MGMT 363 Exam 2
Why is money an important motivator? Meaning of Money?
a. Achievement: symbol of success. b. Respect: shows how much people appreciate you. c. Freedom: provides the opportunity to do many things.
What is Alderfer's ERG theory?
builds on Maslow's theory by combining some of the needs and replacing prepotency with frustration-regression.
Behavioral Coping:
set of physical activities that are used to deal with stressful situations Ex; Exercising
What is Maslow's Hierarchy of needs?
Humans have innate needs that motivate them in a hierarchical manner where lower level needs must be satisfied before higher level needs are activated.
What is the multiplicative nature of the theory?
If anything is zero, motivation is zero.
Work Responsibility
Importance of the obligations that person has towards other. Ex:Air traffic controllers.
How to Challenge Stressors affect job performance and organizational commitment?
Job Performance: Weak Positive Relationship Organizational Commitment: Moderate positive relationship
How does Hindrance Stressors relate to job performance and organizational commitment
Job Performance: Weak negative relationship (reduce overall level of physical, cognitive, and emotional energy for jobs) Organizational Commitment: Strong negative relationship
Role Amiguity
Lack of information about what needs to be done, resources available and when it needs to be done Ex: Students related to classes when a teachers does not give instructions
How does learning relate to job performance.
Learning has a moderate effect on performance. 1. Primary relationship is with task performance since people who learn how they do their job should be better performers. 2. Probably under-estimates relationship because only measures learning explicit knowledge since it is almost impossible to capture tacit.
What are the three terms in McClellands Acquired Needs theory>
a. Achievement: motivated to achieve difficult challenges. b. Power: motivated to be in control. c. Affiliation: desire to develop meaningful relationships.
Behavioral Problem-Focused
Working harder Seeking assistance Acquiring additional resources
What is Emotional Intelligence?
a set of distinct but related abilities that enable an individual to recognize, understand, and control emotions when interacting with others.
What is the role of engagement?
"High levels of intensity and engagement in work effort" Employees with high engagement will invest themselves in their work, and put in a high level of effort in the job to achieve goals. Engagement goes down 9% overall and 23% for top performers.
What are the three main concepts of Expectancy?
1. Access to resources. 2. Degree of supportive Leadership. 3. Self-efficacy: belief that a person has the capabilities needed to execute the behaviors necessary for task success. a. Past accomplishments: if you have succeeded/failed in the past you will expect similar results in the current task. (I aced my last law test, I can expect do it again!) b. Vicarious experiences (model): if you see someone who you perceive to be similar to you succeed, it increases your perception that you can succeed. (Diana did good, so can I!) c. Verbal persuasion: someone you trust/look up to convinces you that you can be successful. (You got this!) d. Emotional cues: fear and anxiety vs. pride & enthusiasm. e. Analysis of task requirements. f. Assessment of personal and situational resources.
How to organizations manage stress?
1. Assessment 2.Reducing Stressors (Job Sharing/Sabbatical (time away from workplace for other interests)) 3.Providing Resources (Training&Development/Supportive Practices) 4.Reduicing Strains (Relaxation techniques/Cognitive-Behavioral Techniques/ Employee Assistance Programs/ Wellness and Health Programs)
What are the 7 types of primary appraisal?
1. Benign Job demands 2.Hindrance stressors 3.Challenge Stressors 4.Work Hindrance Stressors 5.Work Challenge Stressors 6.Family Hindrance Stressors 7.Non-Work Challenge Stressors
What are 5 main problems with decision making?
1. Bounded Rationality 2.Satisficing 3.Faulty perception/Selection Attention 4.Attributions 5.Escalation of Commitment
Be familiar with the two types of integrity tests and the role of faking and social desirability bias in their accuracy.
1. Clear purpose: ask applicants about their attitudes toward dishonesty, beliefs about the frequency of dishonesty, endorsements of common rationalizations for dishonesty, desire to punish dishonesty, and confessions of past dishonesty. 2. Veiled purpose: do not reference dishonesty explicitly but instead assess more general personality traits that are associated with dishonest acts. 3. Faking/social desirability bias: people respond in a way that they think they should respond not truthfully. 4. More accurate than one would expect.
What are the four specific culture types discussed in the text?
