Organization psychology chapter 7, 8,9, 10, and 12

What are the 5 aspects of roles?

1) impersonal (the position itself determines the expectations.) 2) Related to task behaviors 3) Difficult to pin down (figure out who determines what is expected) 4) Learned quickly and can produce behavior changes 5) Person in one job may have several roles

What are so pro-tips that can be used in giving?

Be specific Detail the benefits of the behavior; focus on desired behavior. Invite input. Discuss next steps; follow up

What is organizational politics?

Behaviors driven by self-interest. -who gets what, when, and how. -positive, neutral, and negative views of politics. -political games in organizations.

Job satisfaction

-degree of pleasure from job. -related to affect as much as objective conditions. --(book) is an internal evaluation of the favorability of one's job. In short, it reflects the degree of pleasure an employee derives from his or her job.

What are the differences in values for global organization?

-leadership roles and expectations -individualism and groups -communication -decision making and handling conflict

What are some violations of contracts? what is noticed of employees?

-their are sequential patterns for employees responses to violations moves from relational to transactional contract. --voice: voice concerns. --silence: compliance, but loss of commitment. --retreat: shirking of responsibilities. --destruction: retaliation. --Exit: quit or provoke termination.

What are three ways that individuals have a lack of incentives which will contribute to social loafing?

1) Free riding 2) Sucker effect 3) Felt dispensability

What are three steps process for developing and communication norms in a group?

1) define and communicate 2) monitor (behavior) and judge(behavior) if (norms are) being followed 3) Reward conformity and punish nonconformity

What are the 4 impacts that a person will have at work?

1) emotional labor- surface vs. deep acting 2) emotion regulation- attempts to modify ones emotions. 3) emotional Intelligence- ability to recognize and control emotions; controversial. - predictive of job performance. -maintain relationships throughout control. 4) emotional contagion- emotions of others impact your emotions.

Scalar principle

Deals with the organization's vertical growth and refers to the chain of command that grows with levels added the organization. --Each subordinate should be accountable to only one superior, a tenet referred as the unity of command.

What does it mean to Broaden-and-build-Theory of positive emotions?

It is a theory that positive emotions broaden awareness and prompt more diverse behavior and thought. -negative emotions narrow thoughts

why is employee engagement important in job attitudes?

Their are three dimensions: 1) Vigor- personal energy to work. 2) Dedication- sense of pride and challenge 3) Absorption- capacity to be engrossed and experience flow.

What is evaluation?

Assess and maximize values. - (book) involves attempts by the team and the individual to assess and maximize each others value.

Sportsmanship

Avoiding gossips, complaints. -Refers to avoiding complaints, petty grievances, gossiping , and falsely magnifying problems.

What is organization development?

"A field of study involving organization-wide, data driven efforts to systematically increase organization effectiveness and well-being.

What are the components of social systems?

"A social system is a structuring of events or happenings"

What is a team?

"Bounded social system that works within a larger social system"

What is change management?

"The management of change and development with in a business or similar organization.

What is conscious rating distortion?

"deliberate distoriton of ratings unwillingness" -unwillingness more than capacity.

Culture

"languages, values, attitudes, beliefs, and customs of an organization. -it represents a complex pattern of variables that, when taken collectively, gives each organization its unique "flavor".

Climate

"shared meaning organizational members attach to the events, policies, practices, and procedures they experience and the behaviors they see being rewarded, supported, and expected.

Organizational politics

-Behaviors driven by self-interest. --Is relatively new to the field of I/O psychology. It seeks to explain behavior within organizations that accounts for how and why decisions get made.

Nasty

Anger, envy, and jealousy

Existential

Anxiety, guilt, and shame

Counterproductive work behavior

-Behaviors that are harmful to other employees or the organization. --Refers to a broad range of employee behaviors that negatively impact the organization and its constituents. According to Spector and Fox, they are volitional in nature, meaning they are intended to cause harm.

What does shared mental model's definition break down into?

-Being on the same page -Results in better work processes; proactively share the workload.

What does groupthink break down into?

-Consensus is more important than rational, independent thinking. -Fails to perceive outside threats accurately. -Illusion of unanimity (suppressing dissenting opinions)

What are the impacts for work motivation?

