mgmt 310 exam 1

continuance

"staying because you need to" "I'm due for a promotion soon, will I advance as quickly at the new company"

normative

"staying because you ought to" "my boss has invested so much time in me, mentoring me and training me"

affection

"staying because you want to" "some of my best friends work in my office, I'd miss them if I left"

what are the types of resources that firms that are good at OB have

-knowledge, ability and wisdom of the workforce, as well as the image, culture, and goodwill of the organization -resources are more valuable if they are rare and inimitable (they cannont be imitated)

how are correlations interpreted

0=no statistical relationship 1=perfect statistical relationship .1=small .3=moderate .5=large

How is OB distinct from HR

HR takes theories and practices from OB and explores the nuts and bolts applications of those principles

what are the three theoretical explanations linking the different withdrawal behaviors together?

Independent forms model, compensatory forms model, progression model

How is OB distinct from strategy

Strategy focuses on the product choices and industry characteristics that might affect an organization's profitability

what is the definition of organizational behavior

`a field of study devoted to understanding, explaining and ultimately improving the attitudes and behaviors of individuals and groups in organizations

Jamie predicts that, if she implements flexible scheduling at the company, absenteeism will decrease. This is an example of

a hypothesis

what is stress

a psychological response to demands that possess certain stakes for the person and that tax or exceed the person's capacity or resources

social networking systems

accenture uses a facebook styled program which requires that employees post and update weekly and quarterly goals

different kinds of moods

activated: surprised, astonished, aroused intense positive: enthusiastic, excited pleasant: happy, cheerful deactivated: quiet unpleasant: sad, grouchy intense negative: hostile, nervous, annoyed

types of organizational commitment

affective, continuance, normative

loyalty

an active, constructive response in which individuals attempt to improve the situation, maintaining your effort level despite your unhappiness

Progression model

argues that the various withdrawal behaviors are positively correlated- the tendency to day dream or socialize leads to the tendency to come in late or take long breaks, which leads to quitting, knowing someone is going to cyberloaf you know they will be absent in the near future

independent forms model

argues that the various withdrawal behaviors are uncorrelated with one another, occur or different reasons, and fulfill different needs on the part of employees, no rhyme or reason for their actions

compensatory forms model

argues that the various withdrawal behaviors negatively correlate with one another- that doing one means you're less likely to do another, knowing that an employee cyberloafs tells you that the same employee probably won't be absent

voice

attempt to change the circumstances by meeting with the new team member to attempt to work out the situation

exit

attempt to remove yourself from the situation, being absent from work more frequently or by voluntarily leaving the organization

Organizational behavior seeks to understand, explain, and improve employees' attitudes and _____.

behaviors

property deviance

behaviors that harm the organization's assets and possessions (sabotage, theft)

political deviance

behaviors that intentionally disadvantage other individuals rather than the larger organization (gossiping, incivility)

interpersonal citizenship behavior

benefit coworkers and colleagues and involve assisting, supporting and developing other organization members in a way that goes beyond normal job expectations

what is job satisfaction based on

cognition (calculated opinions of job) and affect (emotional reactions to job)

what is meta-analysis, and how is it more advantageous than a single correlation

conducting many studies, each of which is as different as possible from ones that preceded it. takes all of the correlation found in studies of a particular relationship and calculates a weighted average

A summary of the statistical relationships between variables is referred to as Multiple choice question.

correlation

proving causation requires

correlation, temporal precedence, elimination of alternative explanation

stressors

demands that cause people to experience stress

production deviance

directed against the organization but focuses on reducing the efficiency of work output (wasting resources, substance abuse)

counterproductive work behavior

employee behaviors that intentionally hinder organization goal accomplishment

forced ranking

evaluations that make clear distinctions among employees in terms of their job performance

what are the four primary responses to negative events at work

exit, voice, loyalty, neglect

transactional theory of stress

explains how stressors are perceived and appraised, as well as how people respond to those perceptions and appraisals

how does stress affect job performance and commitment

hindrance stressors have a weak negative relationship with job performance -> people who experience higher levels of hindrance stressors have lower levels of task performance hindrance stressors have a strong negative relationship with organization commitment -> people who experience higher levels of hindrance stressors tend to have lower levels of affective commitment and normative commitment

hindrance vs challenge stressors

hindrance: hinders personal growth (role conflict, role overload, daily hassles) challenge: perceived as opportunities (time pressure, work complexity)

personal aggression

hostile and verbal physical actions directed toward other employees (harassment, abuse)

Written predictions that specify relationships between variables are referred to as

hypotheses

What is task performance? How do organizations identify what constitutes job performance?

includes employee behaviors that are directly involved in the transformation of organization resources into the goods or services that the organization produces

According to the integrative model of organizational behavior, ______ would include such elements as motivation, stress, and job satisfaction

individual mechanisms

The resource-based view of organizations suggests that a resource is more valuable when it is which of the following?

