OB Chapters 1-3
affective component of attitudes
"i feel", feelings/emotions about given object/situation
bullying
"occurs when an individual experiences a number of negative behaviors repeatedly over a period of time"
cognitive component of attitudes
"I believe", beliefs/ideals about given object/situation
behavioral component of attitudes
"I intend", way we intend/expect to act toward someone/something
Stimulation
(openness to change) excitement, novelty, and challenge in life
self direction
(openness to change) independent thought and action, choosing, creating, exploring; driven, know where they are going, dont need motivation
achievement
(self-enhancement) personal success through demonstrating competence according to social standards; successful, capable, ambitious
power
(self-enhancement) social status and prestige, control or dominance over people and resources
3 step approach to problem solving
1) define the problem 2) identify potential causes 3) make recommendations and take action
Savvy managers will track four key workplace attitudes
1) organizational commitment 2) employee engagement 3) perceived organizational support 4) job satisfaction
conscientiousness
Dependable, responsible, achievement-oriented, persistent; most influential when it comes to performance at work
openness to experience
Intellectual, imaginative, curious, broad-minded; leads to higher turnover
internal locus of control
People who believe they control the events and consequences that affect their lives; you, yourself, makes things happen
agreeableness
Trusting, good-natured, cooperative, softhearted; employers displaying this are more likely to not quit
commitment
a force that binds an individual to a course of action of relevance to one or more targets
flextime
a policy of giving employees flexible work hours so they can come and go at different times, as long as they work a set number of hours
Locus of Control
a relatively stable personality characteristic that describes how much personal responsibility we take for our behavior and its consequences
interpersonal skills
active listening, positive attitudes, effective communication
situation factors
all the elements outside ourselves that influence what we do, the way we do it, and the ultimate results of our actions
job satisfaction
an affective or emotional response toward various facets of your job.
compentency
an interrelated set of abilities, behaviors, attitudes, and knowledge needed by an individual to be effective in most professional and managerial positions
personal attributes
attitude, personality, teamwork, and leadership
Contingency Approach
calls for using the OB concepts and tools that best suit the situation, instead of trying to rely on "one best way."; an important part of knowing when to apply OB knowledge and tools to a particular circumstance
dissolving
changing or eliminating the situation in which the problem occurs (ex live in a city with bus transportation eliminating the need to own a car and therefore eliminate the need to buy tires)
resolving
choosing a satisfactory solution, one that works but is less than ideal (ex temporary spare)
emotions
complex, relatively brief responses aimed at a particular target, such as a person, information, experience, or event;change psychological and/or physiological states
Big Five Personality Traits
extroversion, agreeableness, conscientiousness, emotional stability, and openness to experience
self-esteem
general belief about self-worth; personal achievement and praise raise self-esteem and prolonged unemployment and destructive feedback lower self-esteem
Management
getting things done through people
Organizational Citizenship Behavior (OCB)
individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization
problem
is a difference or gap between an actual and a desired state or outcome; arise when our goals (desired outcomes) are not being met
self-efficiency
is a person's belief about his or her chances of successfully accomplishing a specific task; can be developed; your confidence
proactive personality
is an attribute of someone "relatively unconstrained by situational forces and who effects environmental change. Proactive people identify opportunities and act on them, show initiative, take action, and persevere until meaningful change occurs; hard-wired to change the status quo
Practical Intelligence
is the ability to solve everyday problems by utilizing knowledge gained from experience in order to purposefully adapt to, shape, and select environments;
Personality
is the combination of stable physical, behavioral, and mental characteristics that gives individuals their unique identities; product of interacting genetic and environmental influences
solving
optimal or ideal solution (ex buy new tire)
extroversion
outgoing, talkative, sociable, assertive; associated with success for managers and salespeople; predict job performance better than agreeableness
needs
physiological or psychological deficiencies that arouse behavior
Logical-mathematical intelligence
potential for deductive reasoning, problem analysis, and mathematical calculation
Musical Intelligence
potential to appreciate, compose, and perform music
Linguistic Intelligence
potential to learn and use spoken and written languages
Naturalist Intelligence
potential to live in harmony with your environment
Spatial Intelligence
potential to recognize and use patterns
Intrapersonal Intelligence
potential to understand and regulate yourself
Interpersonal Intelligence
potential to understand, connect with, and effectively work with others
Soft Skills
relate to human interactions and include both interpersonal skills and personal attributes; skills most desired by employers
3 main weaknesses of common sense
relying on hindsight, lack of rigor, and lac of objectivity
psychological contracts
represent an individual's perception about the reciprocal exchange between him- or herself and another party
attitudes
