MGT 315 - Exam 2 Study Guide

Sequential

a form of task independence in which group members perform different tasks in a prescribed sequence, and members depend on only the member who comes before them in the sequence

Group Think

Behaviors that support conformity and team harmony at the expense of other team priorities

Supreme Court

Serves as the court of final appeal, as decisions made by the supreme court are binding and can only be overturned through legislation

What Qualifies as Harassment

Sexual harassment refers to unwelcome sexual advances (aggressive pressure or intimidation).

Attribution Bias

a cognitive bias that refers to the systematic errors made when people evaluate or try to find reasons for their own and others' behaviors. People constantly make attributions—judgements and assumptions about why people behave in certain ways.

Group

a collection of two or more people

Pooled

a form of task independence in which group members complete their work assignments independently, and their work is simply added together to represent the groups output

Valence

the anticipated value of the outcomes associated with successful performance (intrinsic: personal growth & extrinsic: pay)

General Interdependence

the way in which the members of a team are linked to one another.

Similarity-Attraction Approach

theory explaining that team diversity can be counterproductive because people tend to avoid interacting with others who are unlike them

Equity Distress

an internal tension that results from being over rewarded or under-rewarded relative to some comparison other. an internal tension that can only be alleviated by restoring balance to the ratios.

Reinforcement Theory

behavior is a function of its consequences (positive = give good -> negative = take bad -> punishment = give bad or take good)

Schedules of Reinforcement

-Continuous Reinforcement -Fixed-Interval Reinforcement Schedule -Variable-Interval Reinforcement Schedule -Fixed-Ratio Reinforcement Schedule -Variable-Ratio Reinforcement Schedule

Occupational Safety and Health Act (OSHA)

1970 law that authorizes the federal government to established and enforce occupational safety and healthy standards for all places of employment engaging in interstate commerce. Most comprehensive legislation regarding worker safety.

Bona Fide Occupational Qualification (BFOQ)

A job qualification based on race, sex, religion, and so on that an employer asserts is a necessary qualification for the job.

4/5ths Rule

A rule that states that an employment test has disparate impact if the hiring rate for a minority group is less than four-fifths, or 80%, of the hiring rate for the majority group.

Cohesion

A team state that occurs when members of the team develop strong emotional bonds to other members of the team and to the team itself

Disparate Treatment

A theory of discrimination based on different treatment given to individuals because of their race, color, religion, sex, national origin, age, or disability status.

Disparate Impact

A theory of discrimination based on facially neutral employment practices that disproportionately exclude a protected group from employment opportunities.

Expectancy-Value Theory

A theory that describes the cognitive process employees go through to make choices among different voluntary responses

Social Loafing

A type of motivational loss resulting from members feeling less accountable for team outcomes relative to independent work that results in individually identifiable outcomes

Task Conflict

Disagreements among members about the team's task.

Relationship Conflict

Disagreements among team members with regard to interpersonal relationships or incompatibilities in personal values or preferences.

Title VII of the Civil Rights Act of 1866

Grants all citizens the right to make, perform, modify, and terminate contracts and enjoy all benefits, terms, and conditions of the contractual relationship. Covers all individuals, enforced by court system.

Groupthink/Conformity

Group think involves behaviors that support conformity and team harmony at the expense of other team priorities

Halo/Horns Effect

Halo effect: A positive first impression that leads us to treat someone more favourably. Horn effect: A negative first impression that leads us to treat someone less favourably.

Immigration Reform and Control Act

Immigration Reform and Control Act altered U.S. immigration law by making it illegal to hire illegal immigrants knowingly and establishing financial and other penalties for companies that employed illegal immigrants.

Reasonable Accommodation

Making facilities readily accessible to and usable by individuals with disabilities.

Performance and Motivation

Motivation is a set of energetic forces that originates both within and outside an employee, initiates work related effort, and determines its direction, intensity, and persistence. Effective job performance often requires high levels of both ability and motivation.

Quid Pro Quo Harassment

Occurs when some kind of benefit (or punishment) is made contingent on the employee's submitting (or not submitting) to sexual advances.

Hostile Work Environment

Occurs when someone's behavior in the workplace creates an environment that makes it difficult for someone of a particular sex to work.

Effects on Team Processes (Coordination, Adaptivity, etc.)

Pooled has lowest degree of required coordination (fishing boat example) sequential/reciprocal comprehensive requires the highest level of interaction and coordination among group members

Executive Branch

President of the US and many regulatory agencies the president oversees. Legislative branch passes the laws, executive branch affects laws in many ways.

Age Discrimination in Employment Act of 1967

Prohibits discrimination in employment against individuals 40 years of age and older. Covers employers with 15 or more employees working 20 or more weeks per year; labor unions; employment agencies; federal government, regulated by EEOC.

Equal Employment Opportunity Commission (EEOC)

Refers to the government's attempt to ensure that all; individuals have an equal chance for employment, regardless of race, color, religion, sex, age, disability, or national origin.