1. Customer service: focus on service quality. Influences the attitudes and behaviors of employees towards customers which leads to higher customer service and higher sales and profits. 2. Safety: focuses on avoiding accidents and errors where employees could be hurt. Need to have espoused and enacted values match. Back up with rewards and recognition for safe behaviors. Training. 3 3. Diversity: focus efforts on inclusion so everyone gets an equal opportunity to work in a non-hostile environment. 4. Sustainability: producing products that will last in a fashion that minimizes negative impact on the environment. 5. Creativity: focuses on generating new ideas. Focus on innovation
What are the three main components of the Expectancy theory?
1. Expectancy (perceived relationship between effort and performance level.) 2.Instrumentality (relationship between performance level and outcome. What is the probability performance will lead to outcomes.) 3.Valence (importance person puts on outcomes. To what degree does the outcome satisfy a need?)
What is the difference between explicit and tacit knowledge?
1. Explicit Knowledge: information that you are able to communicate easily, readily available, can be learned through books or normal training sessions, is always accessible and relates to general information. 2. Tacit knowledge: is very difficult or impossible to articulate to others, specific to an individual and is job- or situation-specific. (suzy at the coffee shop being friendly to everyone) "you just cant teach that"
Myers Brigg Personality Types
1. Extraversion vs. Introversion: being energized through social interactions or through private time and reflection. 2. Sensing vs. Intuition: making decisions based on facts and data or through hunches, speculation or imagination. 3. Thinking vs. Feeling: make decisions based on logic and critical analysis or on an emphasis on others' needs and feelings. 4. Judging vs. Perceiving: either plan and set goals or be flexible with spontaneity.
What are Hofstede's five cultural dimensions?
1. Individualism - collectivism: is individual accomplishment the focus or the contribution to a group (an organization or family). 2. Power Distance: degree to which individuals are comfortable with unequal power and distribution of wealth to some degree. Are people essentially the same are there significant class stratifications? 3. Uncertainty avoidance: degree to which a society is comfortable with ambiguous situations and unusual people. Are there a bunch of laws that attempt to control people's actions very strictly or is there freedom. 5 4. Masculinity - Femininity (25): is the focus on traditional male values such as assertiveness and materialism or on relationships and quality of life? 5. Time orientation: are people focused on the here and now or with an eye to the future. Degree of savings is a good measure of this. 6. Indulgence-Restraint: focus on freedom of expression or order and regulation.
What are the three types of goal orientations?
1. Learning orientation: want to learn something new for the sake of acquiring new knowledge that they can put to use for some longer- term purpose. (Learn spanish to live in Spain and you want to) 2. Performance-prove orientation: want to learn something or achieve a goal to have others think positively towards them. (Become a big youtuber to show that you could do it) 3. Performance-avoid orientation: want to learn something or achieve a goal in order to prevent something negative from occurring. (Learn karate to avoid school bully)
What are the three main components of organizational culture?
1. Observable Artifacts (6): the manifestations of an organization's culture that employees and outsiders can easily see or talk about. 2. Espoused Values (7): the beliefs, philosophies, and norms that a company explicitly states. 3. Basic Underlying Assumptions (9): taken for granted beliefs and philosophies that are so ingrained that employees simply act on them rather than questioning the validity of their behavior in a given situation.
What are the four main aspects of Instrumentality?
1. Performance evaluation: the degree to which people perceive that their performance is evaluated accurately and that performance is connected to outcomes. Not many people see this connection. 2. Adequacy of resources to provide outcomes. 3. Time delays between performance and rewards. 4. Key determination is if promises have been fulfilled in the past.
What are the three main types of strains that are associated with stress?
1. Physiological strain (body) 2.Psychological Strain (mind) 3.Behavioral Strain (unhealthy behaviors)
Dimensions of culture in the GLOBE project
1. Power distance: how is the power distributed in the culture? 2. Uncertainty avoidance: to what degree do people and cultures develop norms, rules, and laws to limit unpredictability? 3. Institutional collectivism: to what degree is there a focus on contribution to the social unit at the expense of individual goals? 4. In-group collectivism: How much pride and loyalty should individuals have for their family or organization? 5. Gender egalitarianism: How much effort should be put into minimizing gender discrimination and role inequities? 6. Assertiveness: How confrontational and dominant should individuals be in social relationships? 7. Future orientation: degree of gratification for the future 8. Performance orientation: How much should individuals be rewarded for improvement and excellence? 6 9. Humane orientation: How much should society encourage and reward people for being kind, fair, friendly, and generous? 10. Knowing cultural tendencies of foreign business partners and competitors can give you a strategic competitive advantage.
What are the four types of Work Hindrance Stressors?
