Man ch.11

include a host of programs aimed at helping employees to cope with stress, burnout,substance abuse, health related problems, family and martial issues, and any general problem that negatively influences job performance.

employee assistance programs

defined as an individual's involvement, satisfaction, and enthusiasm for work.

employee engagement

is the process of interpreting and understanding one's environment.

perception

consists of the stable psychological traits and behavioral attributes that give a person his or her identity

personality

someone who is more apt to take initiative and persevere to influence the environment.

proactive personality

are sets of behaviors that people expect of occupants of a position.

roles

is the tendency to filter out information that is discomforting, that seems irrelevant, or that contradicts one's beliefs.

selective perception

the extent to which people like or dislike themselves, their overall self evaluation.

self esteem

describes the phenomenon in which people's expectation of themselves or others lead them to behave in ways that make those expectations come true.

self fulfilling prophecy/ pygmalion effect

people tend to take more personal responsibility for success than for failure.

self serving bias

beliefe in one's personal ability to do a task.

self-efficacy

is the extent to which people are able to observe their own behavior and adapt it to external situations.

self-monitoring

are abstract ideals that guide one's thinking and behavior across all situations.

values

is a state of emotional, mental, and even physical exhaustion.

burnout

is the activity of inferring causes for observed behavior.

causal attribution

The cognitive component-"I believe." Consists of the beliefs and knowledge one has about a situation.

cognitive component of an attitude

to describe the psychological discomfort a person experiences between his or her cognitive attitude and incompatible behavior.

cognitive dissonance

their actions and judgements

behavior

The behavioral component-"I intend." Refers to how one intends or expects to behave toward a situation.

behavioral components of an attitude

are (1) extroversion, (2) agreeableness, (3) conscientiousness, (4) emotional stability, (5) openness to experience.

big five personality dimensions

or administrative changes that managers can make to reduce the stressors that lead to employee burnout.

buffers

when an employee doesn't show up for work

absenteeism

the affective component-"I feel." Consists of the feelings or emotions one has about a situation.

affective component of an attitude

is defined as a learned predisposition toward a given object.

attitude

types of behavior that harm employees and the organization as a whole.

counterproductive work behaviors (CWB)

is the ability to cope, to emphasize with others, and to be self-motivated

emotional intelligence

people attribute another person's behavior to his or her personal characteristics rather than to situational factors.

fundamental attribution bias

in which we form an impression of an individual based on a single trait.

halo effect

focuses on self responsibility, nutritional awareness, relaxation techniques, physical fitness, and environmental awareness.

holistic wellness program

defined as the extent to which an individual is immersed in his or her present job.

job involvement

is the extent to which you feel positive or negative about various aspects of your work.

job satisfaction

the debilitating lack of faith in one's ability to control one's environment.

learned helplessness

indicates how much people believe they control their fate through their own efforts.

locus of control

which is dedicated to better understanding and management of people at work.

organizational behavior

are those employe behaviors that are not directly part of employee's job descriptions- that exceed their work-role requirements.

organizational citizenship behaviors

reflects the extent to which an employee identifies with an organization and is committed to its goals.

organizational commitment

is the tendency to attribute to an individual the characteristics one believes are typical of the group to which that individual belongs.

stereotyping

is the tension people feel when they are facing or enduring extraordinary demands, constraints, or opportunities and are uncertain about their ability to handle them effectively.

stress

the source of stress is called a

stressor

when employees leave their jobs

turnover

meaning they are involved in a chronic, determined struggle to accomplish more in less time.

type a behavior pattern