-Deadlines: often included with goals but can lead to risk taking and impair creativity. Procrastination: -self-regulatory failure --distal outcomes often discounted. --More likely with heavy workloads

What is paired comparison

-Each employee compared with every other employee. -THe rater's task is to select which of the two is better on the dimension being rated. The method is typically used to evaluate employees on a single dimension: overall ability to perform the job. -Best used with small samples

What is synthesis?

-Each theory provides understanding of how direction, intensity, persistence are motivation. -Theories can be organized along continuum of conceptual proximity to action. ---proximal: directly influence behavior. ---distal: Indirectly influence behavior.

Organizational citizenship behavior

-Employee behavior transcends job performance. -Directed to overall welfare of the organization. --(book) Organ referred to a person who engages in organizational citizenship behavior as a "good solider". Five dimensions to citizenship behaviors altruism, conscientiousness, courtesy, sportsmanship, and civic virtue.

What is Gallup Q-12 index?

-Gallup employee engagement work is based on more than 30 years of in-depth behavioral economic research involving more than 17 million employees. -Through rigorous research, Gallup has identified 12 core elements--the Q-12--that link powerfully to key business outcomes.

What is team process? and how does it function?

-Its the process in which individuals are supposed to be able to manage their activities and interpersonal interactions to be successful. Their is a transition processes: Focus on planning and evaluation. Their are specific behaviors that will be included in the transition process. -Mission analysis -Goal specification ---set timelines and prioritize. -Strategy formulation and planning ---contingency and "on the fly" planning.

What are some behaviors that should employers look for in organizational citizenship behaviors?

-Motives for employees to engage in citizenship behaviors: "do good"- citizenship, good soldiers. "look good"- impression management, good actors. -Employees who demonstrate OCBs get higher performance rating and raises. --However "too much of a good thing" can backfire. --Need good time management skills to reap benefits OCBs.

What is downsizing?

-Organizations eliminate jobs to reduce payroll costs. -Jobs are eliminated; employees are not fired --An organization may believe it has to many employees to be responsive to its environment (most common reason for the organization to do this is because they believe they can "do more with less")

What is the impact of time on work motivation?

-Planning fallacy: tendency to underestimate how long a task will take. --more related to when people start an activity than when they finish it. --suggestion unpack tasks and take third-person perspective.

What are the types of teams?

-Problem-resolution team: created for the purpose of focusing on solving ongoing problems or issues. -Creative teams: are responsible for exploring possibilities and alternatives, with the broad objective of developing a new product or service. -Tactical teams: are responsible for executing a well-defined plan. -Ad-hoc team: is created for specific purpose, addressing itself "to this" particular problem. -Virtual team: or those team whosem members "work together over time and distance via electronic media to combine effort and achieve common goals.

What is behavioral checklist and scales? and what is it made up of?

-Represe ts the most recent advances In performance appraisal. -Critical incidents and Behaviorally Anchored Rating Scales (BARS)

Work commitment

-Sense of allegiance to work --Is the extent to which an employee feels a sense of allegiance and loyalty to one or more targets within the sphere of employment. According to Klein et al,. it is a "volitional psychological bond reflecting dedication to and responsibility for a particular target."

What are four components of political skill?

-Social astuteness -Interpersonal influence -Building networks and forming coalitions -Projected virtues

What are some response to politics?

-Stress -Turnover intentions -Work attitudes

What is the difference between group and team?

-Teams are a special kind of group. -Team work together on a common project for which they are all accountable. -Team is 4-20 while group is 2,000 -Team members have specialized tasks; group members may not. -Team require coordination and integration. -No firm dividing line between group and team.

What are the types of contracts?

-Transactional contract (short-term) -Relational contract (long-term) -Symmetrical vs. asymmetrical- equal vs. unequal

What are some categories of deviant work behaviors?

-Verbal: spreading rumors or sarcasm. -Physical: bullying and overt violence. -Sabotage: damage to property or reputation. -Work-directed: lateness, theft, work slowly. -Workplace homicide: extreme!

What are the four main dimensions to understand cross-cultural differences globally?

1) power distance 2) individualism-collectivism 3) masculinity-femininity 4) uncertainty avoidance

What are the four important properties for norms?