1. Role Conflict 2.Role Ambiguity 3. Role Overload 4. Daily Hassles
What are the four components of Emotional Intelligence
1. Self-awareness: appraisal and expression of emotions in oneself. (18) 2. Other awareness: the appraisal and recognition of emotions in others. Empathy. Example of professor not feeling confusion of class. (19) 3. Emotional Regulation: ability to recover quickly from emotional experiences. (20) 4. Use of emotions: degree to which people can harness emotions and employ them to improve their chances of being successful.
What makes a goal an effective one? (SMART goals)
1. Specific: Avoid ambiguity 2.Measurable: Quantifiable (when you've succeeded and progress that's been made) 3.Achievable(but Difficult) 4.Result-Based: some tangible outcome 5.Time-Sensitive: Need some sort of deadline
How does motivate impact job performance?
1. Strong positive effect on task performance especially: a. Self-efficacy/competence b. Goal difficulty c. high levels of expectancy components d. Equity(perceptions of equity have moderate positive relationship to citizenship behaviors and mod neg relationship with counterproductive behaviors)
Examples of Observable artifacts?
1. Symbols: signs or objects that represent the organization and bring certain things to mind. (Aggie Ring) 2. Physical Structures: How the workspace is arranged. Open or separate offices/cubicles. (the ring) 3. Language: jargon, slang and slogans used within the walls of an organization. Short-hand way of negotiating with other members of the organization. (Howdy) 4. Stories: anecdotes, accounts, legends, and myths that are passed down from cohort to cohort that vividly illustrate the values of the organization. (12th Man) 5. Rituals: daily or weekly planned routines that occur in an organization. (Midnight Yell) 6. Ceremonies: formal events generally performed in front of an audience of organizational members. (Ring day ceremony)
What are the three types of Work Challenge Stressors?
1. Time Pressure 2.Work Complexity 3.Work Responsibility
What are the six types of cognitive ability?
1. Verbal Ability 2.Quantitative 3.Reasoning 4.Spatial 5.Perceptual Ability 6.General Cognitive Ability
What are the three types of Family Hindrance Stressors?
1. Work - Family conflict 2.Financial Uncertainty 3.Negative Life events
What are the three non work challenge stressors?
1.Family Time demands: Time a person commits to participate in an array of family activities and responsibilities 2. Personal development: Participation in formal education programs, volunteer work and local, government, ect. 3. Positive Life events: like getting married, vacation, pregnant.
What are the three individual differences that influence the impact stress?
1.Social Support 2.Recovery 3.Type A Behavior
What are the six types of Physical Ability?
1.Strength 2.Stamina 3.Flexibility 4.Coordination 5.Psychomotor 6.Sensory
Subcultures and Counter Cultures
3. Subcultures (17): a subgroup within the organization where different norms and values exist separate from the organizations. 4.Countercultures/Differentiated culture: when the values and norms are inconsistent with those of the organization. Problematic.
What are some Cognitive Behavioral Techniques?
: "help people appraise and cope with stressors in a more rational manner." a. Self-talk: boost your own self-efficacy by convincing yourself you have what it takes to succeed. b. Time management c. Prioritization d. Communicate needs. e. Seeking support.
What are the various ways that organizations apply motivational concepts in compensation systems?
A. Piece-rate: specified rate is paid per unit produced or sold. Effective in manufacturing. B. Merit Pay: increase base pay permanently based on performance in previous evaluation period. C. Lump-sum Bonus (Incentive): one-time payment based on meeting pre- determined goals D. Recognition Awards: tangible or intangible awards given on an impromptu basis to recognize achievement. E. Gainsharing: team based approach to rewarding employees for achieving goals related to outcomes controlled by employees such as defects, time to complete activity, safety, and resource use. F. Profit sharing: bonus is paid to employees based on performance of the organization.
What is Stress?
A psychological response to demands where there is something at stake and where coping with the demands taxes or exceeds a person's capacity or resources
Be familiar with the ASA framework and how it influences culture development.
A. Attraction-Selection-Attrition (ASA): theory that suggests that the match between applicant/employee values and the culture of the organization will strengthen the culture through three processes. 1. Attraction: potential employees who perceive their values are consistent with the culture of the organization are more likely to apply to the organization. 2. Selection: Those applicants who the organization believes have values consistent with the organizational culture are more likely to be hired. 3. Attrition: when those perceptions do not match reality, the employee will leave voluntarily or involuntarily.
What are the three components of Motivation?
