Fundamentals of Organizational Behavior

organizational citizenship behavior (OCB)

A broader consequence of job satisfaction is that it contributes to OCB, or the willingness to work for the good of the organization even without the promise of a specific reward. Such behavior is discretionary; it is helpful to the company but not absolutely required by employers.

Roles within groups - Knowledge contributor.

Being technically proficient, the knowledge contributor provides the group with useful and valid information

P - Perceiving

Dimension - How do other people see you, lifestyle -live life in flexible and spontaneous way -enjoy gathering info -understanding their world , not controlling it -easily adapt to moment -gets a-lot accomplished under last minute and deadlines -enjoys working on several projects

J - Judging

Dimension - How do other people see you, lifestyle -planned and orderly -regulate life and control it --develops and commits quickly to plans or decisions -wants to make decisions bc dislikes loose ends -structures, scheduled, organized -complete one project before starting another -finish tasks before deadline

E - Extraversion

Dimension - directions or flow of attention -energy is focused outward -communicate by talking not writing -experience world rather than understand it -take initiative in work and social settings -action and variety

I - Introversion

Dimension - directions or flow of attention -like working alone or with one or two others -focuses more on inner world and directing energy inward -prefer to understand world before experiencing it -need time to reflect before acting -likes to specialize and communicate knowledge -prefer written communication

S - Sensing

Dimension - how do you acquire information and find out about things -focus on realities of situation and gathers facts -presented oriented in the moment -good with remembering numbers and facts -prefer procedures and details -what you see is what you get -patient with routine -focus on 5 senses

N - Intuition

Dimension - how do you acquire information and find out about things -future oriented -means go beyond information of senses, have 6th sense -big picture and grasp overall patterns -thrive on seeing new possibilities and value imagination -focus on what lies beneath the surface -shy away from details and patient with complexity

T - Thinking

Dimension - how do you make decisions - objective on cause and effect - analyze data and precedents and rules - logical consequences of choice - objective standard of truth, wants things to be fair - good at analyzing what is wrong with something - reasonable

F- Feeling

Dimension - how do you make decisions -personal values -considers how import decision is to self and others -enjoys dealing with people, empathetic -values harmony -people pleasing -compassionate and guided by personal values

Expectancy Theory

Effort -> Performance -> Reward -> Personal Goals 1.expectancy - probability that effort will lead to performance 2. instrumentality - performance instrumental and does it lead to a reward 3. valence - do you value the reward that is given to you and does it lead to your personal goals

Optimism - 9 personality factors

Refers to a tendency to experience positive emotional states and to typically believe that positive outcomes will be forthcoming from most activities Optimism versus pessimism is also referred to in more technical terms as positive affectivity versus negative affectivity and is considered a major personality trait.

Narcissism - 9 personality factors

Refers to an extremely positive and inflated view of the self, combined with limited empathy for others. The narcissist is self-absorbed, self-adoring, and self-centered, and has a grandiose preoccupation with his or her importance With a reasonable dose of narcissism, a person can be productive in a high-level position, such as a charismatic leader being self-confident, self-promoting, and flamboyant

Emotional Intelligence

Refers to qualities such as understanding one's own feelings, empathy for others, and the regulation of emotion to enhance living. The ability to connect with people and understand their emotions

Powerful Choleric

Roaring Lion Basic Desire - Have control Emotional needs: -loyalty -sense of control -appreciation -credit for work Controls by - threat of anger

Level 1 - Premoral

Self centered, see only their needs Ethical decisions are based on rewards Stage one - obey rules to avoid punishment Stage two - follow the rules only if its in my immediate interest

Maslows need of hierarchy

Self-Actualization Esteem Social Safety Physiological

Risk taking and thrill seeking - 9 personality factors

Some people crave constant excitement on the job and are willing to risk their lives to achieve thrills. The willingness to take risks and pursue thrills is a personality trait that has grown in importance in the high-technology era.

Forming

Stage 1: At the outset, members are eager to learn what tasks they will be performing, Confusion, caution, and communality are typical during the initial phase of group development.

Storming

Stage 2: During this "shakedown" period, individual styles often come into conflict. Hostility, infighting, tension, and confrontation are typical.

Norming

Stage 3: After storming comes the quieter stage of overcoming resistance and establishing group standards of conduct (norms). Cohesiveness and commitment begin to develop.

Performing.