represent our feelings or opinions about people, places, and objects and range from positive to negative; impact behavior
met expectations
represent the difference between what an individual expects to receive from a job, such as good pay and promotional opportunities, and what she or he actually receives
intelligence
represents an individual's capacity for constructive thinking, reasoning, and problem solving; increases due to a combination of healthier nutrition, technological complexity, better schooling, and improved socioeconomics; multiple intelligences
cognitive dissonance
represents the psychological discomfort a person experiences when simultaneously holding two or more conflicting cognitions (ideas, beliefs, values, or emotions) reduced by: changing attitude/behavior, belittling the importance of the inconsistent behavior, finding consonant elements that outweigh dissonance ones
value attainment
satisfaction results from the perception that a job allows for fulfillment of an individual's important values
Ethical Dilemma
situations with two choices, neither of which resolves the situation in an ethically acceptable manner
Emotional Stability
tend to be relaxed, secure, unworried, and less likely to experience negative emotions under pressure; have higher job performance, and fewer counter-productive work behaviors
perceived organizational support
the extent to which employees believe that the organization values their contributions, and genuinely cares about their well being
person factors
the infinite characteristics that give individuals their unique identities
Definition of OB
the study of human behavior of individuals and groups, attitudes, and performance in organizations
Hard Skills
the technical expertise and knowledge required to do a particular task or job function, such as financial analysis, accounting, or operations
external locus of control
those who believe their performance is the product of circumstances beyond their immediate control
Schwartz's Value Theory
values are motivational, represent broad goals over time, 10 broad values guide behavior
tradition
(conservation) respect, commitment, and acceptance of the customs and ideals that traditional culture or religion provides the self; humble, respect for traditions, moderate
conformity
(conservation) restraint of actions, inclinations, and impulses likely to upset or harm others and violate social expectations/norms; polite, obedient, respect others
security
(conservation) safety, harmony, and stability, of society, relationships, and self
Hedonism
(openness to change and self-enhancement) pleasure and sensuous gratification for oneself; do what makes you happy
benevolence
(self-transcendence) preservation and enhancement of the welfare of people with whom one is in frequent personal contact; understanding of others, beneficial, mindful to others well being
universalism
(self-transcendence) understanding, appreciation, tolerance and protection of the welfare of all people and of nature; protecting environment, broad-minded, wisdom, equality
emotional stability
Relaxed, secure, unworried; associated with a greater focus on and practice of workplace safety
Core Self-Evaluation
a broad personality trait made up of four narrow and positive individual traits: 1) generalized self-efficacy 2) self-esteem 3) locus of control 4) emotional stability; "know thyself"
problem solving
a systematic process for closing gaps between an actual and a desired state or outcome; efforts can be adversely affected if the problem is not defined accuretly
telecommuting
allows employees to do all or some of their work from home, using advanced telecommunications technology and Internet tools to send work electronically from home to the office, and vice versa
withdrawal cognition
an individuals overall thoughts and feelings about quitting
Organizational Behavior
an interdisciplinary field dedicated to understanding and managing people at work; uses both a systematic and science-based approach to understanding people; likely to be studied by a person seeking to understand and manage people at work
values
are abstract ideals that guide our thinking and behavior across all situations; influenced by the values of our parents and by the experiences we have as children; relatively stable and can influence our behavior without our being aware of it
individual differences
are the many attributes, such as traits and behaviors, that describe each of us as a person; what makes us different? genetics and environment
Ethics
guides behavior by identifying right, wrong, and the many shades of gray in between
counterproductive work behavior
harms other employees, the organization as a whole, and/or organizational stakeholders such as customers and shareholders
Value of OB
helps people obtain the competencies needed to become effective employees, team leaders/members, or managers
Bodily-kinesthetic Intelligence
potential to use mind and body to coordinate physical movement
Human Capital
productive potential of an individuals knowledge, skills, and experiences
Social Capital
productive potential resulting from relationships, trust, goodwill (willingness to help others), and cooperative effort
5 predominant contributing disciplines to OB fields
psychology, sociology, social psychology, anthropology, and political science
organizational commiment
reflects the extent to which an individual identifies with an organization and commits to its goals these individuals display 2 outcomes: continued employment, and greater motivation
emotional intelligence
the ability to monitor your own emotions and those of others, to discriminate among them, and to use this information to guide your thinking and actions; key components: personal competence (self-awareness and self-management), and social competence (social awareness and relationship management)
employee engagement
the harnessing of organization members' selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performance