1) prescription for behaviors 2) more obvious enforcement for "important" group behaviors 3) Regulated internally by the group 4) Shared to varying degrees and amount of deviation allowed

Is their an informal component to the social systems?

1) roles 2) norms 3) organizational climate/culture

What are the three dimensions employee engagement?

1) vigor- personal energy for work. 2) dedication- sense of pride and challenge. 3) absorption- capacity to be engrossed and experience flow.

What are the work motivation theories?

1. Biological based theories 2. Flow theory 3. Self determination theory 4. Expectancy theory 5. Equity theory 6. Goal setting theory 7. Self-regulation theory 8. Work design theory -group exercise

Motivation and confidence building

Are those aimed at creating a sense of collective confidence and motivation among the team members. These include encourage each other and creating a feeling of safety among members. The team becomes a "safe harbor" for the expression of ideas and opinions that will not be treated with rebuke.

What are the principles of teamwork?

1. Provide and accept feedback 2. Are willing prepared, and back each other up. 3. Collectively view themselves as a group whose success depends on their interactions. 4. Foster with-in team interdependence. 5. Have leaders who serve as models for others

What are the seven characteristics contributing to employee acceptance?

1. Solicit and use employee input 2. Two way communication during interview 3. Opportunity for employee to rebut training 4. Rater's degree of familiarity with rate's work 5. Consistent standards applied 6. Ratings are based on actual performance 7. Recommendations for rewards are based on the ratings.

What is forced distribution?

5-7 categories (normal distribution assumption) Employees must be distributed across all categories. Best used with large samples Top-grading ("rank and yank") -Must be rated on a singe dimension, but it can also be used with multiple dimensions. The procedure is based on the normal distribution and assumes that employee performance is normally distributed.

What is the graphic rating scales

5-7 point scale -Are the most commonly used method in performance appraisal. The rater judges "how much" of each factor the individual has. Usually performance is judged on a 5- or 7-point scale, and the number of factors ranges between 5 and 20. (common dimensions raters are quantity of work, quality of work, practical judgment, job knowledge, cooperation, and motivation.

What are I/O's roles?

60%-70% of change initiative fails. The content of change management is reasonably correct, but the managerial capacity to implement it has been woefully underdeveloped.

What is job satisfaction?

A brief model of job satisfaction -positive-negative dimension and objective job circumstances. Look at figure 10-3. --(book info): is an internal evaluation of the favorability of one's job. In short, it reflects the degree of pleasure an employee derives from his or her job.

What is over qualification?

A situation where the individual has surplus skills, knowledge, abilities, education, experience, and other qualifications that are not required by or utilized on the job. -objectively or subjectively determined -less motivation with perceived overqualification. -relevance with equity theory, flow theory, and goal setting theory.

Power distance

Accept that power is unequally distributed. -Power distance refers to the extent to which less powerful members of an organization expect and accept that power is distributed unequally.

Action processes

Action processes include behaviors and actions that facilitate goal accomplishment. These include activities that keep things running smoothly and efficiently.

A system of differentiated activities

All organizations are composed of the activities and functions performed in them and the relationships among these activities and functions.

Ideology

All organizations are structured in response to a sixth facet that Mintzberg calls ideology. Ideology is is a belief system that compels commitment to a particular value. Mintzberg refers to organization that have a strong ideology as having a "missionary" structure, but not in the religious sense.

why is work commitment important in job attitudes?

Allegiance or loyalty to work ---bonds reflecting dedication to and responsibility for one's work.

Goal specification

Along with the mission analysis, teams must set timelines and prioritize goals. Teams must be flexible, however, with timelines and priorities as situations change and obstacles may appear. As such, teams may need to redefine their goals periodically to continue making progress.

People

Although organizations are composed of activities and functions, people perform tasks and exercise authority.

What countries are known for individualism-collectivism?

America, China - (book definition) Individualism refers to the belief that people in a society primarily look after themselves and their family members.

What is role transition?

Changes in commitment.

What is behaviorally Anchored Rating Scales (BARS)

Combines behavioral incidents and rating scale (its a combination of the critical incidents and rating scale methods. Performance is rated on a scale, but the scale points are anchored with behavioral incidents. ) -Major advantages of bars is the high degree of involvement of the person s developing the scale. The participants must carefully examine specific behaviors that lead to effective performances.

