Org Man Test 2
Positive reinforcement tends to
Increased the desired behavior
Growth need strength
The degree to which a person has higher order needs, such as self-esteem and self-actualization; affects how much of these characteristics people want or need
Goal Commitment
The degree to which a person is dedicated to reaching the goal.
Task identify
The degree to which a person is in charge of completing an identifiable piece of work from start to finish.
Feedback
The degree to which people learn how effective they are being at work.
Psychological Capital (PsyCap)
The degree to which the individual has high efficacy, optimism, hope, and resilience.
Examples of Motivators
- Achievement - Recognition - Interesting Work - Increased Responsibility - Advancement and Growth
Examples of Hygiene Factors
- Company policy - Supervision and Relationships - Working conditions - Salary - Security
Components of Job Specialization
- Job Rotation - Job Enlargement - Job Enrichment - Job Crafting
Core Job Characteristics
- Skill variety - Task identity - Task significance - Autonomy - Feedback
Psychological States
- meaningfulness - Responsibility - Knowledge of results
Example of Change referent
Comparing oneself to someone who is worse off
Electronic Monitoring
Electronic surveillance of employees in order to track employee performance, reduce legal liability, or protect employer's trade secrets.
Which statement regarding research on emotional contagion is true?
Emotions are especially salient in teams and thus teams can exhibit emotional contagion just as individuals can.
Negative Emotions
Emotions such as anger, fear, and sadness that can result from undesired events
Positive Emotions
Emotions such as joy, love, and surprise that can result from desired events.
Example of Increase Referent's inputs
Encouraging the referent to work harder
OB Mod Step 5
Evaluate and maintain
Stressors
Events or contexts that cause a stress reaction by elevating levels of adrenaline and forcing a physical or mental response
Self Awareness
Exists when you are able to accurately perceive, evaluate, and display appropriate emotions
Self Management
Exists when you are able to direct your emotions in a positive way when needed
Relationship Management
Exists when you are able to help others manage their own emotions and truly establish supportive relationships with others
Social Awareness
Exists when you are able to understand how others feel
Job Enlargement
Expanding the tasks performed by employees to add more variety.
Role Conflict
Facing contradictory demands at work
Self-actualization
Morality, creativity, spontaneity, problem solving, lack of prejudice, acceptance of facts
Causes of Stress at Work
- Role Demands and Overload - Work/Family Conflict - Financial Stressors, Unemployment, and Job Insecurity - Uncertainty - Anticipatory Stress and Rumination
Role Demands and Overload
- Role ambiguity - Role conflict - Role overload - Information overload
Scientific Management
- Based on the ideas from Frederick Taylor's 1911 book, Principles of Scientific Management - Among the most influential books of the 20th century
Job Specialization
- Break down jobs into their simplest components - Assign tasks so each employee performs a select number of tasks in a repetitive manner
When are goals more effective?
- Feedback - Ability - Goal commitment
How do SMART goals motivate?
- Give direction - Make you think outside of the box - Provide challenge - Energize
Organizational Approaches to Managing Stress
- Give employees autonomy - Create fair workplaces - Provide social support - Offer flexible schedules - Training - Sabbaticals
Downsides to Goal Setting
- Learning decreases - Adaptability declines - Narrow thinking may develop - Ethical problems increase
Motivating Through Performance Reviews
- Performance management - Performance review - Absolute ratings vs. Relative rankings
General Adapation Syndrome (GAS)
- Selye believed that unmanaged stress could create physical and psychological - The GAS model predicts that when there is a threat to the individual's natural balance, the body responds with a "flight or fight" response
Job Demands-Resources (JD-R) Model
- Stress is caused by the interaction between demands and resources - Notes that every job has demands or costly aspects
Felt Empowerment
- The work is meaningful - Feeling confident that one can perform the job - Having discretion and autonomy at work - Ability to influence how the company operates
Two types of Stressors
1. Hindrance Stressors 2. Challenge Stressors
Ensuring Goal Alignment Through Management by Objectives (MBO)
1. Setting company-wide goals derived from corporate strategy 2. Determining team and department level goals 3. Collaboratively setting individual-level goals that are aligned with corporate strategy 4. Develop an action plan 5. Periodically reviewing performance and revising goals
SMART goal
A goal that is specific, measurable, aggressive, realistic, and time-bound.
Job enrichment
A job redesign technique allowing workers more control over how they perform their own tasks.