A. Intensity: how hard will person try? B. Persistence: how long will person try? C. Direction: where will person direct their effort?
What is the relationship between general cognitive ability and the individual outcomes?
A. Job Performance: General cognitive ability has a strong correlation with job performance because they are better able to do their job especially in complex jobs; less so with simplistic jobs. No relationship with citizenship or counterproductive behavior. B. Organizational Commitment: General Cognitive ability has no impact on any type of commitment because of off-setting responses of people with high cognitive ability. Some may be more likely to stay; others to leave.
What are the four beliefs that contribute to psychological empowerment?
A. Meaningfulness: the value of a work goal or purpose relate to a person's own ideals and passions. B. Self-determination: sense of choice in the initiation and continuation of work. C. Competence: a person's belief in their capability to perform work t asks successfully. D. Impact: sense that a person's actions make a difference.
How does organizational culture impact job performance and organizational commitment? What is the role of person-organization fit in this? (Degree to which a person's personality and values match the culture in an organization.)
B. Performance (27): P-O Fit has a weak positive relationship with task performance and a slightly stronger relationship with citizenship behavior. C. Commitment: P-O Fit has a strong positive relationship with affective commitment.
Be familiar with the Big Five Personality characteristics and their relationship to job performance and organizational commitment. Also, how stable are they and how do they relate to overall life satisfaction, success and health?
CANOE
Community striving? (Agreeableness (10): warm, kind, cooperative, sympathetic, helpful and courteous. Wish to develop strong relationships and avoid conflict.)
Community striving: reflects a strong desire to obtain acceptance in personal relationships. Want to get along rather than get ahead. Not positively related to management success but positive for service jobs. Tend to develop more friendships and spend more time in public.
Financial Uncertainty
Concern over potential inability to pay for food
Role Conflict
Conflicting expectations that other people have Ex: Call center speed and responsiveness to customer
Expectancy Theory
How people make decisions about distributing their effort among alternatives.
Work Complexity
Degree to which the work requirements of the work in terms of KSAs that tax or exceed the capabilities of the person.
Role Overload
Demands are so high that person perceives that they cannot satisfy them all Ex: amazing race statute thing
Work-Family Conflict
Demands of work hinder the fulfillment of family obligations or vice versa
What are some affects of psychological strains?
Depression, anxiety, irritability, BURNOUT
What is McClelland's Acquired Need theory?
Different from other two. It suggests that people are not born with needs but develop them during early life experiences. People can develop needs for all of these but usually one is dominant leading to variances in behavioral tendencies.
negative life events
Events such as a divorce or death of a family member that tend to be appraised as a hindrance
What is the difference between intrinsic and extrinsic motivation?
Extrinsic: Motivation that is controlled by some contingency that depends on task performance and is controlled by someone else. (Ex; getting paid to do a job) Intrinsic: something about the task performance is regarding in and of itself (Ex; study chinese because you like doing it)
What is Social Support and the two main types?
Help that people receive when they're confronted with stressful demands from other people a. Instrumental support: help with dealing with the stressor itself. (Visit with the TA for help) b. Emotional support: help people receive in addressing the emotional distress that are created by the stressor. (talk to a therapist/mom)
What are some things you can do to enhance socialization?
Managing Socialization (21): in order to reduce reality shock and make adaptation easier organizations should: a. Job Preview: during recruitment and selection applicants should be provided with an accurate assessment of the organization and the job in order to create expectations that will be met once they take the job. b. Orientation: organizations should devote considerable resources to make sure that extensive socialization takes place during their initial formal introduction into the organization. c. Mentoring: new employees should be matched with more experienced employees so they can be shown the ropes and provide a touch point if they have questions.
What is the basic theory behind reinforcement theory?
Method of learning: shape behavior through the use of consequences. 1. Thorndike's Law of Effect: behavior with favorable consequences tends to be repeated, while behavior with unfavorable consequences tends to disappear. 2. Operant Conditioning: when one influences the environment to produced desired outcomes.
Daily Hassles
Minor demands that get in the way of accomplishing important tasks
What are the three components of performance?
Motivation X Ability X Opportunity = Performance
What is Secondary Appraisal?
Now that a stressor has been identified the person must determine what they will do in response to the stressor.
How do people learn from others in their environment?
Observation: 1. Social Learning Theory: people in organizations are able to learn from the experiences of others based on what they do and do not do and the consequences of those actions. 2. Behavioral Modeling (11): when someone learns from another's behavior and repeat that behavior.