Organizational justice

Concept pertaining to the fair treatment of employees. -Colquitt et. al, believe that organizational justice has been among the most frequently researched topics in I/O psychology in the last two decades.

Conflict management

Conflict among members is unavoidable in any team. According to Mark et al., conflict management behaviors include those behaviors that prevent conflict from occurring as well as those that help members deal with conflict once it does occur. --Beneficial conflict is the desire of two or more members with differing ideas and interests to understand the views of the other. --Competitive conflict is the desire to win, to be judged "right" in a contests of opinions and values. --Task conflict focused on work activities. --Relationship conflict focused on interpersonal dynamics.

What are 5 main dimensions in organizational citizenship behaviors?

Contributing to the organization's welfare by going beyond duties- pro-social behavior, extra-role behavior, contextual behavior. *the 5 main dimensions are -Alturism -Conscientiousness -Courtesy -Sportsmanship -Civic virtue

Coordination behaviors

Coordination behaviors involve sharing of information to accomplish tasks. Key to coordination is communication.

What are Kotter's 8 steps?

Create urgency, form a powerful coalition, create a vision for change, communicate the vision, empower action, create quick wins, build on the change, and make it stick.

What is another application of motivational strategies?

Gamification: incorporation of game techniques and mechanic in nongames contexts as a means of enhancing motivation.

Employee engagement

Degree to which employee feel absorbed to work. -(book) At a rudimentary level, engaged employees have very high levels of energy for their work and a strong sense of identity and attainment to their work. According to Macey and Schneider, engagement is "a desirable condition, has an organizational purpose, and connotes involvement, commitment, passion, enthusiasm, focused effort, and energy.

Free riding

Desire to benefit from others. -Social loafing derives from a desire to benefit from the efforts of others. When a team task makes individual contributions anonymous and rewards are shared equally, team members can reduce their own individual effort but still enjoy an equal share of the results.

Disagreements among raters in 360-degree feedback : What error are potentially valuable information?

Disagreement is both across and within raters. Rater bias is a big factor. Goal for developmental vs. administrative purposes must be set.

What are the diversity values for global organizations?

Diversity leads to conflict

What are the three psychological processes for socialization?

Evaluation, commitment, and role transition.

Biological based theory

Examines the role of physiological responses and inherited traits in the determination of motivation.

Define roles

Expectations others have about behaviors in specific positions. -are usually defined as the expectations others about appropriate behavior in a specific positions.

T/F does absence of error equal accuracy

False

T/F should the rate of change be less then the rate of change externally or else you are pedaling forward.

False, the change needs to be greater externally or else you are pedaling backwards.

What are some pro-tips for seeking feedback?

First ask! Then solicit feedback from various people Ask for specifics not "what do you think of me?"

What are the personnel selection for teams?

First of all it is important to know that individual method does not transfer directly to team selection. -taskwork skills: what. are those needed by team members must coordinate their actions and work independently (foundation of the operational side of performance) -teamwork skills: how. these are behavioral, cognitive, and attitudinal skills. Team works skills are the foundation for the necessary synchronization, integration, and social interaction that must occur between members for the team to complete the assigned goal.

What is team structure?

First of all the prominent theme in this is diversity. -The structure of a team includes variables such as the number of members on the team, demographic composition, and experience of team members.

what is the process of performance management?

First you define the performance, evaluate the performance, review performance, and provide performance consequence.

What are the content reccomendations for legally sound performance appraisals?

First, it should be objective rather than subjective. Second, should be job-related or based on job analysis. Third, it should be in the control of the ratee Fourth, It should relate to specific functions not global assessment.

Monitoring behaviors

For a team to reach its goals, the members need to know how they are progressing toward the goals.

What is Tuckman's team life cycle?

Forming, Storming, Norming, Performing, and Adjourning.

Define outsourcing

Functions of employees that are performed by employees of the organization are eliminated, as Functions are now performed by subcontractors or contingent personnel. --the services performed by these individuals is less costly to the organization than hirings its own employees to perform these services.

Feedback in performance management contexts: what is giving?

Giving feedback is essential, but supervisors dislike doing it. One-third of feedback results in decreased performance. -The reluctance of giving individuals bad news is called the "mum effect" and is pervasive and problematic phenomenon.