Uncertainty
A major stressor for employees starting at a new organization; organizational changes such as changing leadership, procedures, policies, and technology, reorganizing, downsizing, merging, or "rightsizing" can cause stress
Referent
A person we compare ourselves to in equity theory
Equity Sensitivity
A personality trait that explains different reactions to inequity.
Performance Review
A process in which employee performance is measured.
Performance Appraisal
A process through which employee performance is measured and then communicated to the employee; Used to make decisions about distributing pay raises, making promotion decisions, and initiating terminations
Persona
A professional role that involves acting out potentially artificial feelings as part of a job.
Emotion
A short, intense feeling resulting from some event
OB Mod
A systematic application of reinforcement theory to modify employee behaviors in the workplace.
Management by Objectives (MBO)
A systematic approach to ensure that individual and organizational goals are aligned
Cognitive Dissonance
A term that refers to a mismatch among emotions, attitudes, beliefs, and behavior
Thematic Accerception Test TAT
A test that assesses a person's dominant need
Affective Events Theory (AET)
A theory that explores how events on the job cause different kinds of people to feel different emotions
Workplace bullying
Abuse and mistreatment of someone vulnerable by someone more powerful at work
Stress is related to which work outcome? High turnover, worse job attitudes, decreased performance.
All of the above.
Rumination
An inability to let go of past events and obsessively thinking about them
Burnout
An ongoing negative emotional state resulting from dissatisfaction
OB Mod Step 3
Analyze its antecedents and outcomes
6 Emotions at Work
Anger Fear Sadness Joy Love Surprise
What is the best example of anticipatory stress?
Anna's coworker was just let go due to downsizing. Anna worries about whether she will get to keep her job.
Inputs
Are the contributions people feel they are making to the environment
Expectancy Theory
Argues that motivation is determined by a rational calculation in which individuals evaluate their situation
R - Realistic
Be honest with yourself - you know what you and your team are capable of
Genuine acting
Behavior requiring an individual to display emotions aligned with their own.
Deep acting
Behavior requiring an individual to try to experience the emotions they are displaying.
Surface acting
Behavior requiring individuals to exhibit physical signs, such as smiles, that reflect emotions they don't feel.
Affect driven behavior
Behavior that occurs when emotions trigger you to respond in a certain way
Physiological needs
Breathing, food, sex, sleep, homeostasis, excretion
Existence
Corresponds to Maslow's physiological and safety needs
Relatedness
Corresponds to social needs
Challenge stressors
Demands and circumstances that cause stress but also promote individual growth.
Psychological Stress
Depression and anxiety Frustration and Burnout
Financial Stressors, Unemployment, and Job Insecurity
Downsizing and job insecurity are related to greater stress, alcohol use, and lower performance and creativity
Job Characteristics Model (JCM)
Five core job dimensions, leading to three critical psychological states, which lead to work-related outcomes.
Fixed interval schedules
Fixed-interval schedules involve providing rewards after a specified amount of time.
Love and Belonging
Friendship, family, sexual intimacy, sense of connection
T-Time Bound
Give yourself a deadline to create a sense of urgency and keep you focused on the task at hand
ERG Theory
Groups Maslow's basic human needs into 3 categories: 1. Existence 2. Relatedness 3. Growth ** Does NOT rank needs in any order
Role Overload
Having insufficient time and resources to complete one's job
Acquired-Needs Theory
Individuals acquire three types of needs as a result of their life experiences. - need for achievement - need for affiliation - and need for power
Entitled
Individuals who expect to receive a lot without giving much in return
Benevolent
Individuals who give without waiting to receive much in return
Information Overload
Information processing demands that exceed the supply or capacity of time available for such processing.
Martha works on an auto assembly line. Last year she was responsible for welding the upper panel of the wheel well onto the left rear wheel area. This year, she is also responsible for the welding all parts of the entire left rear wheel area and checking for q
Job Enlargement
Demand Control Model
Karasaek developed the demand control model for environments with less extreme stress, but more frequent; according to this model, the highest level of stress occurs when job demands are HIGH and job control is LOW
Work-life conflict has shown to be related to what?
Lower job and life satisfaction
Motivating Potential Score
MPS = (Skill Variety + Task Identity + Task Significance) / 3 x (Autonomy) x (Feedback)
M - Measurable
Make sure your goal is trackable
Example of a fixed-interval schedule
Many employers provide an end-of-year bonus to align with the holiday season
OB Mod Step 2
Measure the baseline level
Outcomes in JCM
Motivation Performance Satisfaction Absenteeism Turnover
Job rotation
Moving employees from job to job at regular intervals.