Some examples of Behavioral strains?
Over eating, drinking alcohol, compulsive behavior, being overly critical and bossy, ect.
What is the difference between programmed and non-programmed decisions?
Programmed Decisions: decisions that become somewhat automatic because people's knowledge allows them to recognize and identify a situation and the course of action that needs to be taken. Very familiar situation. (Intuition) Non-programmed Decisions: occurs when a situation arises that is new, complex, and not recognized. (Process, Assumptions)
Time Pressure
Sense that the amount of time available is not sufficient. Is a challenge because is a goal to be achieved
Challenge Stressors
Stressors that people perceive as opportunities for learning, growth, the achievement which usually trigger positive motions like pride & enthusiasm.
Hindrance Stressors
Stressors that prevent people's progress towards goal attainment and trigger negative emotions such as anxiety and anger
What is the role of goal difficulty, feedback, task complexity, and goal commitment in the effectiveness of goal setting?
These are moderators in the relationship that difficult goals lead to higher performance. They will impact the likelihood that the goals will be achieved.
Cognitive Coping:
Thoughts that are involved in trying to deal with the situation Ex: Putting experience into perspective, thinking about how to resolve issue
What is Primary Appraisal?
When people first encounter stressors they determine the significance and meaning of stressor and determine if they are stressed by it
If you are not being treated fairly what are some ways to reduce discomfort from inequity? (Resolution on inequity)
a. Alter outcomes. b. Alter inputs. c. Alter comparison other's inputs. d. Change the comparison other. e. Rationalization. f. Leave the situation.
What are the stages of socialization?
a. Anticipatory: Starts when an individual becomes aware of the organization with the bulk of the information coming during the recruitment and selection of the employee into the organization. b. Encounter: Begins the employee starts work during which they compare the information acquired in the anticipatory stage with the reality of working in the organization. Much comes during orientation. c. Reality shock: degree to which there is a significant difference between what was perceived prior to joining the organization and what actually is true. d. Understanding and adaptation: stage in which the employee accepts the norms and expectations encompassed in the organization's culture.
What four things are necessary for proper learning to occur?
a. Attentional processes: learner must focus attention on an appropriate model and accurately perceive the critical behaviors (understand) b. Retention processes: learner needs to remember exactly what the model's behavior was and how they did it. (remember) c. Production processes: learner must actually engage in the behaviors. (actually do it) d. Reinforcement: learner must observe and receive the reinforcement for the behaviors and deem it desirable. (get feedback good or bad)
What are the five types of reinforcement schedules?
a. Continuous: every behavior is followed by reinforcement. b. Fixed ratio: reinforced after a certain number of behaviors. c. Variable ratio: reinforcement after an uncertain number of behaviors. d. Fixed interval: reinforcement occurs after certain period of time. (least affective) ..boss inspects work place every hour exactly e. Variable interval: reinforcement occurs after an uncertain period of time.
For non programmed decisions what is the process?
a. Determine appropriate criteria for making decision: what are you trying to accomplish? b. Generate a list of available alternatives: try to come up with as many as possible. c. Evaluate the alternatives against the criteria. d. Choose the solution that maximizes value. e. Implement the appropriate solution. f. Evaluate the solution.
Why do people who have a high level of neuroticism experience higher levels of stress (hint it deals with differential exposure, differential reactivity and locus of control)?
a. Differential exposure: more likely to appraise more things as stressful. (primary appraisal) b. Differential reactivity: less likely to believe they can cope with stressors. (secondary appraisal) c. Locus of control (17): the degree to which an individual feels that he/she has some influence over what happens in their life. Neurotics are much more likely to be externals. i. internal: believe that you have some influence over what happens. ii. external: believe that you have very little influence and that some other force (God, fate, destiny) determines what happens in your life.
Advantages of a strong culture
a. Differentiates the organization from others. b. Allows employees to identify themselves with the organization. c. Facilitates desired behaviors among employees. d. Creates stability within the organization.
What terms encompass the ERG theory?
a. Existence: combines physiological and safety/security. b. Relatedness: matches up with belongingness. c. Growth: combines esteem and self-actualization. d. Frustration-regression hypothesis: Alderfer believes that any need can motivate at any time. Also, he suggests that when we are unable to satisfy one of the needs (frustration), you will shift your focus to one of the other two needs that you have already satisfied (regression).
