bmgt364 exam 1
person-job fit
the extent to which a person's skills, knowledge, abilities, and other characteristics match job demands
General Adaptive Syndrome
the hypothesis that stress plays a general role in disease
selective perception
when we pay selective attention to parts of the environment while ignoring other parts
social awareness
when you understand how OTHERS feel you are exhibiting which of the building blocks of emotional intelligence?
interactional justice
the degree to which people are treated with respect, kindness, and dignity in interpersonal interactions
distributive justice
the degree to which the outcomes received from the organization are fair.
higher performance
Stress in the form of job challenge leads to: higher performance higher commitment higher turnover higher absenteeism
analysis paralysis
a decision making process in which more and more time is spent on gathering information and thinking about it, but no decisions actually get made
persona
a professional role that involves acting out potentially artificial feelings as part of a job
learning
a relatively permanent change in knowledge or skill produced by experience
fundamental attribution error
a situation in which good outcomes are attributed to personal characteristics, such as intelligence, but undesirable outcomes are attributed to external circumstances, such as the weather
availability bias
a situation in which information that is more readily available is viewed as more likely to occur
flow
a state of consciousness in which a person is totally absorbed in an activity
judgment
according to the Myers-Briggs Type Indicator, what dimension describes those who would like to have clarity and closure? thinking feeling judgment intuition
job interviewers are very adept at assessing conscientiousness in candidates, so the personality test is not really needed in employee selection.
all of the following statements regarding personality testing in employee selection are correct EXCEPT: self-reporting measures of personality may not be the best way to measure personality. there are mixed feelings as to whether candidates' faking responses on personality tests is a serious problem. job interviewers are very adept at assessing conscientiousness in candidates, so the personality test is not really needed in employee selection. personality is a better predictor of job satisfaction than job performance.
faultline
an attribute along which a group is split into subgroups ex: a group with three women and three men, gender may act as a faultline because the women may see themselves as separate from the men
psychological contract
an unwritten understanding about what the employee will bring to the work environment and what the company will provide in exchange
decision rule
automated response to problems that occur routinely
ERG model
basic human needs are categorized under three needs: existence (physiological and safety), relatedness (social), and growth (esteem and self-actualization
interactionist perspective
behavior is a function of the person and the situation interacting with each other
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
triple bottom line
beyond economic viability, businesses need to perform well socially and environmentally
programmed decisions
choices that occur frequently enough that we develop an automated response to them
expectancy theory
consists of three questions: expectancy: will my effort lead to high performance? instrumentality: will performance lead to outcomes? valence: do I find the outcomes desirable?
tactical decisions
decisions about how things will get done
operational decisions
decisions employees make each day to make the organization function
strategic decisions
decisions that are made to set the course of an organization
nonprogrammed decisions
decisions that require conscious thinking, information gathering, and careful consideration of alternatives
challenge stressors
demands and circumstances that cause stress but also promote individual growth
challenge stressors
demands and circumstances that cause stress but also promote individual growth.
deep-level diversity
diversity in values, beliefs, and attitudes
organizational commitment
emotional attachment to the company
terminal values
end states people desire in life, such as leading prosperous life and world at peace
person-organization fit
extent to which a person's values, personality, goals, and other characteristics match those of the organization.
role conflict
facing contradictory demands at work
hygiene factors
factors that are extrinsic to the job, such as company policies and working conditions create contentment for employees often factors we take for granted
motivators
factors that are intrinsic to the job, such as achievement and interesting work conditions that truly motivate employees
system 1 thinking
fast, automatic, emotional thinking that often triggers fight or flight or freeze responses
job satisfaction
feelings toward a job
when people fit their organization, they are more committed to the organization and more satisfied with their jobs
findings of person-organization fit studies indicate: when people fit their organization, they are less influential in the firm. when people fit their organization, they are more committed to the organization and more satisfied with their jobs when people fit their organization, they tend to leave an organization at about the same rate as those who are organization misfits. when people fit their organization, they consistently perform better.
role overload
having insufficient time and resources to complete one's job
tend to be more successful in their careers
high social monitors tend to be more successful in their careers tend to experience lower levels of stress. are more committed to their companies. are very accurate at conducting performance evaluations.
false consensus error
how we as human beings overestimate how similar we are to other people
resistance phase
in what stress phase does the body release cortisol and begin to adjust to the demands of the stress? resistance phase alarm phase exhaustion phase adaptation phase
case studies
in-depth descriptions of a single industry or company
equity theory
individuals are motivated by a sense of fairness in their interactions
social awareness
interpreting information about another person
job engagement
investment of mental, physical, and emotional energies at work
alarm phase
it is finals week at State University and Agnes has five finals in three days. What phase of the stress process is she experiencing in the scenario below? Agnes glances at the clock and notes it is three hours until her first final of the week. She still has two chapters to study. She feels a slight pain in the pit of her stomach. Agnes is experiencing symptoms of what stress phase?
surface acting
jennifer strongly dislikes her next-door neighbors, yet every time she sees them she stops to pleasantly chat with them for a few moments. Jennifer is engaging in...?