Stage 4: When the group reaches the performing stage, it is ready to focus on accomplishing its key tasks. Issues concerning interpersonal relations and task assignment are put aside as the group becomes a well-functioning unit

Adjourning

Stage 5: Temporary work groups are abandoned after their task has been accomplished, much like a project team formed to erect an office tower

Peaceful Phlegmatic - characteristics

Strengths: -Flexible, balanced, easy to get along with -pleasant, lowkey personality -easygoing -patient and well balanced -great listener and harmonizer -hardest type to recognize Weaknesses: -resist change and refuse to get enthused -manana complex, procrastinate to avoid work (laziness) -quit will of iron, learn to communicate feelings -inability to make decisions "i don't care" "picture story, I was going to do that" Mediators, negotiators, mentors

Perfect Melancholy - characteristics

Strengths: -deep, thoughtful, analytical -serious and purposeful -highly organized detail oriented -talented and creative -high standards that are often not met -compassionate and sensitive Weaknesses: -easily depressed -negative inclinations -procrastination -put unrealistic demands on others -need lots of space -use moods to control/punish others Needs alone time excel in jobs like researchers, scientists, number experts

Powerful Choleric - characteristics

Strengths: -easy to spot -born leader -compulsive need for change -organize and delegate well -goal oriented, thrives on opposition and is usually right -loves to work, little need for friends -excels in emergencies Weaknesses: -compulsive workers, workaholics -must be in control -may not handle people well -are right but unpopular "do it my way, NOW" excel in jobs like CEO, ED's, administrators

Popular Sanguine - characteristics

Strengths: -magnetic personality -compulsive talker -enthuastic, colorful, creative -freat ideas, weak implementation Weaknesses: -Talk to much: interrupts / need to get to the point -Self centered -Poor memory: doesn't remember names -Disorganized "lost car at mall story" excel in jobs like comedians, public speakers, politicians preachers, professors

Self - Management - 4 factors of EI

The ability to control one's emotions and act with honesty and integrity in a consistent and adaptable manner is important. The right degree of self-management helps prevent a person from throwing temper tantrums when activities do not go as planned

Self-Awareness - 4 factors of EI

The ability to understand one's own emotions is the most essential of the four emotional intelligence competencies Having high self-awareness allows people to know their strengths and limitations and have high self-esteem Effective individual contributors use self-awareness to accurately measure their own moods, and to intuitively understand how their moods affect others

Mental Processes of People

The devices people use to deal with sensory information play a major role in creating perceptual problems. The general purpose of these perceptual shortcuts is usually to make the reality of a situation less painful or disturbing. As such, these mental processes are types of defensive behavior.

Personality

The persistent and enduring behavior patterns of an individual that are expressed in a wide variety of situations. Your personality is the combination of attributes, traits, and characteristics that make you unique. Your walk, talk, appearance, speech, and creativity all contribute to your personality. Personality can therefore be regarded as the core of who you are

Self-monitoring behavior - 9 personality factors

The self-monitoring trait refers to the process of observing and controlling how we appear to others High self-monitors are pragmatic and are even chameleon-like actors in social groups They often say what others want to hear. Low self-monitors avoid situations that require them to adopt different outer images ex someone who is good at office politics In this way, their outer behavior adheres to their inner values. Low self-monitoring can often lead to inflexibility.

Fundamental Attribution Error

The tendency to attribute behavior to internal causes when focusing on someone else's behavior. one of two attribution errors

Locus of Control

The way in which people look at causation in their lives. Some people have an: - internal locus of control because they perceive their outcomes as being controlled internally. As a result, they generally feel in control of their lives - external locus of control because they perceive much of what happens to them as being controlled by circumstances

Agreeableness - 9 personality factors

This factor reflects the quality of a person's interpersonal orientation. An agreeable person is friendly and cooperative. Traits associated with the agreeableness factor include - being courteous - flexible - trusting - good-natured - cooperative - forgiving - softhearted - tolerant

Relationship management - 4 factors of EI

This includes the interpersonal skills of being able to communicate clearly and convincingly, disarm conflicts, and build strong personal bonds. Effective leaders use relationship management skills to spread their enthusiasm and solve disagreements, often with kindness and humor

Neuroticism (low emotional stability) - 9 personality factors

This trait reflects neuroticism versus emotional stability. People with high neuroticism are prone to psychological distress and coping with problems in unproductive ways. Traits associated with this personality factor include being - anxious - insecure - angry - embarrassed -worried A person of low neuroticism—or high emotional stability—is calm and confident, and usually in control

Roles within groups - Challenger

To prevent complacency and noncritical thinking, a team needs one or more members who confront and challenge bad ideas

WIFFM

What's in it for me? - vital bc the employees were the only ones who knew how to make it work, reducing waste with die cuts Motivation theories - herzberg, adams equity, vrooms expectanty

Alderfer's ERG Theory

existence (PS), relatedness (S), growth (ES)

Herzberg's Two-Factor Theory

proposed that work satisfaction and dissatisfaction arise from two different factors - work satisfaction > motivating factors (recognition or achievement) - work dissatisfaction > hygiene factors (pay, work conditions)

Consensus

relates to other people relates to comparing a person's behavior with that of peers High consensus exists when a person acts similarly to others in the group, and low consensus exists when the person acts differently

Distinctiveness

relates to other tasks a function of comparing a person's behavior on one task with that person's behavior on other tasks high distinctiveness means that the person has performed the task in question quite differently from his or her performance on other tasks.