Executive Order #11246

Requires affirmative action in hiring women and minorities. Covers federal contractors and subcontractors with contracts greater than $10,000, regulated by OFCCP

Rehabilitation Act of 1973

Requires affirmative action in the employment of individuals with disabilities Covers government agencies; federal contractors and subcontractors with contracts greater than $2,500, regulated by OFCCP

Goals and Timetables

The part of a written affirmative action plan that specifies the percentage of women and minorities that an employer seeks to have in each job group and the date by which that percentage is to be attained.

All Job Characteristics (VISAF)

Variety / Identity / Significance / Autonomy / Feedback

McDonnell Douglas Test

a legal principle requiring a plaintiff (employee) to prove with evidence of employment- discrimination. The test also requires a defendant (employer) to prove with evidence showing that the employment action complained was taken for nondiscriminatory reasons.

Work Team

a relatively permanent team in which members work together to produce goods and/or provide services

Self-Determination Theory

a sense of choice in the initiation and continuation of work tasks people are motivated to grow and change by three innate and universal psychological needs. This theory suggests that people are able to become self-determined when their needs for competence, connection, and autonomy are fulfilled.

Self-Regulation Theory

a system of conscious personal management that involves the process of guiding one's own thoughts, behaviors and feelings to reach goals

Project Team

a team formed to take on one-time tasks, most of which tend to be complex and require input from members from different functional areas

Equity Theory

a theory that suggests that employees create a mental ledger of the outcomes they receive for their job inputs, relative to some comparison other. unlike other two theories, acknowledges that motivation doesn't just depend on your own beliefs and circumstances but also on what happens to other people.

Value in Diversity Problem-Solving Approach

a theory that supports team diversity because it provides a larger pool of knowledge and perspectives

Goal Setting Theory

a theory that views goals as the primary drivers of the intensity and persistence of effort

Formal Statements (mission statement)

can take a variety of forms, but good ones clearly describe what the team is trying to accomplish in a way that creates a sense of commitment and urgency among team members

Legislative Branch

consists of House of Representatives and Senate (bodies that develop laws that govern many HRM activities). Most laws stem from from a perceived societal need.

Intrinsic Motivation

desire to put forth work effort due to the sense that task performance serves as its own reward

Deep-Level Diversity

diversity of attributes that are inferred through observation or experience, such as one's values or personality

Surface-Level Diversity

diversity of observable attributes such as race, gender, ethnicity, and age

Role of Job Enrichment

empowering employees to make decisions

Difficult/Specific Goals

goals that stretch an employee to perform at their maximum level while still staying within the boundaries of his or her ability. Gives employees a mark to shoot for rather than just "their best"

Job Characteristics Theory

jobs are more intrinsically enjoyable when work tasks are challenging and fulfilling. five "core job characteristics" combine to make some jobs more rewarding than others

Do-Your-Best Goals

less effective than assigning specific/difficult goals because few people know what their best is.

All Psychological States

meaningfulness of work / responsibility of work / knowledge of results

Mental Ledger

mental note that contains a lists of inputs from an employee at their job (effort, performance, education, etc.) and corresponding outcomes (pay, seniority benefits, status symbols, etc.)

Primacy/Recency Effect

new information is most easily absorbed and retained at the beginning and end of a learning episode.

Role of Growth Need Strength

personality trait that refers to individuals' internal expectations and desires for accomplishment, learning, and personal development within their jobs

Affirmative Action

policy aimed at increasing workplace or educational opportunities for underrepresented parts of society.

Self-Efficacy

the belief that a person has the capabilities needed to perform the behaviors required on some task

Expectancy

the belief that exerting a high level of effort will result in successful performance on some task

Instrumentality

the belief that successful performance will result in the attainment of some outcomes

Intensity

the choice of the level of effort to expend

Direction

the choice to expend effort

Persistence

the choice to persist at that level

General Diversity (team diversity)

the degree to which members are different from one another in terms of any attribute that might be used by someone as a basis of categorizing people

Task Interdependence

the degree to which team members interact with and rely on other team members for information, materials, and resources needed to accomplish work for the team (comprehensive, reciprocal, sequential, pooled)

Outcome Interdependence

the degree to which team members share equally in the feedback and rewards that result from the team achieving its goals

Goal Interdependence

the digress to which team members have a shared goal and align their individual goals with that vision

Past Accomplishments

the level of success or failure with similar job tasks in the past

Maslow's Hierarchy of Needs Theory

theory of motivation which states that five categories of human needs dictate an individual's behavior. Those needs are physiological needs, safety needs, love and belonging needs, esteem needs, and self-actualization needs. The theory states that humans are motivated to fulfill their needs in a hierarchical order. This order begins with the most basic needs before moving on to more advanced needs.

Team

two or more people who work interdependently over some time period to accomplish common goals related to some task-oriented purpose (a special type of group)

Process Gains

when team outcomes are greater than expected based on the capabilities of the individual members

Process Loss

when team outcomes are less than expected based on the capabilities of the individual members