all of the above
major organizational changes can cause employees to experience higher levels of stress at work. Which of the following is considered a type of organizational change? changes in workforce due to a merger or an acquisition changes in executive leadership changes in policies and protocols all of the above
role ambiguity
of role ambiguity, conflict, and overload, which is the strongest predictor of poor performance?
acquired needs theory
proposed that certain types of needs are acquired during the individual's life time; David McClelland (achievement, affiliation, power)
positive reappraisal
psychological coping technique. This method involves finding meaning in seemingly negative life events ex: loosing your job is an opportunity to make a career change
field studies
research conducted in actual organizations. They may include observation, interviews, surveys, or experiments.
individuals with Type A personalities are more likely to experience negative organizational outcomes.
research on individual differences in the type of stress experienced by employees indicates that: individuals with Type A personalities are more likely to experience negative organizational outcomes. due to their stronger social networks, men process stress more effectively than women. men become depressed more often than women. workaholics enjoy work more than other employees
higher life satisfaction
research suggests high levels of emotional intelligence lead to which of the following? greater propensity to perceive situations as threats higher stress levels cognitive dissonance higher life satisfaction
poor performers are more likely to quit their jobs compared to high performers
research suggests which of the following relationships between performance and turnover? in general, good performers are more likely to leave a firm than poor performers because other firms readily recognize their skills and actively seek their employment pay-for-performance systems have no impact on an employee's likelihood to turnover the establishment of a pay-for-performance system in a company guarantees that high performers will stay in the firm poor performers are more likely to quit their jobs compared to high performers
continue to complain to his friends, family and co-workers
since Marco is high on the Big Five personality trait of neuroticism, he is stressed and burnout at his job; he most likely will quit and move into his parents' basement. start actively looking for a new job. continue to complain to his friends, family and co-workers. approach his boss to seek a solution about work
system 2 thinking
slow, deliberate, conscious, and logical thinking that happens less frequently
values
stable life goals people have, reflecting what is most important to them
hindrance stressors
stress caused by factors that detract us from our personal goals and prevent personal growth
gig economy
temporary, flexible jobs where organizations hire independent contractors instead of, or in addition to, full-time employees
glass cliff
tendency of women and minority members to be promoted to leadership positions in poor performing, struggling firms
retention
the ability to recall or recognize what has been learned over time.
procedural justice
the degree to which fair decision-making procedures are used to arrive at a decision
meta-analysis
the process of summarizing research findings from studies on related topics
self-fulfilling prophecy
the professor announced the first day of class: "students are not good at meeting deadlines. I guarantee you that someone will email me the day after a due date and ask if I will accept a paper for partial credit." yesterday the first paper was due in the professor's class. he just checked his email and a student inquired whether the paper could be turned in for partial credit today. this is an example of...?
glass ceiling
the situation that some qualified employees are prevented from advancing to higher level positions due to factors such as discrimination. often encountered by women and minorities
organizational behavior
the systematic study and application of knowledge about how individuals and groups act within the organizations where they work
anchoring and adjustment bias
the tendency for individuals to rely too heavily on a single piece of information
self-serving bias
the tendency to attribute our failures to the situation while attributing our successes to internal causes
self-enhancement bias
the tendency to overestimate our performance and capabilities, and to see ourselves in a more positive light than others see us
confirmation bias
the tendency to process and analyze information in such a way that it supports one's preexisting ideas and beliefs
self-effacement bias
the tendency to underestimate our performance and capabilities, and to see events in a way that puts us in a more negative light
affective events theory
theory that explores how events on the job cause different kinds of people to feel different emotions
surface-level diversity
traits that are highly visible to us and those around us, such as race, gender, and age
escalation of commitment bias
when individuals continue on a failing course of action after information reveals this may be a poor path to follow
false
true of false the relationship between positive work attitudes and behavior is clear
false
true of false deep-level diversity traits are most important for early interactions in the workplace, but as time goes on, surface-level traits become more important
false
true or false low power distance societies view an unequal distribution of power as relatively acceptable
true
true or false natalia is assisting new employee Jane by showing her around the facility. this is an example of organizational citizenship behavior
true
true or false our visual perception is biased because we do not perceive objects in isolation
false
true or false people are always interested in making an optimal decision
false
true or false successful organizations tend to limit the amount of information shared by maintaining a centralized structure
true
true or false behavior may be affected as much by what is expected of us as how we want to behave
role ambiguity
vagueness in relation to our job responsibilities
generation Xers (born between 1965 and 1979) have to feel that their personal goals align with organizational ones before they work toward company goals.
values change over the generations, evolving in response to historical contexts. which of the following statements is true regarding values of different generations? generation Xers (born between 1965 and 1979) are very group-oriented. generation Xers (born between 1965 and 1979) have to feel that their personal goals align with organizational ones before they work toward company goals. generation Xers (born between 1965 and 1979) don't care what they do for work, they just want money. generation Xers (born between 1965 and 1979) see work as central in their lives.