inimitable, rare

360 degree evaluation

involves collecting performance information not just from the supervisor but from everyone else who might have firsthand knowledge about the employee's performance behaviors

The measure of how well an employee does his or her work tasks and responsibilities is known as

job performance

______ is defined as the value of the set of employee behaviors that contribute to organizational goal accomplishment

job performance

what are the two primary outcomes in studies of OB

job performance and organizational commitment

individual mechanisms

job satisfaction, stress, motivation, trust, justice and ethics, learning and decision making

The individual mechanism that deals with how employees acquire and apply knowledge to a job is referred to as

learning and decision making

Tyrone has been a sales manager for many years, and his staff has always reached or exceeded quota, so he is confident that he has good leadership skills. Which of the following bases for knowledge does Tyrone use to assess his leadership skills?

method of experience

In order to test market acceptance of the company's new product, Marketing Manager Francesca has conducted a number of focus group interviews and has also had an independent firm conduct several market surveys. Which basis for knowledge is Francesca relying upon?

method of science

What topics and concepts has OB borrowed from economics

models are used to understand motivation, learning and decision making

difference between mood and emotions

moods: mild in intensity, last for an extended period of time, not explicitly caused by anything emotions: intense, last for only a few minutes and are clearly directed at someone or circumstance

The energetic forces that drive employees' work effort is best described as

motivation

strains

negative consequences that occur when deamnds tax or exceed a person's capacity or resources

A correlation of 0 between two variables suggests which of the following?

no statistical correlation

An employee's desire to remain a member of an organization that she or he respects is referred to as his or her Multiple choice question.

organizational commitment

According to the integrative model of organizational behavior, which of the following would be categorized as organizational mechanisms that contribute to individual mechanisms?

organizational culture, organizational structure

organization mechanisms

organizational structure and culture

neglect

passive, go through the motions, allowing your performance to deteriorate slowly as you mentally check out

What are the specific facets associated with job satisfaction? Which facet is most critical in terms of increasing overall job satisfaction? Least critical?

pay, promotions, supervision, coworkers, work itself, altruism, status, environment most important: work itself least important: pay

individual characteristics

personality and culture values, ability

what does it mean when we utilize evidence-based management

perspective that argues that scientific finding should form the foundation for management education, much as they do for medical education. argues that HR should be transformed into a sort of R&D department for managing people

Management by Objectives (MBO)

philosophy that bases an employee's evaluations on whether the employee achieves specific performance goals

what are the three different outcomes associated with stress

physiological strains, psychological strains, behavioral strains

four parts of counterproductive work behavior

property deviance, production deviance, political deviance, personal aggression

psychological vs physical withdrawal

psychological: neglect (daydreaming, looking busy, cyberloafing) physical: exit (long breaks, missing meetings, quitting)

What topics and concepts has OB borrowed from anthropology

research helps inform the study of organization culture

What topics and concepts has OB borrowed from psychology

research on job performance and individual characteristics

What topics and concepts has OB borrowed from social psychology

research on satisfaction, emotions and team processes

What topics and concepts has OB borrowed from sociology

research on team characteristics and organization structure

Which of the following perspectives argues that organizational resources that are valuable, rare, and inimitable can lead to the creation of competitive advantage and an increase in the bottom-line profitability of the organization?

resource-based view

How does routine, adaptive and creative performance differ from each other?

routine: involved well-known responses to demands that occur in a normal or otherwise predictable way adaptive: involves employee response to task demands that are novel, unusual or unpredictable (landing plane in river) creative: degree to which individuals develop ideas or physical outcomes that are both novel and useful

what are the different types of employees in organizations

stars: high task performance, high organizational commitment lone wolves: high task performance, low organizational commitment citizens: low task performance, high organizational commitment apathetics: low task performance, low organizational commitment

3 categories of job performance

task performance, citizenship behavior, counterproductive behavior

group mechanisms

team characteristics and diversity, team processes and communication, leader power and negotiation, leader styles and behavior

organizational citizenship behavior

the behaviors benefit the larger organization by supporting and defending the company, working ito improve its operations and being especially loyal to it

The premise that 12% or less of organizations will sustain and increase profitability by emphasizing effective management practices is referred to as

the rule of one-eighth

definition of job performance

the value of the set of employees' behaviors that contribute to organizational goal accomplishment

what is citizenship behavior

the voluntary employee activities that may or may not be rewarded, but contribute to the organization by improving the overall quality of the setting in which work takes place

what are the components of the scientific method

theory, hypothesis, data, verification

True or false: The basic premise of the Rule of One-Eighth is that effective management of organizational behavior requires both a belief that several different practices are critical, as well as a long-term commitment to continually improve those practices.

true

Which individual mechanism demonstrates how much employees believe that their company engages in fair and honest business practices?

truth, justice, and ethics

behavioral anchored rating scales (BARS)

uses critical incidents to create a measure that can be used to evaluate employee performance