonal skills
One of your remote employees makes a mistake on an important project, so you must write her an email that explains the nature of the mistake and stresses how vital it is that the mistake is both fixed and never repeated. At the same time, because it was an honest mistake, you do not want your email to demoralize, demotivate, or otherwise unduly upset your employee. Your ability to write an email that corrects your employee's behavior without damaging her productivity or your relationship with her falls under which category of skills?
the individual-organization interface
Organizational behavior is defined as the study of three interrelated areas, one of which is:
customer intimacy
Organizations pursuing a specialization strategy often try to develop a competitive advantage based on
instrumental values
Our preferred means of achieving our terminal values or our preferred ways of behaving
offshoring
Outsourcing to workers in another country
Continuance Commitment
Stay with the organization because you NEED to, based on personal investment and job prospects (Escalation of commitment?)
Normative Commitment
Stay with the organization because you OUGHT to, based on obligation to the organization
Affective Commitment
Stay with the organization because you WANT to, based on bonds with other employees
hindrance stressors
Stressors that tend to be appraised as thwarting progress toward growth and achievement
sustainable
Successful business strategies are grounded in creating and maintaining a competitive advantage that is ______________.
situational perspective
Suggests that in most organizations, situations and outcomes are influenced by other variables
interactionalism
Suggests that individuals and situations interact continuously to determine individuals' behavior
expectancy theory
Suggests that people are motivated by how much they want something and the likelihood they perceive of getting it
multiple intelligences
Suggests that there are a number of distinct forms of intelligence that each individual possesses in varying degrees
Hawthorne
The __________ effect occurs when people improve some aspect of their behavior or performance simply because they are being assessed.
agreeableness
The ability to get along with others
equity
The belief that we are being treated fairly in relation to others; inequity is the belief that we are being treated unfairly in relation to others
openness
The capacity to entertain new ideas and to change as a result of new information
eustress
The pleasurable stress that accompanies positive events
outsourcing
The practice of hiring other firms to do work previously performed by the organization itself; when this work is moved overseas, it is often called offshoring
stereotyping
The process of categorizing or labeling people on the basis of a single attribute
selective perception
The process of screening out information that we are uncomfortable with or that contradicts our beliefs
extraversion
The quality of being comfortable with relationships
personality
The relatively stable set of psychological attributes that distinguish one person from another
perception
The set of processes by which an individual becomes aware of and interprets information about the environment
culture
The set of shared values, often taken for granted, that help people in a group, organization, or society understand which actions are considered acceptable and which are deemed unacceptable
theory, hypothesis, data, verification
The steps of the scientific method go in which order?
working with people is an improvable skill
The study of organizational behavior is beneficial to managers because:
introversion
The tendency to be less comfortable in relationships and social situations
distress
The unpleasant stress that accompanies negative events
diversity
The variety of observable and unobservable similarities and differences among people
values
Ways of behaving or end-states that are desirable to a person or to a group
affectivity
What term refers to a general tendency of an individual to experience a particular mood or to react to things in a particular way or with certain emotions?
employee engagement
What term refers to a heightened emotional and intellectual connection that an employee has for his/her job, organization, manager, or coworkers that, in turn, influences him/her to apply additional discretionary effort to his/her work?
cognitive dissonance
What term refers to an incompatibility between behavior and an attitude or between two different attitudes?
the halo effect
What term refers to drawing a general impression about something or someone based on a single (typically good) characteristic?
attribution
What term refers to how people explain the causes of their own as well as other people's behaviors and achievements?
core self-evaluations
What term refers to the fundamental premises people hold about themselves and their functioning in the world?
information processing capacity
What term refers to the manner in which individuals process and organize information during learning?
structured learners
What type of learners are most likely to enjoy making outlines of text and lecture material?
individual-organization value conflict
When an employee's values conflict with the values of the organization
when highly ranked instrumental and terminal values conflict
When does intrapersonal value conflict occur?
tiered workforce
When one group of an organization's workforce has a contractual arrangement with the organization objectively different from another group performing the same jobs
hawthorne effect
When people improve some aspect of their behavior or performance simply because they are being assessed
social learning
When people observe the behaviors of others, recognize the consequences, and alter their own behavior as a result
interactional fairness
Whether the amount of information about the decision and the process was adequate, and the perceived fairness of the interpersonal treatment and explanations received during the decision-making process
strength
Which dimension of self-efficacy refers to beliefs about how confident the person is that the task can be accomplished?
