Organizational Behavior Ch 1-6

Organizational Behavior (OB)

The systematic study and application of knowledge about how individuals and groups interact in orgs

Alderfer's ERG Theory

The theory that three universal needs—for existence, relatedness, and growth—constitute a hierarchy of needs and motivate behavior. Alderfer proposed that needs at more than one level can be motivational at the same time.

Organization

Two or more people, that function to achieve a common goal or set of goals

Attitudes

are the evaluative statements that are either favorable or unfavorable

Organizational citizenship behaviors (OCB)

are voluntary behaviors employees perform to help others and benefit the organization. Optimal and crucial for an organization to run well

Value-Percept Theory

argues that job satisfaction depends on whether you perceive that your job supplies the things that you value

Expectancy Theory

argues that work motivation is determined by a rational calculation in which individuals evaluate their situation -effort means performance which means outcomes and those outcomes are valuable (thsi belief drives motivation)

Growth Mindset

believe talents can be developed

How does BARS complement MBO

by showing why the objective was missed

Possible consequence of the forced ranking system

can create division in the work place

You can fix cognitive dissonance by

changing your attitude or behavior

job satisfaction is based on

cognition and affect

3 components of attitude

cognitive (evaluation), affective (feeling), behavioral (action)

Two fundamental perspectives of motivation

content theories and process theories

job crafting

employees redefining and reimaging their job designs in personally meaningful ways

job rotation

enlarging jobs by moving employees among several different jobs

skill variety, task identity and task significance lead to ___.

experienced meaningfulness of work

Due to contingency variables we know in OB that

few absolutes apply

autonomy

freedom to decide how to perform tasks

External validity

generalized results to other context

Goal Setting Theory

goal setting helps individuals, teams, and organizations achieve success

Job Performance

how well someone performs the requirements of the job

3 levels of analysis in OB model

individual, group, organizational

Work Behaviors

job performance, organizational citizenship, Counter productive

MBO is best suited for

jobs with quantifiable measures of job performance

KSA stands for ____.

knowledge, skills, and abilities

continuance commitment

organizational commitment based on the fact that an individual cannot afford to leave. You stay bc leaving is just to much fr

Motivation

psychological process that underlines the direction, intensity, and persistence of behavior the desire

Job performance is measured by

quality, quantity, speed, accuracy, and overall effectiveness

Forced Ranking System

rates all employees on a curve. top 20, middle 70 and bottom 10

Job Characteristics Model

skill variety task identity task significance autonomy feedback

Novelty

something new; newness

attribution theory

suggests how we explain someone's behavior—by crediting either to external or internal causations

temporal precedence

temporal order of events in which the cause precedes the effect

task significance

the degree to which a job is perceived to have a substantial impact on others inside or outside the organization (health, well-being, and/or work)

skill variety

the degree to which a job requires a variety of different high level skills

task identity

the degree to which a person is in charge of completing an identifiable piece of work from start to finish

Job Feedback

the degree to which carrying out the work activities provides direct and clear information to the employee regarding how well the job has been done

organizational commitment

the desire on the part of an employee to remain a member of the organization

fixed mindset

the idea that we have a set amount of an ability that cannot change talents are innate

Grit

the tendency to sustain interest in and effort toward very long-term goals

Behaviorally Anchored Rating Scale (BARS)

uses specific descriptions of actual behaviors to rate various levels of performance.

dissatisfaction =

(Vwant - Vhave) x (Vimportance)

Motivation Potential Score (MPS)

(skill variety + task identity + task significance)/3 x autonomy x feedback

Maslow's theory (Need Hierarchy theory)

-Employees have needs beyond a paycheck -Satisfied needs lose their potential -Focus on satisfying emerging or unmet needs

Counterproductive Behavior

Abusing others Theft Production deviance Sabotage Withdrawal Behaviors

In the Situation Strength theory we measure strength based on these 4 things

Clarity Consistency Constraints Consequences

Process Theories of Motivation types

Equity theory Expectancy theory Goal-setting theory

True or False, Personality equals Ability

False

360 Degree Feedback

Feedback from all who have first hand contact with the employee

3 ways OB gather data

Field studies Laboratory studies Case studies

Process Theories of Motivation

Focus on explaining the process by which internal factors and environmental characteristics influence employee motivation

Content Theories of Motivation

Focus on identifying internal factors such as needs and satisfaction

Manager

Gets things done through other people

To drive Intrinsic motivation

Give autonomy Allow them to build Competence Allow them to feel like they belong

consensus

How others react in that same situation

Equity Theory

How people strive for fairness and justice in social exchange or give-and-take relationships

Consistency

How they have behaved over time

Job Analysis

How to gage the Job's description

Intrinsic and Extrinsic Motivation compared strength

I>E

cognitive dissonance

Inner tension that a consumer experiences after recognizing an inconsistency between behavior and values or opinions

Performance =

Motivation x Ability x Environment

equity equation

My Outcome/My Input = Other's Outcome/Other's Input If >, you feel guilty If <, you feel anger

Justice Theory

Organizational justice refers to the extent to which people perceive that they are treated fairly at work

Major Behavioral sciences of OB

Psychology Social psychology Sociology Anthropology

Holland Theory of Personality types has these 6 types

Realistic Investigative Artistic Social Enterprising Conventional

SMARTER goals

Specific Measurable Aggressive Relevant Time-bound Ethical Results-Oriented

What type of goals lead to higher performance

Specific and difficult ones

Distinctivness

That persons behavior in similar situations

3 ways to measure attribution theory

Consensus Distinctiveness Consistency

To prove causation we must have

Correlation Temporal Precedence Elimination of alternate explanations

Due to possible alternative outcomes we know

Correlation does not equal Causation

3 types of justice theory measurements

Distributive- Outcomes received are fair Procedural- Procedures are fair Interactional- your treatment fairness

Motivational Synergy

The combination of extrinsic and intrinsic motivation to create synergy and affect goals

Internal Validity

a casual conclusion

intrinsic motivation

a desire to perform a behavior effectively for its own sake

extrensic motivation

a desire to perform a behavior to receive promised rewards or avoid threatened punishment

normative commitment

a desire to remain a member of an organization due to a feeling of obligation

affective commitment

a desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization. You stay bc you want to

job satisfaction

a good emotional state resulting from the appraisal of one's job or job experiences

Management by Objectives (MBO)

a performance evaluation system that evaluates people on whether or not they have met pre-established goals

Theory

a set of relationships and how/why they are related

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 effects of intrinsic motivation and the harmful effects of extrinsic motivation obligation=bad

McClelland's Theory of Needs

a theory that states achievement, power, and affiliation are three important needs that help explain motivation

Personality

an individual's characteristic pattern of thinking, feeling, and acting