What are some examples of supportive practices?
a. Flextime: work the normal 8 hours but start and end times aren't set. b. Telecommuting: employees work from home or other location rather than coming in to the office. c. Compressed Work Week: Work the normal 40 hours but in fewer days.
What are some affects of physiological strain?
a. Immune system: stress breaks down our immune systems which make us more susceptible to illness. b. Cardiovascular system: stress taxes our heart when causes the heart to race, increase blood pressure, and creates coronary heart disease leading to heart attacks and stroke. c. Musculoskeletal system: creates tension headaches, body aches and back pain. d. Gastrointestinal system: stomachaches, indigestion, diarrhea, and constipation.
What are some comparisons made to others as reference in the Equity Theory?
a. Job equity: compare yourself to someone doing the same job in the same organization. b. Company equity: Compare yourself to someone doing a different job in the same organization. c. Occupational equity: Compare yourself to someone doing the same job in a different organization. d. Educational equity: Compare yourself to someone with the same level of education. e. Age equity: compare yourself to someone of the same age.
Disadvantages of a strong culture:
a. Makes merging with another organization difficult. b. Attracts and retains similar kinds of employees thereby limiting diversity of thought. c. Can be "too much of a good thing" if it creates extreme behaviors among employees. d. Makes adapting to a changing environment more difficult.
What are the assumptions of the problem decision making?
a. Perfect information: you have all relevant information necessary to make the decision and it is accurate. b. Decision maker will evaluate and choose in a rational, logical manner. Does this describe people all of the time? c. Decision maker is acting in the best interest of the organization. Who's best interest do most people work towards? d. Analyze alternatives all at once and optimize solution.
What are the 6 levels of Maslow's Hierarchy?
a. Physiological: basic human needs such as food, water and basic shelter. b. Safety & Security: the need to feel unthreatened and free from harm both physically and financially. c. Belongingness: the need to feel part of something bigger than oneself. d. Esteem: the need to feel like you are worthwhile and can accomplish significant things. e. Self-actualization: the need to meet one's full potential. f. Prepotency: higher level needs are not activated (motivating) until lower-level needs are satisfied. (they are listed lowest to highest.
What are the four types of reinforcers?
a. Positive reinforcement: when a positive behavior elicits a positive consequence. Giving a bonus to an employee who reaches a goal. b. Negative reinforcement: when a positive behavior leads to the withdrawal of a negative consequence. Removing an employee's probationary status because of acceptable performance c. Punishment: the application of negative consequences following an undesirable behavior. Making an employee perform the most undesirable task (cleaning toilets) when s/he is late for work. d. Extinction: weakening of a behavior by ignoring it, making sure it is not reinforced or by removing a desired consequence. Removing the ability to telecommute from employees who abuse the privilege (don't actually work when they are at home). Ignoring a child who is throwing a tantrum to get candy.
What are the different personality types in relation to equity theory?
a. Sensitives: follow the theory as stated. b. Benevolents: comfortable with lower ratio; givers c. Entitleds: must have higher ratio; takers (Millenials, believe that they should work less but are entitled to more)
Reasoning
abilities associated with sensing and solving problems using insight, rules and logic a. Problem sensitivity: understanding when there is or might be a problem. b. Deductive reasoning: moving from the general to specific. c. Inductive reasoning: moving from the specific to general. d. Originality: developing new ideas.
Stamina
ability of person's lungs and circulatory system to work efficiently while engaging in prolonged activity.
General Cognitive Ability
ability that underlies or causes the more specific types of cognitive ability. Depends on brains ability to process information effectively. a. IQ: Intelligence quotient: 100 is middle ground. b. Explains why there is a high correlation between the specific types of cognitive ability. c. High IQ leads to better health and economic success which leads to higher life satisfaction and fewer problems leading to longer life.
Flexibility
ability to bend, stretch, twist or reach. a. Extent flexibility: the ability to use extreme ranges of motion when working in a cramped environment. b. Dynamic flexibility: being able to quickly bend, stretch or reach.
What is climate of transfer?
an environment that supports the use of the new skills is necessary. 1. Support from supervisors. 2. Peer support: learning new things with a group of people creates a sub-group that allows employees to work through problems with new knowledge together. 3. Use it or lose it.