organizing
Which managerial function involves designing jobs, grouping jobs into units, and establishing patterns of authority between jobs and units?
a. Recognition b. Responsibility c. Growth d. Job security
Which of the following is NOT a motivation factor in Herzberg's model?
not asking for raises
Which of the following is NOT an example of organizational citizenship?
extraversion, agreeableness, emotional stability
Which of the following traits is/are related to job satisfaction?
gustatory
Which sensory modality is LEAST important to learning?
realistic job previews, hiring customers, using employee referrals
Which strategy/strategies gives job candidates realistic information about what it would be like to work for a given firm?
alarm
Which stress stage is triggered when we first encounter a stressor?
general mental ability
Which term refers to the capacity to rapidly and fluidly acquire, process, and apply information?
Frederick Taylor
Who developed scientific management?
Gardner
Who theorized that there are a number of distinct forms of intelligence that each individual possesses in varying degrees?
Unequal Access
Women and minorities are often excluded from informal organizational networks, which can be important to job performance, mentoring opportunities, and being seen as a candidate for promotion
Under rewarded
Your inputs are greater than others inputs Monkey experiment
over rewarded
Your inputs are less than others inputs
projection
_________ refers to attributing our own characteristics to other people.
person-vocation
__________ fit refers to the fit between a person's interests, abilities, values, and personality and a profession.
confusion
__________ is NOT one of the seven universal emotions.
hypotheses
___________ are written predictions specifying expected relationships between certain variables.
Machiavellianism
____________ refers to an individual's general strategy for dealing with other people and the degree to which they feel they can manipulate others in interpersonal situations.
functional stress
_____________ refers to manageable levels of stress for reasonable periods of time that generate positive emotions including satisfaction, excitement, and enjoyment.
self-fulfilling prophecy
an expectation that causes you to act in ways that make that expectation come true.
competitive advantage
anything that gives a firm an edge over rivals in attracting customers and defending itself against competition
Reassessment of need deficiency
assessment of the extent to which the outcome addressed the original need deficiency
a. distinctiveness. b. consistency. c. the nature of the job. d. consensus.
attribution theory says that we evaluate behavior in terms of all of the following EXCEPT __________
Self-awareness
being aware of what you are feeling
stereotype
belief about an individual or a group based on the idea that everyone in that particular group will behave the same way
growth strategy
company expansion organically or through acquisitions
product innovation
continually develop new products and services to create an advantage in the market
facets of human resource management
creating programs to develop employees' skills developing incentives to motivate employees developing incentives to retain employees
Spatial-Visual intelligence
creation and interpretation of visual images; visual and special perception
customer intimacy
delivering unique and customizable products or services to meet customers' needs and increase customer loyalty
fixed-interval schedule
desired behavior is reinforced after a certain amount of time has passed—for example, receiving weekly paychecks.
fixed-ratio schedule
desired behavior is reinforced after a specified number of correct responses—for example, receiving pay bonuses for every ten error-free pieces made per hour.
variable-ratio schedule
desired behavior is reinforced after an unpredictable number of behaviors—for example, a supervisor praises a call center representative after the third call, then the seventh call after that, and then the fourth call after that.