Perception

deals with the various ways in which people interpret things in the outside world and how they act on the basis of these interpretations.

Type B

- Casual about appointments - Not competitive - Never feel rushed - Take things one at a time - Slow doing things - Express feelings - Many interests

Type A

- Never late - Very competitive - Always feel rushed - Try to do many things at once - Fast, eating/talking, etc - "Sit" on feelings - Few interests outside work

Guide to Ethical decision making

1. gather the facts 2. define the ethical issue clearly 3. identify the affected parties 4. identify the consequences for each party 5. identify the obligations of each party 6. consider your character and integrity 7. think creativity 8. check your intuition

Group

A collection of people who interact with one another, work toward some common purpose, and perceive themselves as a group. Different from teams because they have synergy

Virtual team

A group that conducts almost all of its collaborative work via electronic communication rather than face-to-face meetings.

Locus of control

A logical extension of attribution theory is the concept of locus of control the way in which people look at causation in their lives. Some people have an internal locus of control because they perceive their outcomes as being controlled internally. As a result, they generally feel in control of their lives

Shared team leadership

A mutual influence process in which team members collaborate on decision making, share responsibility, and lead each other toward the attainment of goals.

Roles within groups - People supporter

A person occupying this role assumes some of the leader's responsibility for providing emotional support to teammates and resolving conflict.

Roles within groups - Process observer

A person occupying this role forces the group to look at how it functions, with statements such as, "We've been at it for two and a half hours, and we have taken care of only one agenda item. Shouldn't we be doing better?"

Team

A special type of group in which the members have complementary skills and are committed to a common purpose, a set of performance goals, and an approach to the task.

Cross-functional team

A work group, composed of workers with different specialties but from about the same organizational level, who come together to accomplish a task.

Nine Major Personality Factors and Traits

According to the Five-Factor Model (also known as the Big Five) of personality, the basic structure of human personality is represented by five broad factors: neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness. present four other traits of particular significance to job behavior: self-monitoring, risk taking and thrill seeking, optimism versus pessimism, and narcissism.

Mcclellands theory of needs

Achievement Power Affiliation

Manifest need - Affiliation

Concerned with establishing, maintaining, and restoring positive emotional relationships with other people. They want to be liked by other people Affiliated activities like parties reunions small talk

Level 3 - Principled

Ethical decisions are based on deeply held internalized principles of fairness which they have gained over a long period of time Stage five - uphold their own values, despite what others think. decisions based on principles Stage six - follow self elected ethical principles even when they conflict with the law

Level 2 - Conventional

Fairness is based on society's definition of fairness Ethical decisions are based on the expectations of others Stage three - try to live up to the expectations of people close to them Stage four - broaden your perspective to fulfill duties and obligations to the larger society

Red Attitudes

Free Spirits Seek excitement Avoid boredom Trust your hunches Be optimistic Develop insight Loosen up Look for alternatives Discover Experiment Speculate Explore Resourceful Imaginative Creative

Conscientiousness - 9 personality factors

Generally implies dependability Studies of conscientiousness suggest it consists of six sub-factors: - industriousness - order - self-control - responsibility - traditionalism - virtue Other related traits include being hardworking, achievement oriented, and persevering. Being conscientious to the extreme, however, can lead to workaholism and perfectionism. The combination of intelligence ("can do") with conscientiousness ("will do") is especially important for job performance.

Peaceful Phlegmatic

Golden Retriever Basic Desire - have peace Emotional needs: -peace and quiet -feelings of worth -lack of stress -respect Controls by - procrastination

Social Awareness - 4 factors of EI

Having empathy for others and having intuition about organizational problems are key aspects of this dimension of emotional intelligence. Socially aware leaders go beyond sensing the emotions of others by showing that they care

Attribution Theory

In this way, their outer behavior adheres to their inner values. Low self-monitoring can often lead to inflexibility.

Manifest need - Power

Main need is power through expressing power, negative comments to people, trying to control other people, persuasive, concerned with their reputation, arousing positive and negative emotions in others

Stereotyping

Mental Processes of People A common shortcut to the perceptual process is to evaluate an individual based on the group or class to which he or she belongs.

Projection

Mental Processes of People Another shortcut in the perceptual process is to project our own faults onto others instead of making an objective appraisal of the situation

Denial

Mental Processes of People If the sensory information at hand is particularly painful to us, we often deny to ourselves and others that the information even exists

Selective Perception

Mental Processes of People People use this mechanism when they draw an unjustified conclusion from an unclear situation. A feedback e-mail message from the manager might be interpreted as documentation to help the company build a case for firing the individual

Halo Effect

Mental Processes of People Tendency exists to color everything that we know about a person because of one recognizable favorable or unfavorable trait.