What is the primary focus of equity theory?
an individual's perception of fairness developed by comparing their input/output ratio against a comparison others'
Sensory
associated with vision and hearing. a. Near and far vision: seeing details. b. Night vision: seeing in low light c. Visual Color Discrimination: d. Depth perception: judging relative distances. e. Hearing sensitivity: hearing differences in terms of pitch and loudness. f. Auditory attention: focusing on a sound while in the presences of other sounds. g. Speech recognition: identifying and understanding the speech of others.
problem-focused coping
behaviors and cognitions intended to manage the stressful situation itself Ex: Problem=You are feeling lonely Solution: Join an local organization to make new friends.
What are coping strategies?
behaviors and thoughts that people use to manage both the stressful demands they face and the emotions associated with those stressful demands.
Perceptual Ability
being able to perceive, understand, and recall patterns of information. a. Speed and Flexibility of Closure: making sense of information and finding patterns. b. Perceptual speed: comparing information or objects with remembered information or objects.
Verbal Ability
capabilities associated with understanding and expressing oral and written communication. a. Oral & written comprehension: understanding written and spoken words in sentences. b. Oral & written expression: communicating ideas by speaking or writing so others can understand.
Spatial
capabilities associated with visual and mental representation and manipulation of objects in space. a. Spatial orientation: knowing where one is relative to objects in the environment. b. Visualization: imagining how something will look when re- arranged.
Psychomotor
capacity to manipulate and control objects. a. Fine manipulative abilities: keeping hands steady while dealing with small objects. b. Control movement abilities: making quick precise adjustments while operating machinery. c. Response orientation: quickly choosing among alternative movements. d. Response time: quickly responding to signals with body movement.
What is Satisficing?
choosing the first alternative that meets minimum levels of acceptability. (Aspiration level)
What is the role of culture strength on employee behavior and the potential for the development of subcultures?
degree to which employees definitively agree about the way things are supposed to happen within the organization (high consensus) and when their subsequent behaviors are consistent with those expectations (high intensity).
What is transfer of training?
degree to which the knowledge acquired through training actual translates into the work place.
What is intuition?
emotionally charged judgments that arise through quick, non-conscious and holistic associations. Largely a function of tacit knowledge.
How does motivation relate to organizational commitment?
greater perceptions of equity relate to higher levels of affective and normative commitment (moderate strength) and less so on continuance.
What is Recovery?
he degree to which energies used for coping with work demands are replenished from a period of rest or relief from work. (Rest time)
Cognitive Emotion-Focused:
i. Avoidance, distancing, or ignoring. ii. Looking for the positive in the negative. iii. Reappraising.
Behavioral Emotion Focused
i. Engaging in alternative activities. ii. Seeking support. iii. Venting anger.
What influences goal commitment?
i. Rewards- is the goal attached to valued outcomes. ii. Publicity: to what degree does everyone know about the goal. iii. Resources: do they have what they need to accomplish the goal? iv. Participation: does the follower have a say-so in setting the goal. v. Support: does the supervisor provide supportive supervision to the follower?
Cognitive Problem -Focused:
i. Strategizing ii. Self-motivation. iii. Changing priorities
Benign Job Demands
if the primary appraisal determines that the stressor does not create stress
What is behavioral modeling?
less experienced employees learn by observing and working with more experienced employees.
Quantitative
mathematical capabilities. a. Number facility: basic math operations quickly & accurately b. Mathematical reasoning: choosing the right method to solve a problem.
How do you change organizational culture?
or various reasons (changes in overall societal culture; market changes) the culture may no longer fit with how things need to be done and must evolve. This is very difficult because people are often deeply ingrained in "how things have always been done." A. Changes in leadership: Just as the founder shaped the initial culture a new strong leader may need to be brought in to change the culture to better fit market realities. B. Mergers and Acquisitions: mergers and acquisitions often occur because of some desirable outcome such as increased market penetration, new technology or goodwill. Many are not successful because the cultures are incompatible.
What is Type A behavior and what are they prone to?
people have a strong sense of time urgency and tend to be impatient, hard-driving, competitive, controlling, aggressive, and even hostile. Very competitive. a. Prone to interpersonal conflict. b. High need for achievement so are constantly striving for more. c. High correlation with heart disease.
What is socialization?
process through which employees learn the social knowledge that enables them to understand and adapt to the organization's culture.
Coordination
quality of physical movement. a. Gross body coordination: ability to synchronize the movements of the body, arms, and legs while the body is in motion. b. Gross body equilibrium: ability to balance body in unstable conditions.
What are traits?
recurring regularities or trends in people's responses to their environment.