differentiation strategy
developing a product or service that has unique characteristics valued by customers
Social skills
effectively handling the emotions of others
Positive reinforcement
good behavior = provide something good
Negative reinforcement
good behavior = remove something bad
Instrumentality
if I perform well, will I receive outcome? Is there a LINK from performance to outcome
competitive advantage sources
innovation, distribution, speed, convenience, first to market, cost, service, quality, branding
planning
is the process of determining the organization's desired future position and deciding how best to get there
Big 5 Personality Traits
openness, conscientiousness, extraversion, agreeableness, neuroticism
social responsibility
Businesses living and working together for the common good and valuing human dignity
global perspective
A willingness to be open to and learn from the alternative systems and meanings of other people and cultures, and a capacity to avoid assuming that people from everywhere are the same
cognitive dissonance
An incompatibility or conflict between behavior and an attitude or between two different attitudes
emotional intelligence
An interpersonal capability that includes the ability to perceive and express emotions, to understand and use them, and to manage emotions in oneself and other people
step 4 (motivate right behavior)
Analyze negative consequences of undesired behavior and use positive consequences following desired behavior
negative coping mechanisms
Anger, drugs, aggressiveness, ignore, give up, habits
outcome
Anything that results from performing a particular behavior
hygiene factors
Are extrinsic to the work itself and include factors such as pay and job security
motivation factors
Are intrinsic to the work itself and include factors such as achievement and recognition
cognitive, emotion-focused
Avoiding, distancing, and ignoring Looking for the positive in the negative Reappraising
perceived threat of loss
perceive a direct threat to their own career opportunities, they may feel that they need to protect their own prospects by impeding the prospects of others
performance; motivation, ability, and environment
Motivation is a critical consideration because job _____________ often requires high levels of _________________
cultural competence
The ability to interact effectively with people of different cultures
behavior modification
The application of reinforcement theory to influence the behaviors of people in organizational settings
organizational citizenship
The behavior of individuals that makes a positive overall contribution to the organization
general mental ability
The capacity to rapidly and fluidly acquire, process, and apply information
valence
The degree of attractiveness or unattractiveness a particular outcome has for a person
tolerance for risk
The degree to which a person is comfortable with risk and is willing to take chances and make risky decisions
need for acheivement
The desire to accomplish a task or goal more effectively than was done in the past
need for power
The desire to control the resources in one's environment
trust
The expectation that another person will not act to take advantage of us regardless of our ability to monitor or control them
power distance
The extent to which people accept as normal an unequal distribution of power
uncertainty avoidance
The extent to which people feel threatened by unknown situations and prefer to be in clear and unambiguous situations
masculinity
The extent to which the dominant values in a society emphasize aggressiveness and the acquisition of money and other possessions as opposed to concern for people, relationships among people, and overall quality of life
Self-motivation
persisting in the face of obstacles, setbacks, and failures
Bodily-Kinesthetic intelligence
physical agility and balance; body control; hand-eye coordination
Projection
psychoanalytic defense mechanism by which people disguise their own threatening impulses by attributing them to others
Musical intelligence
recognition of rhythm and tonal patterns; musical ability; high awareness and use of sound
promotion satisfaction
refers to employees' feelings about the company's promotion policies and their execution, including whether promotions are frequent, fair, and based on ability
coworker satisfaction
refers to employees' feelings about their fellow employees, including whether coworkers are smart, responsible, helpful, fun, and interesting as opposed to lazy, gossipy, unpleasant, and boring
Satisfaction with the work itself
reflects employees' feelings about their actual work tasks, including whether those tasks are challenging, interesting, respected, and make use of key skills rather than being dull, repetitive, and uncomfortable
supervision satisfaction
reflects employees' feelings about their boss, including whether the boss is competent, polite, and a good communicator
ethnocentrism
reflects the belief that one's own language, native country, and cultural rules and norms are superior to all others
global mindset
reflects your ability to influence people, groups, and organizations from a variety of backgrounds and cultures
Performance-to-outcome instrumentality
The individual's perception of the probability that performance will lead to certain outcomes
globalization
The internationalization of business activities and the shift toward an integrated global economy
cognition
The knowledge a person presumes to have about something
need for affiliation
The need for human companionship
attribution
The way we explain the causes of our own as well as other people's behaviors and achievements, and understand why people do what they do
kowledge workers
Those employees who add value in an organization simply because of what they know
dysfunctional behaviors
Those that detract from, rather than contribute to, organizational performance
systems approach
Various inputs are transformed into different outputs, with important feedback from the environment
Intrapersonal intelligence
self-awareness; understands oneself and one's relationship to others and to the world; relates to emotional intelligence
technical skills
skills necessary to accomplish specific tasks within the organization
cognitive, problem-focused
strategizing, self-motivating, changing priorities
challenge stressors
stressors associated with workload, pressure to complete tasks, and time urgency
cost leadership strategy
striving to be the lowest-cost producer for a particular level of product quality
halo effect
tendency of an interviewer to allow positive characteristics of a client to influence the assessments of the client's behavior and statements
interpersonal skills
the ability to effectively communicate with, understand, and motivate individuals and groups
diagnostic skills
the ability to understand cause-and-effect relationships and to recognize the optimal solutions to problems
Equal Employment Opportunity
the condition in which all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin
conceptual skills
the manager's ability to think in the abstract. A manager with strong ______________ is able to see the "big picture."
