Management Test 2 Ch 6,9,10, and 11
information overload
A condition in which information flow exceeds an individual's processing capacity.
controlled processing
A detailed consideration of evidence and information relying on facts, figures, and logic.
A free blogging and networking service where users send and receive messages known as tweets, many of which concern OB issues
bounded rationality
A process of making decisions by constructing simplified models that extract the essential features from problems without capturing all their complexity.
automatic processing
A relatively superficial consideration of evidence and information making use of heuristics.
filtering
A sender's purposely manipulating information so the receiver will see it more favorably.
self-fulfilling prophecy
A situation in which a person inaccurately perceives another, and the resulting expectations cause the second person to behave in ways consistent with the original actor's misperception.
utilitarianism
A system in which decisions are made to provide the greatest good for the greatest number of people.
blog (Web log)
A website where entries are written, and generally displayed in reverse chronological order, about news, events, and personal diary entries.
attribution theory
An attempt to determine whether an individual's behavior is internally or externally caused.
grapevine
An organization's informal communication network.
intuitive decision making
An unconscious process created out of distilled experience.
formal channels
Communication channels established by an organization to transmit messages related to the professional activities of members.
informal channels
Communication channels that are created spontaneously and that emerge as responses to individual choices.
high-context cultures
Cultures that rely heavily on nonverbal and subtle situational cues in communication.
low-context cultures
Cultures that rely heavily on words to convey meaning in communication.
whistle-blowers
Insiders who notify external agencies or individuals of an employer's faulty or unethical business practices.
self-serving bias
Tendency for individuals to attribute their own successes to internal factors and put the blame for failures on external factors.
creativity
The ability to produce novel and useful ideas.
channel richness
The amount of information that can be transmitted during a communication episode.
escalation of commitment
The experience of maintaining a decision even when there is clear evidence that the decision is wrong.
availability bias
The human tendency to base judgments on information that is readily available.
randomness error
The human tendency to believe we can predict the outcome of random events.
risk aversion
The human tendency to prefer a sure thing over a risky outcome.
perception
The process by which individuals organize and interpret their sensory impressions to give meaning to their environment.
three-component model of creativity
The proposition that individual creativity requires expertise, creative thinking skills, and intrinsic task motivation.
communication process
The steps between a source and a receiver that result in the transfer and understanding of meaning.
hindsight bias
The tendency to believe falsely, after an outcome is known, that with the right opportunity, we would have accurately predicted it.
anchoring bias
The tendency to fixate on initial information and fail to adequately adjust for subsequent information.
selective perception
The tendency to selectively interpret what one sees on the basis of one's interests, background, experience, and attitudes.
fundamental attribution error
The tendency to underestimate the influence of external factors and overestimate the influence of internal factors when making judgments about the behavior of others.
communication
The transfer and understanding of meaning.
rational
This is the state characterized by making consistent, value-maximizing choices within specified constraints.
contrast effect
This occurs when an evaluation of one person's characteristics is affected by comparisons with others who rank higher or lower on the same characteristics.
work group
This term is used to describe a group that interacts primarily to share information and make decisions to help each member perform within his or her area of responsibility.
work team
This term is used to describe a group whose individual efforts result in performance that is greater than the sum of the individual inputs.
groupshift
This term refers to a change between a group's decision and an individual decision that a member within the group would make.
formal group
This term refers to a designated work group defined by an organization's structure.
problem
This term refers to a discrepancy between the current state of affairs and some desired state.
nominal group technique
This term refers to a group decision-making method in which individual members meet face to face to pool their judgments in a systematic but independent fashion.
informal group
This term refers to a group that is neither formally structured nor organizationally determined; such a group appears in response to the need for social contact.
electronic meeting
This term refers to a meeting in which members interact on computers, allowing for anonymity of comments and aggregation of votes.
rational decision-making model
This term refers to a model that describes how individuals should behave in order to maximize some desired outcome.
ingroup favoritism
This term refers to a perspective in which we see members of our ingroup as better than other people, and people not in our group as all the same.