Punishment
Negative behavior followed by negative consequences *Manager demotes the employee
Extinction
Negative behavior followed by removal of positive consequences *Manager ignores the behavior
Example of Increase own outcomes
Negotiating a raise for oneself or using unethical ways of increasing rewards such as stealing from the company
Physiological Stress
Nervousness, tension, headaches, anger, irritability, fatigue, aging, skin diseases
Outcomes
Perceived rewards
Extrinsic Motivation
Performing an activity because it is related to desirable outcomes such as financial rewards, status, or approval from others
Outcomes of Stress
Physiological, Psychological, Work outcomes
Growth
Refers to esteem and self-actualization
Job crafting
Refers to the changes employees make to their own job description
Procedural Justice
Refers to the degree to which fair decision-making procedures are used to arrive at a decision
Interactional Justice
Refers to the degree to which people are treated with respect, kindness, and dignity in interpersonal interactions
Which statement regarding goal setting and ethics is true?
Research shows that goal setting sometimes leads to unethical behaviors for financial gain.
Fixed Ratio Schedule
Rewarding behavior after a set number of occurrences.
Valence
Rewards, are outcomes desirable Do I find the outcomes desirable?
Which item is a motivator in Herzberg's theory of motivation?
Salary Working conditions Company policy RECOGNITION
Which employee is most likely to report experiencing felt empowerment at work?
Sam uses his judgment to approve the customer's refund.
Safety and security
Security of body, employment, resources, morality, family, health, property
Maslow Hierarchy of Needs Theory
Self-Actualization Self-Esteem Love and belonging Safety and security Physiological needs
Jason knows that he is flexible, enjoys challenging goals, and is concerned about the security of his job. Jason demonstrates which building block of the emotional intelligence concept?
Self-Awareness
Self-esteem
Self-esteem, confidence, achievement, respect of others, respect by others
S - Specific
Set numbers with real deadlines
Management by Objectives (MBO) PROCESS
Setting companywide goals derived from corporate strategy, determining team and department-level goals, collaboratively setting individual-level goals that are aligned with corporate strategy, developing an action plan, and periodically reviewing performance and revising goals.
What is an advantage of Job Specialization?
Staffing costs are lower because the repetitive nature of tasks makes skill requirements lower
Hindrance stressors
Stress caused by factors that detract us from our personal goals and prevent personal growth.
Anticipatory Stress
Stress caused by visualizing events that may or may not happen in the future
Work outcomes of stress
Stress is related to worse job attitudes, higher turnover, higher absenteeism, and decreases in job performance; stressed individuals have lower organizational commitment than those who are less stressed
Goal Setting Theory
Strong support that setting goals is related to performance improvements
Frustration Regression
Suggests that individuals who are frustrated trying to satisfy one need may regress to another
Example of Seek legal action
Suing the company or filing a complaint if the unfairness in question is under legal protection
Kathy dislikes her coworker, yet every morning she tops to pleasantly chat for a few moments on the way to her desk. Kathy is using what emotional labor strategy?
Surface acting
Emotional Intelligence (EI)
The ability to understand others more completely by becoming more aware of one's own and other's emotions
Stress
The body's reaction to a change that requires a physical, mental, or emotional adjustment or response
Performance Management
The collection of tools, methods, and procedures aiming to improve employee performance.
Skill variety
The extent to which the job requires a person to utilize multiple high-level skills.
Skill variety refers to
The extent to which the job requires a person to utilize multiple high-level skills.
Journaling
The process of writing out thoughts and emotions on a regular basis
Emotional Labor
The regulation of feelings and expressions for organizational purposes
Empowerment
The removal of conditions that make a person powerless.
Workaholism
The tendency to work excessively and compulsively. Higher levels of burnout, work life conflict, stress, and worse health outcomes
Reinforcement Theory
Theory based on the work of Ivan Pavlov on behavioral conditioning; behavior is a function of its outcomes
Type A personalities
Those who display high levels of speed/impatience, job involvement, and hard-driving competitiveness. *Studies show that the hostility and hyper-reactive portion is a major concern in terms of stress and negative organizational outcomes*
Type B personalities
Those who tend to be relatively calm and tend to think through situations as opposed to reacting emotionally. *Fight or flight and stress levels are lower as a result
Marc is a student at TCU. He is the first to arrive at each of his classes and his very upset with the professor if class does not begin exactly on time. He studies late every night and will argue with his professor for every point.