categorization
the natural tendency of humans to sort objects into groups
organizing
the process of designing jobs, grouping jobs into manageable units, and establishing patterns of authority among jobs and groups of jobs
controlling
the process of monitoring and correcting the actions of the organization and its people to keep them headed toward their goals
leading
the process of motivating members of the organization to work together toward the organization's goals
human resource management
the set of organizational activities directed at attracting, developing, and maintaining an effective workforce
organizational behavior
the study of human behavior in organizational settings, of the interface between human behavior and the organization, and of the organization itself
What are extrinsic work values?
values related to the outcomes of the work, such as financial gain
intrinsic work values
values related to the work itself
Linguistic intelligence
verbal and written language; explaining and interpreting ideas and information
attitudes
viewed as stable dispositions to behave toward objects in a certain way
human relations movement
views organizations as cooperative systems and treats workers' orientations, values, and feelings as important parts of organizational dynamics and performance
behavioral, problem-focused
working harder, seeking assistance, acquiring additional resources
Disposition-based trust
your personality traits include a general propensity to trust others
"like me" bias
a bias resulting from people's preference to associate with other people who they perceive to be like themselves
intrinsic motivation
a desire to perform a behavior effectively for its own sake
extrinsic motivation
a desire to perform a behavior to receive promised rewards or avoid threatened punishment
organizational stressors
factors in the workplace that can cause stress
Empathy
sensing how others are feeling
burnout
A general feeling of exhaustion that develops when an individual simultaneously experiences too much pressure and has too few sources of satisfaction
social comparison
A key component of equity theory is that employees compare their own input/output ratios with the input/outcome ratios of other employees. What is the term for this phenomenon?
prejudice
A negative attitude toward an entire category of people, often an ethnic or racial minority.
keep things as they are
A person who feels equitably treated is motivated to ________
external
A person who has a(n) __________ locus of control believes that most of the things that happen to her are out of her hands.
contingent worker
A person who works for an organization on something other than a permanent or full-time basis
stress
A person's adaptive response to a stimulus that places excessive psychological or physical demands on that person
ethics
A person's beliefs regarding what is right or wrong in a given situation
affect
A person's feeling toward something
Effort-to-performance expectancy
A person's perception of the probability that effort will lead to performance
psychological contract
A person's set of expectations regarding what he or she will contribute to an organization and what the organization, in return, will provide to the individual
Affirmative Action
A policy designed to redress past discrimination against women and minority groups through measures to improve their economic and educational opportunities
system
A set of interrelated elements functioning as a whole
classical conditioning
A simple form of learning that links a conditioned response with an unconditioned stimulus
meta-analysis
A statistical technique used to combine the results of many different research studies done in a variety of organizations and for a variety of jobs
Machiavellianism
A trait causing a person to behave in ways to gain power and control the behavior of others
self-direction
According to the human relations approach, offering employees _____________ is the best way to enhance motivation in the workplace.
procedural fairness
Addresses the fairness of the procedures used to generate the outcome
Affect-based trust
Based on attachment to the other person, Takes much longer than the others to be established, but has a much deeper and long-lasting effect
reinforcement theory
Based on the idea that behavior is a function of its consequences
authoritarianism
Belief that power and status differences are appropriate within hierarchical social systems such as organizations
first impression bias
Bias that occurs when a candidate is judged based on what happens during the first few minutes of an interview.
acquired needs framework
Centers on the needs for achievement, affiliation, and power
neuroticism
Characterized by a person's tendency to experience unpleasant emotions such as anger, anxiety, depression, and feelings of vulnerability
collectivism
Characterized by tight social frameworks in which people tend to base their identities on the group or organization to which they belong
intention
Component of an attitude that guides a person's behavior
negative affect
Comprises feelings of being upset, fearful, and distressed
self-efficacy
Confidence in one's ability to organize and execute courses of action necessary to accomplish a specific task
intrapersonal value conflict
Conflict between the instrumental value of ambition and the terminal value of happiness
universal
Deepak is the founder of a small game development studio. He devised a method for meeting deadlines that has proven very effective for his organization. Deepak believes that his method will also work for any other organization. What type of perspective does this belief reflect?