Empathetic

Gratitude, compassion, and sympathy.

What is team cognition?

Groupthink- its the dark side of thinking alike. -which reflects how the team acquires, stores, and uses information.

Define positive

Happiness, love, and pride

In terms to performance what words would be used to describe higher and lower performance?

Happiness- higher performance Sadness- lower performance Anger- increased counterproductive work behavior.

Altruism

Helping behavior -(book) reflects willfully helping specific people with an organizationally-relevant task or problem.

What is psychological contract?

Implied exchange relationship that exists between an employee and the organization. -founded on concepts of mutuality and reciprocity

Forming

In this stage, individuals come together, but still act more as individuals than as a cohesive unit. At this point, individuals are getting to know one another and do things to avoid conflict.

Storming

In this stage, there is a great deal of interpersonal conflict and jockeying for position and status within the group.

Emotional contagion

Individuals have an automatic tendency to mimic others with whom they interact, including their facial expressions and mannerisms.

What is Self-Assessment?

Individuals have poor understanding of their strenghts and weaknesses. Positive leniency is a problem fewer halo errors -each employee appraises his or her own performance. Self-assessments are used to help individuals make decisions regarding where to focus they attention and how much effort to exert.

Ego-based motive

Individuals may also seek feedback to defend or enhance their views of themselves. Feedback can be very intimidating for people.

Image-based motives

Individuals may be motivated to seek feedback to make themselves look better to other people.

Instrumental motive

Individuals may seek feedback from others to improve their performance. Bt finding out how others view their performance, employees have a better understanding of where they should focus their attention.

Interpersonal functions

Interpersonal processes include behaviors and actions that concern managing team member affect/emotions.

What is another part for team functions?

Interpersonal processes: Managing team member emotion. -Conflict management ---beneficial vs. competitive conflict ---task vs. process vs. relationship conflict -Motivation and confidence building ---"safe harbor" for expression of ideas and opinions -Affect management ---cohesion and trust

Expectancy theory

Is a cognitive theory of motivation put forth by Vroom (1964) that suggests that employees are rational decision makers who will expend effort on activities that lead to desired rewards.

Self-determination theory

Is a theory of motivation that helps to resolve some of the issues of when extrinsic motivators may result in positive versus negative outcomes.

Goal-setting theory

Is based on directing one's effort toward the attainment of specific goals that have been set or established, Its basic premise is that setting clears specific, and challenging goals leads to enhanced task performance by way of increased performance motivation.

Functional principle

Is the concept behind devision of labor; that is, organizations should be provided into units that perform similar functions.

Adjourning

This stage occurs with the team is disbanding. At this point, the team has completed its tasks and members engage in reflection.

What is a good example?

It is called Schnieders ASA cycle- attraction-selection-attrition: meaning people are drawn to organizations that fit. -The ASA cycle proposes that people with similar personalities and values are drawn to (attraction)certain organizations and hired into these organizations (selection), and people who don't fit into the pattern of shared values eventually leave the organization (attrition).

Why is organization judgment important in job attitudes?

It is important because employees deserve fair treatment within the organization. --typologies of organization justice: Distributive justice-->procedural justice--> interactional justice breaks down into interpersonal justice or informational justice

What is shared mental model in team cognition?

Its the degree of similarity in how teams approach problems and evaluation potential solutions.

What are the job attitudes?

Job satisfaction, work commitment, Employee engagement, and organizational justice.

What do job attitudes break down into?

Job satisfaction, work commitment, employee engagement, and organizational justice.

Define offshoring

Jobs are shipped overseas to cheaper labor markets. --the work performed domestically is exported to cheaper labor markets in overseas countries.

What is uncertainty avoidance?

Level of threat is unknown. -uncertainty avoidance is the extent to which members of a culture feel threatened by uncertain or unknown situations.

Line/staff principle

Line functions- have the primary responsibility for meeting the major goals of the organization, like the production department in a manufacturing organization. Staff functions- support the line's activities but are regarded as subsidiary in overall importance to line functions.

What is performance appraisals in teams?

Major issues of that is weak links: "slacking" or "social loafing" -Social loafing: it refers to the demotivating effect on individuals of working in a group or team context. When team outcomes are emphasized, individuals see less connection between their own contributions and the recognition and rewards they receive .