Perfect Melancholy

Orderly Beaver Basic Desire - have perfection Emotional needs: -sensitivity -support -space -silence Controls by - threat of moods

Blue Attitudes

Organizers Seek convenience Avoid doubt Trust practical experience Be prepared Acquire knowledge Shape up Look for certainties Preserve Maintain Predict Settle Pragmatic Practical Efficient

Manifest need - Achievement

People who are concerned with a standard of excellence, wants to do well in competitions, self imposed standards of excellence Identify people by seeing if they are involved in unique accomplishments and long tern goals or artistic creation

Openness to experience - 9 personality factors

People who score high with openness have well-developed intellects. Traits associated with this factor include being - imaginative - cultured - curious - original - broad-minded - intelligent - artistically sensitive.

Perceptual Distortions and Problems

Person as Perceiver --> Emotionally charged stimulants-->Perceptual distortion-->Mental processes-->

Popular Sanguine

Playful otter Basic Desire - have fun Emotional needs: -attention -affection -approval -acceptance Controls by - charm

Extraversion - 9 personality factors

Traits associated with extraversion include - being social - gregarious - assertive - talkative - active Introversion is associated with work activities requiring critical and analytical thinking such as computer programming and engineering The recognition of people who blend both traits and are classified as ambiverts

Ethics

a systematic attempt to determine the rules that ought to govern human conduct and the values that ought to be pursued in life are normative require you to take a stand

Self Serving Bias

an attribution error whereby people tend to attribute their achievements to good inner qualities, whereas they attribute their failure to adverse factors within the environment. one of two attribution errors

Deontological - 4 major ethical approaches

focus on ones duties in making a decision. The act its self is wrong Involves a code of conduct or moral principles by which all behavior is judged Ex honesty, fairness, justice or faith based ethics robin hood took what was not his regardless of his intentions

Teleological - 4 major ethical approaches

focus on the consequences of a decision or action, regardless of whether it is right or wrong. If the overall good outweighs the bad, the decision was ethical. ex stealing from rich and giving to poor Utilitarianism - greatest good for greatest number of people

Ontological - 4 major ethical approaches

focus on the integrity of character of the person involved in the decision ex if mother teresa did it

Justice and Rights - 4 major ethical approaches

focuses on the victims of the decision or action. If the decision violates the rights of one individual, it is unethical robin-hood feed the poor by trampoline the basic rights of other men

Consistency

involves time determined by assessing whether a person's performance on a given task is consistent over time If you are consistent over time, people will attribute your accomplishment to your internal qualities.

Emotional dissonance

is a key aspect of emotional labor, referring to the mismatch between felt and expressed emotions.

Job satisfaction

is the amount of pleasure or contentment associated with a job.

Attribution theory

is the process by which people ascribe causes to the behavior they perceive. Two attribution errors are quite common: -fundamental attribution error -self-serving bias

Emotional labor

is the process of regulating both feelings and expressions to meet organizational goals. Emotional labor involves both surface acting and deep acting. Surface acting means faking expressions, such as smiling, whereas deep acting involves controlling feelings, such as suppressing anger toward a customer whom you perceive to be uncivil.

Fundamental attribution error

is the tendency to attribute behavior to internal causes when focusing on someone else's behavior. We might therefore think that a vice president achieved that position because of his or her ambition and talent

A Basic Theory of Attribution

people attribute causes after gathering information about three dimensions of behavior: consensus, consistency, and distinctiveness

Adam's Equity Theory

people will equalize their work according to what equity rewards they see themselves and others get

Internal/External locus of control

some people have an external locus of control because they perceive much of what happens to them as being controlled by circumstances. People with an internal locus of control feel that they create their own opportunities in life, while those with an external locus attribute much of their success and failure to luck. New experimental research about locus of control suggests that people place more emphasis on environmental than internal factors when looking at causation

Goal Setting Theory

specific, difficult goals self efficiency performance goal commitment

Self-serving bias

takes place when focusing on one's own behavior. People tend to attribute their achievements to good inner qualities, whereas they attribute failure to adverse factors within the environment

Vroom's Expectancy Theory

the amount of work put into a job will depend on the outcome or reward a person expects ex promoted if you put in OT

Equity Theory

the idea that employees try to maintain equity between inputs and outputs compared to others in similar positions Mine referent other Outcomes. vs. outcomes inputs inputs < under-rewarded inequity > over-rewarded inequity = equity

Reinforcement theory

theory that positive and negative reinforcers motivate a person to behave in certain ways observed behavior > reinforcement, punishment> desired performance

Defining moment

when forced to choose between two ideals you deeply believe in ex if you need to repremand a blind worker for poor performance

Theory X and Theory Y

x - just a view of human nature (PS) y - capable of higher level needs (SES)