instrumental values
views on acceptable modes of conducts, such as being honest and ethical, and being ambitious
worse job attitudes, higher turnover, and decreases in job performance in terms of both in-role performance and organizational citizenship behaviors stressed individuals have lower organizational commitment than those who are less stressed there is also research connecting feelings of burnout (a stress outcome) to absenteeism frequency Challenge stress, or stress that contributes to personal development such as having a high volume of high-responsibility assignments, has been found to be related to higher performance and higher levels of work engagement, perhaps with some individuals rising to the challenge
what are the effects of the stress on work?
volume variety velocity veracity
what are the four V's of big data?
self-awareness self-management social awareness relationship management
what are the four building blocks involved in developing a high level of emotional intelligence?
individualism power distance uncertainty avoidance masculinity
what are the four dimensions that countries differ in?
adequate notice: letting employees know what criteria will be used fair hearing: ensuring there is a two-way communication during the review process judgment based on evidence
what are the three characteristics of performance reviews that increase the perception that they are fair?
consensus distinctiveness consistency
what are the three factors key to understanding what kind of attributions we make?
motivation ability environment
what are the three factors that determine performance?
fluency: number of ideas a person can generate flexibility: how different the ideas are from each other originality: how unique a person's ideas are
what are the three factors that evaluate the level of creativity in the decision making process?
surface acting deep acting genuine acting
what are the three major levels of emotional labor?
descriptive predictive prescrptive
what are the three types of analytics?
lower levers of stock volatility and higher stock returns at higher risk levels
what does a more conscientious CEO affect?
negative relationship between stock risk and shareholder returns
what does a more extroverted CEO affect?
higher levels of stock volatility but lesser relationship between higher risk and shareholder returns
what does a more neurotic and extroverted CEO affect?
higher emotional exhaustion, more thoughts of leaving an organization, and lowered job attitudes and performance
what is higher role ambiguity related to?
openness conscientiousness extraversion agreeableness neuroticism
what is the OCEAN big vide model of personality?
negative emotions are related to counterproductive work behaviors in general people experiencing negative emotions are less likely to be deceived—so negativity may bring in some healthy skepticism to a topic
what is the affect of negative emotions on work?
deep acting may lead to less stress
what is the relationship between deep acting and stress
surface acting is related to higher levels of stress and fewer felt positive emotions
what is the relationship between surface acting and emotions and stress?
consciousness, neuroticism, and extroversion
what three OCEAN components were shown to have significantly impacted firm's stock volatility as well as the likelihood that this risk would result in higher returns to shareholders?
receiver target situation
what three characteristics does social perception depend on?
maintenance of the psychological contract helps develop organizational commitment
when analyzing the information on work attitudes and aspects of the work environment, which of the following statements is true? attitudes always predict behavior in the work environment. maintenance of the psychological contract helps develop organizational commitment people with negative work attitudes never perform well personality and organizational citizenship are the two key attitudes that are the most relevant to important outcomes in the work environment
a firm that employs selective hiring practices
which of the following is likely to help produce an effective organization? a firm where information is shared on a "need-only" basis a firm that maintains two separate cafeterias for employees; one for executives and managers and one for everyone else a firm that employs selective hiring practices a firm that controls its labor costs by limiting training opportunities to only a few employees
if we make an external attribution to someone's goal achievement, we are less likely to reward the individual
which of the following statements about attribution is correct? if someone's failure is due to internal causes, we feel empathy and offer help. when faced with poor performance, one punishes the person more if we make an external attribution. attributions depend only on consensus, distinctiveness and consistency. if we make an external attribution to someone's goal achievement, we are less likely to reward the individual
the dynamic nature of today's organizations, including structural changes and cost cutting, have driven creativity in the business.
which of the following statements about the creative decision-making model is accurate? the dynamic nature of today's organizations, including structural changes and cost cutting, have driven creativity in the business. innovation is the generation of new, imaginative ideas innovation and creativity are the same process. problem identification is the last step in the creative decision making model
expectations of future downsizing leads to greater absenteeism in the workplace
which of the following statements regarding life stressors is correct? work-life conflict is slightly greater for men than women. stress results only from negative life events; positive life events increase feelings of satisfaction. organizations cannot aid employees in dealing with work-life conflicts as any interference from the firm would be seen as an invasion of privacy. expectations of future downsizing leads to greater absenteeism in the workplace.
successful managers tend to be clear on what they want at the outset of the decision making process.
which of the following statements regarding the rational decision-making model is accurate? the decision maker should generate alternatives before establishing criteria. successful managers tend to be clear on what they want at the outset of the decision making process. one research study indicated that alternative generation occurred in 85% of the decisions examined. the decision maker should make certain to clearly identify alternatives before undertaking any other step.
even though they are very unhappy with a job, employees may not leave an organization
which of the following statements regarding turnover is true?: employees will quit their jobs voluntarily only when they feel they will get fired the link between work attitudes and turnover is direct manager absenteeism causes employee turnover even though they are very unhappy with a job, employees may not leave an organization