social identity theory
This term refers to a perspective that considers when and why individuals consider themselves members of groups.
groupthink
This term refers to a phenomenon in which the norm for consensus overrides the realistic appraisal of alternative courses of action.
role
This term refers to a set of expected behavior patterns attributed to someone occupying a given position in a social unit
punctuated-equilibrium model
This term refers to a set of phases that temporary groups go through that involves transitions between inertia and activity.
role conflict
This term refers to a situation in which an individual is confronted by divergent role expectations.
status
This term refers to a socially defined position or rank given to groups or group members by others.
reflexivity
This term refers to a team characteristic of reflecting on and adjusting the master plan when necessary.
status characteristics theory
This term refers to a theory that states that differences in status characteristics create status hierarchies within groups.
norms
This term refers to acceptable standards of behavior within a group that are shared by the group's members.
brainstorming
This term refers to an idea-generation process that specifically encourages any and all alternatives while withholding any criticism of those alternatives.
role perception
This term refers to an individual's view of how he or she is supposed to act in a given situation.
psychological contract
This term refers to an unwritten agreement that sets out what management expects from an employee and vice versa.
decisions
This term refers to choices from among two or more alternatives.
cross-functional teams
This term refers to groups in which employees come from the same hierarchical level, but different work areas, to accomplish a task.
self-managed work teams
This term refers to groups of 10 to 15 people who take on responsibilities of their former supervisor.This term refers to groups of 5 to 12 employees from the same department who meet for a few hours each week to discuss ways of improving quality, efficiency, and the work environment.
problem-solving teams
This term refers to groups of 5 to 12 employees from the same department who meet for a few hours each week to discuss ways of improving quality, efficiency, and the work environment.
virtual teams
This term refers to groups which use computer technology to unite physically dispersed members and achieve a common goal.
role expectations
This term refers to how others believe a person should act in a given situation.
reference groups
This term refers to important groups to which individuals belong or hope to belong and with whose norms individuals are likely to conform.
stereotyping
This term refers to judging someone on the basis of one's perceptions of the group to which that person belongs.
multiteam systems
This term refers to systems in which teams need to coordinate their efforts to produce a desired effect.
mental models
This term refers to team members' knowledge and beliefs about how work gets done by the team.
conformity
This term refers to the adjustment of one's behavior to align with the norms of the group.
cohesiveness
This term refers to the degree to which members are attracted to each other and motivated to stay in the group.
organizational demography
This term refers to the degree to which members of a work unit share common demographic attributes such as age, sex, race, educational level, or length of service in an organization, and the impact of this rate on turnover.
diversity
This term refers to the extent to which members of a group are similar to, or different from, one another.
adjourning stage
This term refers to the fifth and final stage of group development for temporary groups, which is characterized by concern with wrapping up activities rather than task performance.
forming stage
This term refers to the first stage in group development, which is characterized by much uncertainty.
five-stage group development model
This term refers to the five distinct stages groups go through: forming, storming, norming, performing, and adjourning.
performing stage
This term refers to the fourth stage in group development, which is characterized by group functionality.
storming stage
This term refers to the second stage in group development, which is characterized by intragroup conflict.
social loafing
This term refers to the tendency for individuals to expend less effort when working together than when working alone.
halo effect
This term refers to the tendency to draw a general impression about an individual on the basis of a single characteristic.
confirmation bias
This term refers to the tendency to seek out information that reaffirms past choices and to discount information that contradicts our judgments.
norming stage
This term refers to the third stage in group development, which is characterized by close relationships and cohesiveness.
group
This term refers to two or more individuals, interacting and interdependent, who have come together to achieve particular objectives.
interacting groups
This term refers to typical groups in which members interact with each other face to face.
deviant workplace behavior
This term refers to voluntary behavior that violates significant organizational norms and, in so doing, threatens the well-being of the organization or its members. This is also referred to as antisocial behavior or workplace incivility.
communication apprehension
Undue tension and anxiety about oral communication, written communication, or both.