step 1 (motivate right behavior)
Define the problem-what can be improved?
fear
Deming believed that removing _______ from the workplace gives employees pride in their workmanship, which increases production.
system, worker
Deming believed that when things go wrong, it is almost certain that the ________ rather than the __________ is the cause.
variable-interval schedule
Desired behavior is reinforced after an unpredictable amount of time has elapsed—for example, not knowing when a regional supervisor will visit your location for an inspection.
variety diversity
Differences in a certain type or category, including group members' expertise, knowledge, or functional background
separation diversity
Differences in position or opinion among group members reflecting disagreement or opposition—dissimilarity in an attitude or value, for example, especially with regard to group goals or processes
disparity diversity
Differences in the concentration of valuable social assets or resources—dissimilarity in rank, pay, decision-making authority, or status, for example
person-organization fit
Do the individual's values, beliefs, and personality fit the values, norms, and culture of the organization?
person-vocation fit
Do the person's interests, abilities, values, and personality fit his or her occupation?
person-group fit
Does the employee fit the workgroup, including the supervisor?
person-job fit
Does the person meet the needs of the job and does the job meet the needs of the person?
motivation
Energetic forces inside or outside of someone that: Prompt work-related effort Determine this effort's direction, intensity, and persistence
step 5 (motivate right behavior)
Evaluate if behavior has improved, and by how much
positive coping mechanisms
Exercise, meditation, read, sleep
individualism
Exists to the extent that people in a culture define themselves primarily as individuals rather than as part of one or more groups or organizations
work-life relationships
Interrelationships between a person's work life and personal life
information processing capacity
Involves the manner in which individuals process and organize information
operating earnings, return on investment, stock price
Listening to employees, recognizing their work, building trust, and behaving ethically has been shown to boost each of the following measures of performance
external factors
Luck, lack of resources, and other people are examples of __________
greater responsibility, challenge, and continuous development
Maslow helped to increase managers' awareness of the motivating potential of giving employees which of the following?
scientific method
Method of knowledge generation that relies on systematic studies that identify and replicate a result using a variety of methods, samples, and settings
short-term values
More oriented toward the past and the present and include respect for traditions and social obligations
type B
More relaxed and easygoing and less overtly competitive than Type A
interpersonal value conflict
Personality clashes are an example of ______________.
step 3 (motivate right behavior)
Record and track the occurrence of the target behavior
conscientiousness
Refers to an individual being dependable and organized
organizational fairness
Refers to employees' perceptions of organizational events, policies, and practices as being fair or not fair
learning style
Refers to individual differences and preferences in how we process information when problem solving, learning, or engaging in similar activities
corporate governance
Refers to the oversight of a public corporation by its board of directors
distributive fairness
Refers to the perceived fairness of the outcome received, including resource distributions, promotions, hiring and layoff decisions, and raises
terminal values
Reflect our long-term life goals, and may include prosperity, happiness, a secure family, and a sense of accomplishment
positive affect
Reflects a combination of high energy and positive evaluation characterized by emotions like elation
job satisfaction
Reflects our attitudes and feelings about our job
organizational committment
Reflects the degree to which an employee identifies with the organization and its goals and wants to stay with the organization
tolerance for ambiguity
Reflects the tendency to view ambiguous situations as either threatening or desirable
affectivity
Represents our tendency to experience a particular mood or to react to things with certain emotions
Goal-directed behaviors
Result from trying to satisfy need deficiencies
moods
Short-term emotional states that are not directed toward anything in particular
Interpersonal intelligence
ability to relate to others and perceive their feelings; interprets behaviors of others; relates to emotional intelligence
Punishment
bad behavior = provide something bad
Extinction
bad behavior = remove something good
scientific management
based on the belief that productivity is maximized when organizations are rationalized with precise sets of instructions based on time-and-motion studies
pay satisfaction
employees' feelings about the compensation for their jobs
behavioral, emotion-focused
engaging in alternative activities, seeking support, venting anger
contrast effect
evaluation of a person's characteristics that is affected by comparisons with other people recently encountered who rank higher or lower on the same characteristics