Masculinity-femininity

Masculinity- social gender roles tend to be distinct. Femininity- gender roles overlap.

Politics

Minzberg's seventh factor. Politics causes divisiveness and conflict. Politics are often the seed of destruction within an organization. The basis for politics is the use of power that is neither formally authorized or widely accepted within the organization.

Is their a formal structure to the social systems?

No formal structure apart from its functioning; abstract.

What can norms do for an organization?

Norms can promote or deviate from organizational goals.

Role overload

Occurs when an individual feels overwhelmed from having too many responsibilities.

Role conflict

Occurs when an individual is faced with incompatible or competing demands.

What are some reaction feedback pro-tips?

Once received, accept with grace. Ask for specifics. Be aware of emotional triggers. Separate feedback from the person delivering. Listen Request time to process, if needed; follow-up.

What are the three types of behaviors?

Organizational citizenship justice, counterproductive work behavior, and organizational politics.

What are the five categories in emotions?

Positive, negative, Existential, Nasty, and Empathetic

What is socialization?

Process of mutual adjustment that produces changes overtime in the relationship between the team and its members.

Conscientiousness

Punctual, following rules -Refers to being punctual, having attendance better than the group norm, and judiciously following company rules, regulation, and procedures.

Value of diversity

Purpose, preference, interest (will do) -Reflects more fundamental differences among people with regard to tastes, preferences, goals, and interests.

What are the types of judgmental evaluations?

Rater erros and biases, rating scales, rater training, rater motivation

What is reaction feedback in performance management?

Reactions to feedback: Believe they control over performance. Believe system is accurate Those most oblivious to performance deficits least likely to accept feedback

Sucker effect

Reduce effort to match low expectations of others. -When conditions allow team members to take a free ride, some team members may assume that other group members will do so . Rather than be "sucker" who contributes more than others, people reduce their effort to match the low level they expect from others.

Felt dispensability

Reduce effort when able members are available. -Team members may feel dispensable when more able team members are available to accomplish the task or when they believe their efforts are redundant because they duplicate the contributions of others.

Role ambiguity

Refers to uncertainty about the behaviors to be exhibited in a role, or the boundaries that define a role.

Emotional intelligence

Reflects the ability to recognize emotions in oneself and in others and to control one's emotions in socially acceptable ways.

Courtesy

Respectful -Is being mindful and respectful of other people's right.

What are the key concepts for roles?

Role conflict, role ambiguity, role overload

Negative

Sadness, hopelessness, and despair

What is shared knowledge in team cognition?

Shared knowledge as common knowledge. Shared knowledge as overlapping knowledge. Shared knowledge as distributed across team members.

Other appraisal procedures?

Should be standardized and uniformed for all employees in the job. Should be formally communicated to employees. Should provide notice of performance deficiencies and of opportunities to correct them. Should provide access for employees to review appraisal results. Should provide formal appeal mechanisms that allow for employee inputs

what is the second part for personnel selection for teams?

Successful selection must create the right mix. -individuals who compliment others abilities. -assessment of "congruence" and "compatibility".

Equity theory

Suggests that motivation exists in a social context, and is based on how fair individuals see situations and interactions. This theory proposed by Adams states that employees intuitively make comparisons between themselves and others to determine how hard to work.

What is rater error training

Taught to make fewer errors. Does not necessarily result in increased accuracy. -is a formal process in which appraisers are taught to make fewer halo, leniency, and central tendency errors.

Strategy formulation and planning

Teams must also be strategic in terms of their planning. They must create contingency plans in the event that their original plans don't work out as intended.

What are the forces that are responsible for organizational change?

Technology, business based change, and small intentional organization change can grow to produce unintended change.

What are the reaction to the performance management systems?

Their are seven characteristics contributing to employee acceptance and supervisors must be perceived as trustworthy. -Performance appraisals have been described as "the organizational practice that managers and employees love to hate".

Flow theory

The expression "time flies when you're having fun" is certainly relevant to this theory, as is the feeling of being "in the zone" Flow is a mental and emotional state of optimal sensation, characterized by focused attention, a clear mind, distortion of time, a loss of self-consciousness, an intense intrinsic enjoyment.

