MGMT 363: Exam 1 Connect Quizzes, 1-3

low affective commitment

"I dont feel emotionally attached to working here, even if there's nothing I dislike"

low normative commitment

"I feel no obligation to stay, I pretty much trained myself"

high continuance commitment

"I have potential to get a pretty nice promotion, I am not sure I can do that somewhere else. I've worked really hard!"

high affective commitment

"I love the laid back atmosphere! It really makes me feel at home!"

high normative commitment

"I've been with them since the end of college- they were my first job! I cant leave now!"

low continuance commitment

"student loans! if another company offered me higher pay, id take it!"

Employees who experience higher levels of challenge stressors also tend to have higher levels of job performance and organizational commitment

TRUE

According to expectancy theory, motivational force equals zero if expectancy, instrumentality, or valence is zero

TRUE In other words, it does not matter how confident you are if performance does not result in any outcomes. Similarly, it does not matter how well performance is evaluated and rewarded if you do not believe you can perform well.

Socially complex resources like culture, teamwork, trust, and reputation add value to an organization

TRUE People create socially complex resources, like culture, teamwork, trust, and reputation. These are inimitable and add to resource value

Expectancy Theory: instrumentality

knows an outcome, so will perform accordingly to get it ex: piece rate system

STARS high task high org

makes suggestions and helps people make progress

A management philosophy that bases an employee's evaluations on whether the employee achieves specific, mutually agreed-upon performance goals is known as

management by objectives Management by objectives (MBO) is a management philosophy that bases an employee's evaluations on whether the employee achieves specific performance goals.

LONE WOLVES high task low org

missing meetings even though strong contributor

Which of the following is a characteristic of a bad coworker? A- seems to always be looking for something else, even if it is not better B- gets the job done without being managed or reminded C- helps new coworkers and people who seem to need a hand D- adapts when something needs to be changed or done differently E-is the first to arrive and the last to leave

A Seeming to always be looking for something else, even if it is not better, is a trait associated with bad coworkers.

what is an example of a positive emotion? A- guilt B- relief C- boredom D- sluggishness E- calm

B Relief, joy, pride, hope, love, and compassion are all examples of positive emotions. Guilt is a negative emotion. Being bored, calm, and sluggish are associated with moods.

Method of Authority

Call emergency repair number on copier when it is jammed

transactional theory of stress, primary appraisal

Emma doesn't find fast paced work stressful, but stressful when she doesn't who who is evaluating her and how she's being evaluated

transactional theory of stress, stressors

Emma has 2 bosses and isn't sure now of the new dynamic or her scope anymore

transactional theory of stress, strain

Emma is irritable and forgetful lately, calls in sick

Method of intuition

Jamal noticed the office was unusually quiet and that it "felt" off, knew something was going on, but not what

Method of Experience

Jill starts new job; observes that arriving before the boss and leaving after the boss has positive effect on how he viewed her work ethic

Expression of a normative commitment?

My organization gave me my start... they hired me when others thought I was not qualified Normative commitment is defined as a desire to remain a member of an organization due to a feeling of obligation.

APATHETICS low task low org

attends but barely contributes, doesn't voice opinion

Political deviance; incivility

being snappy or rude to your colleagues

Variety

different assignments and different clients

goal setting theory: unit focused

each employee gets a bonus if certain reductions are made ex: gainsharing

Equity theory

each person receives the same raise for getting a certain score on their evaluations ex: merit pay

identity

get to be a part of the whole process, stick with client beginning to end

Foster goal commitment by encouraging collaboration of employees and leaders on setting specific proficiency level and due date for major production goal, employees feel sense of ownership over the goal now

participation is fostered Participation is a strategy for fostering goal commitment where employees and leaders collaborate on setting the specific proficiency level and due date for a goal so that the employee feels a sense of ownership over the goal.

personal aggression; abuse

physically harming a coworker

CITIZENS high org low task

puts on a happy face and does the extra things

expectancy theory; extrinsic motivation

random gift cards to employees entered in a raffle for good service! ex: recognition awards

personal aggression; harassment

shooting spitballs at the new guy whenever he is at his desk

transactional theory of stress, secondary appraisal

so, because this is a stress, cope! Emma works hard to satisfy demands of both bosses

goal setting theory: individual focused

specific and difficult goals for the individual ex: lump sum

political deviance; gossiping

talking about the boss no one likes, whether the info is true or not

Method of Science

through a survey, learn that employee satisfaction is correlated to employee performance

autonomy

we can work however we like as long as we get our work done

feedback

we get to hear what clients think and how effective our work is

significance

we really help people, I see our work making a difference