Type A Personality.
Role Ambiguity
Vagueness in relation to our job responsibiities
The need for affiliation
Want to be liked and accepted by others
The need for achievement
Want to be successful
The need for power
Want to influence others and control their environment
Work-life Conflict
When the demands from one's work and other aspects of one's life are negatively affecting one another.
Example of a continuous schedule
Wise parents stock up on stickers and other rewards to utilize this schedule when potty training their kids
A - Attainable
Work towards a goal that is challenging, but possible
OB Mod Step 4
to intervene
Job design is the primary influencer over:
• Employee motivation • Job satisfaction • Commitment to an organization • Absenteeism • Turnover
Benefits of Job Enlargement
• Reduces boredom and monotony • Has similar benefits to job rotation
Cognitive Crafting
Changing the way the person thinks about the job
Equity Theory
Assumes that once people feel a situation is inequitable, they are motivated to react
Job specialization
Breaking down tasks to their simplest components and assigning them to employees so that each person would perform few tasks in a repetitive manner.
Example of a variable ratio
Casino slot machines pay out on a variable-ratio schedule to provide an element of chance to their patrons
Example of Distort Perceptions
Changing one's thinking to believe that the referent actually is more skilled than previously thought
Task crafting
Changing the content of the job
Relational Crafting
Changing the quality and amount of interactions involved with other people
Types of Structural Empowerment
Decision authority Leadership style Organizational structure Access to information Organizational Climate
Example of Reduce own input
Deliberately putting forth less effort at work. Reducing the quality of one's work
Overpayment Inequity
Equity theory predicted people would feel guilty if they were over-rewarded; However, research suggests individuals actually experience less distress as a result of being over-rewarded
Equity-sensitive individuals
Expect to maintain equitable relationships Experience distress when they feel they are over-rewarded or under-rewarded
Environment
External factors that affect performance
Hygiene factors
Factors extrinsic to the job
Motivators
Factors that are intrinsic to the job
Ability
Having the skills and knowledge required to perform the job
Two-Factor Theory
Herzberg believed that motivators (NOT hygiene factors) are what truly motivate employees
OB Mod Step 1
Identify behavior to be modified
Fairness
Is when the input-to outcome ratio is similar to the input-to-outcome ratio of a comparison person
Positive Reinforcement
Positive behavior followed by positive consequences *Manager praises the employee
Negative Reinforcement
Positive behavior followed by removal of negative consequences *Manager stops nagging the employee
Variable ratio
Providing the reinforcement on a random pattern.
Intrinsic Motivation
Pursuing an activity because it is inherently enjoyable and absent of appar
Example of Leave the situation
Quitting one's job
Distributive Justice
Refers to the degree to which the outcomes received from the organization are perceived to be fair
Example of a fixed-ratio schedule
Some hair salons hoping to keep regular customers often give away a free haircut after every 10th haircut
Structural Empowerment
The aspects of the work environment that give employees discretion and autonomy and enable them to do their jobs effectively.
Interactional justice is understood to be
The degree to which people are treated with respect, kindness, and dignity in interpersonal interactions
Autonomy
The degree to which people have the freedom to decide how to perform their tasks.
Instrumentality
The degree to which the person believes that performance is related to secondary outcomes such as rewards. Will Performance lead to outcomes?
Motivation
The desire to achieve a goal or a certain performance level, leading to goal-directed behavior
Continuous Schedule
When reinforcers follow all instances of positive behavior.
Task Significance
Whether a person's job substantially affects other people's work, health, or well-being.
Expectancy
Whether the person believes that high levels of effort will lead to outcomes of interest such as performance or success. Will my effort lead to high performance?
Benefits of Job Rotation
• Reduces the monotonous aspects of a job • Creates an effective way for employees to acquire new skills • Increases the flexibility of managers to assign employees to different parts of the organization when needed • Proves a way to transfer knowledge between departments
Benefits of Job Enrichment
• Reduces turnover and absences • Increases productivity and efficiency • Can increase performance
Ways Managers can influence Valence
•• Find rewards that are desirable to employees •• Make sure that rewards are viewed as fair •• Give employees choice over rewards
Ways Managers can influence Instrumentality
•• Reward employee performance •• Inform people in advance about the rewards •• Try to eliminate non-performance influence over rewards
Ways Managers can influence Expectancy
••Make sure employees have proper skills, abilities, and knowledge ••Ensure that the environment facilitates performance ••Encourage employees so they believe their effort makes a difference