What is accomplishment striving? (Conscientiousness: tendency to be dependable, organized, reliable, ambitious, hardworking, and persevering.)
reflects a strong desire to accomplish task-related goals. Want to finish work tasks, channel a high proportion of efforts towards those tasks, and work harder and longer on tasks. Those who score higher when they are young score higher have higher career success.
Status striving? (Extraversion (11): talkative, sociable, passionate, assertive, bold & dominant.)
reflects a strong desire to obtain power and influence within a social structure. Want to move up. 2. Easiest to judge in zero-acquaintance situations. 3. Tend to have higher life satisfaction possibly because of a very active social life. Most stable over time.
What is psychological empowerment?
reflects an energy rooted in the belief that the work tasks contribute to a larger purpose
What is Bounded Rationality?
represents the notion that decision makers are restricted by a variety of constraints when making decisions. a. Limited cognitive abilities. b. Time. c. Information is likely incomplete with some inaccuracies.
What are attributions
tendency of people to want to assign a cause for an action either internally or externally. a. Fundamental Attribution error: tend to assign an internal cause to other people's behavior and outcomes when they are negative. b. Self-serving bias: tend to make internal attributions for our successes and external attributions for failures. c. Consensus: are outcomes the same or different from other people? d. Distinctiveness: is the performance on this activity different than on other activities? e. Consistency: is the behavior consistent at different times?
What are attributions?
tendency of people to want to assign a cause for an action either internally or externally. a. Fundamental Attribution error: tend to assign an internal cause to other people's behavior and outcomes when they are negative. b. Self-serving bias: tend to make internal attributions for our successes and external attributions for failures. c. Consensus: are outcomes the same or different from other people? d. Distinctiveness: is the performance on this activity different than on other activities? e. Consistency: is the behavior consistent at different times?
What is escalation of Commitment?
tendency to stick to an ineffective course of action when it is unlikely that the bad situation can be reversed. a. Want to save face. b. Ego is too involved or tied to decision. c. Sunk costs.
What is ethnocentrism?
the belief that one's native country, culture, language, and modes of behavior are superior to all others. 1. Tendency to reject outsiders. 2. Cultural relativism: all cultures are equally valid and good. 3. Leads home-country people to have a tendency to place home- country people into important positions and to evaluate their behavior more positively. 4. Can have a negative impact on business as organizations have recruiting difficulties, higher turnover, and more HR related lawsuits and other problems.
Strength
the degree to which the body is capable of exerting force. a. Static strength: ability to lift, push, or pull heavy objects. b. Explosive strength: exertion of short bursts of energy to move objects. c. Dynamic strength: ability to exert force for a prolonged period of time without becoming fatigued.
What is personality?
the structures and propensities inside a person that explains his or her characteristic patterns of thoughts, emotion, and behavior.
What is faulty perception/Selective Attention
the way we select, organize, store, and retrieve information is inaccurate because we see the environment as it affects us and is consistent with our expectations. a. Projection bias: project our own thoughts, attitudes and motivations onto other people. b. Stereotype: assumptions are made about others based on their membership in a social group. c. Availability Heuristic: rule of thumb which allows people to make quicker decisions based on the information that is easier to recall. d. Representativeness Heuristic: rule of thumb which people use to make decisions based on associating the person or situation to a similar one experienced in the past. e. Leniency: perceiving everyone better than they are. f. Severity: perceiving everyone worse than they are. g. Central tendency: perceive everyone as average. h. Anchoring (Halo effect): evaluate someone overall based on one or two characteristics. Attractiveness i. Framing: the decision is influenced by how the question is asked. j. Contrast: judge someone based on someone else rather than a set criterion. k. Recency: weigh information that you received recently more than what you received in the past. l. First impression: initial contact with target influence perception much more so than later interactions.
emotion-focused coping
various ways in which people manage their own emotional reactions to stressful demands Ex: Journaling when you feel lonely to process why you are feeling that way
What are the four general culture types when compared on sociability and solidarity?
vary according to level of sociability (how friendly employees are to each other) and solidarity (degree to which the group members think and act alike). (11) 1. Fragmented: low on sociability & solidarity. Employees are distant and disconnected from one another. 2. Mercenary: low sociability; high solidarity. Very political. What's in it for me? 3. Networked: high sociability; low solidarity. Think differently from one another but get along well. Leads to higher creativity. 4. Communal: high sociability & solidarity.
How does learning relate to Organizational commitment?
weak relationship with organizational commitment as emotional attachment might increase as knowledge does.
What is an Output/input ratio?
what you bring to organization and what they give to you in return.