Affect management

The final category of interpersonal processes are those that deal with regulating team member emotions, including anger and frustration. According to Marks et al., these would include behaviors directed at calming members who may be stressed and helping increase morale and cohesion. -cohesion is defined, as "the degree to which members of a team feel attached to their team and are compelled to stay it it". -Trust is defined as the belief that even though you have no control over another person's behavior toward you, the person will behave in a way that benefits you.

Self-regulation theories

The individuals play an active role in monitoring their own behavior, seeking feedback, responding to the feedback, and forming opinions regarding their likelihood of success in future endeavors.

What is an organizational merger?

The joining of two organizations of equal status and power. --is the marriage or joining of two of equal status and power. Their union is mutually decided.

What is organizational change?

The methods by which organizations evolve to become more adaptive to pressing economic and social conditions. --The process of altering organizations to be more adaptive and congruent with their business environment.

middle line

The middle line represents those employees who have the day-to-day authority for ensuring that the overall goals set by the strategic apex are being carried out by the operating core. They are mid-level bosses, ranging from senior managers down to first-level supervisors.

Operation core

The operating core of an organization consist of those employees who are responsible for conducting the basic work duties that give the organization its defining purpose.

What is acquisition?

The procurement of a company by another organization. -the purchasing organization is the dominant or more powerful role.

What are the eastern countries?

The rest of the world

Strategic apex

The strategic apex is responsible for the overall success of the entire organization. The strategic apex is associated with the executive leadership of the organization. These employees have the responsibility and authority to ensure that the larger goals of the organization are being met.

Support staff

The support staff provides services that aid the basic mission of the organization and typically includes the mailroom, security, and janitorial services.

Techno structure

The technostructure consists of those employees who posses specific technical expertise that facilitates the overall operation of the organization, but these people do not perform the mainstream work of the organization nor are they men arts of top management.

What are the theories of classical organization?

Their are 4 basic components: -A system of differentiated activities -People -Cooperation towards a goal -Authority- superior/subordinate relationship

What are the structures of theories for classical organization?

Their are four major structural components: 1) Functional principle- devision of labor; departments 2) Scalar principle- chain of command. Unity of command-only to superior. 3) line/staff principle- line- meeting major goals, production department staff- support line's activities support, HR

What is the application of motivational strategies?

Their are three major determinants of behavior: ability, motivation, and situational factors (including constraints). 1. Most obvious beginning in problem analysis is remove constraints. 2. Next step, is to examine skill and abilities factors. 3. Last step, is to examine dimension/strategies of motivation. -Direction -Intensity -Persistence

What is seeking feedback in performance management?

Their are three motives for seeking feedbacks from others and they are: 1) instrumental motive (self-improvement) 2) Ego based motive (defend or enhance behavior) 3) Image-based motive (look better to others).

What types of diversity are their?

Their are two types of diversity: Informational diversity and value diversity

What are the other parts on how a team functions?

Then you have action processes: Facilitates goal accomplishments. -Coordination behaviors ---continuous but not overabundant communication. -Monitoring behaviors ---tracking and interpreting information -Backup behaviors ---"harmful help" ---learned helplessness

What are 360-degree feedback two key assumptions?

This is based on two key assumptions: awareness of any discrepancies between how we see ourselves and how others see us enhances self awareness. The second one is enhanced self awareness is a key to maximum performance. -aka. mutlisource feedback (MSF) derives from the geometric rationale for multiple-rater assessment. The target employee is evaluated by other individuals who interact in a social network.

Performing

This is when the team members coordinate their actions and behave as a cohesive, fully-functioning unit.

Norming

This stage occurs once the team members understand their roles and have an agreed-upon goal and plan for accomplishing the goal.

T/F is this true about change management, Minimizing resistance to organizational change through involvement of key players and stakeholders.

True

What are the western countries?

U.S, Canada, Northern Europe, Australia, and New Zealand

Define norms

Unwritten, shared expectations define appropriate group behavior. -Are shared group expectations about appropriate behavior.

Emotional labor

We noted that individuals may engage in surface acting in which they alter their outward emotional expression without actually changing how they truly feel. Alternatively, they may engage in deep acting which they try to change their internal emotions to correspond to what is required of them.

In global organization what nation would fare better?

Western

Information diversity

What they know (can do) -Refers to differences among the members in terms of what they know and what cognitive resources they can bring to the team.

Mission analysis

When a team is given a task, team members must take the time to understand their charge and identify the the resources and constraints that exist for the task.

Emotion regulation

When individuals attempt to modify the emotions they are feeling.

What is the defining characteristic of of Work Teams?

Whole is greater than the sum of it parts.

Y/N does norm differentiate in position?

Yes

central-tendency errors

avoidance of extreme ratings. -Refers to the rater's unwillingness to assign extreme--high or low--ratings. The rater rates all employee average.

Backup behaviors

backup behaviors are those actions that are supportive in nature.

What is expected for rater intentions?

be accurate avoid conflicts benevolence (helpful) impression management

What is allegiance or loyalty to work?

bonds reflecting dedication to and responsibility for one's work. -

Rater errors and biases

breaks down into serial position errors, leniency errors, contrast errors, central tendency errors, and halo errors.

What are affect?

broad range of feelings described along positive-negative continuum.

What does burnout mean?

burnout: emotional exaustion; cynicism, reduced personal accomplishment. -engagement more cognitive; burnout more emotional.

define communication

clear source of employee expectations -Performance management systems are clear sources of information for employees. They tell employees what is expected of them, how well they are performing, and where they should focus their attention.

contrast erros

comparison against others vs. against set standards. -Occurs when raters compare or contrast one individual with another when making evaluation.

Emotions

discrete, short, and target-specific.

define documentation

document validity; legally defensible -In many criterion related validity studies, assessments of the criterion are derived from performance appraisals. Recalls that the criterion is a measure of job performance, and that is what performance appraisal are supposed to measure.

Moods

general and relatively long lasting.

What are the types of rating scales that could be used?

graphic rating scales, employee comparison methods, behavioral checklist and scales. .

Halo errors

halo vs. horn effect -Are evaluations based on the rater's general opinions about an employee. Halo errors occur when the rater generally has a favorable attitudes toward the employee that permeates all evaluations of this person. When the person has a generally unfavorable attitude about an employee that permeates evaluations, it is referred to as a horn error.

What is rank order?

high to low -the rater ranks employees from High to Low on a given performance dimension. The person ranked first is regarded as the "best" and the person ranked last as the "worst".

define strategic

individual and organization goals aligned(the performance management system communicates and reinforces what is most important for individuals to address). -The purpose of the Human Resources function in an organization is to maximize the contributions of employees to the goals of the organization, and assessments of employee job performance can play a major role in accomplishing that function.

What is the evolution of global cultures?

internation->multinational->global

What does team break down into?

it has a limited number of individuals. Interact to on a regular basis. To accomplish a shared objective. Mutual responsibility.

Rater motivation

it has conscious rating distortion and rater intentions. -Also known as conscious rating distortion, refers to the deliberate distortions occur when raters purposefully give raters scores that are higher or lower than they actually deserve.

What is person-organization fit?

it is perception of value and goal match between employee and organization. -The process of gauging the degree of fit between the two parties is mutual. From the organizations perspective, it seeks to understand the candidate's values, skills, goals, and personality in attempting to predict the likely behavior of the candidate if hired.

What is performance management? (chapter 7)

its a continuous process of identifying, measuring, and developing the process of individuals and teams and aligning performance with the strategic goals of the organization.

what is the pros and cons between performance management and performance appraisal?

its an continuing ongoing practice vs. one-time event. Also, it has the importance of alignment of individual and organization goals.

What are some OD interventions?

leadership development, team building, and survey feedback.

What is commitment?

loyalty, union, and connection between members.

What is the future of performance management?

merits of rating causes debates

What is the solution?

more frequent, informal check-ins.

Work-design theory

motivation based on the presence of dimensions or characteristics of jobs that foster the expenditure of effort. This theory proposes that, given the proper design of jobs, work can facilitate motivation in individuals.

What are the seven basic parts of an organization?

operation core, strategic apex, middle line, techno structure, support staff, ideology, and politics. Typical staff functions are Human Resources and quality control.

Frame-of-reference training

particularly promising. Calibrates raters, showing them what to look for. -Involves providing raters with common reference standards by which to evaluate performance.

What does assessment break down into?

peer assessment and self-assessment

What does emotions impact?

performance and decision making at work. -emotions impact how we appraise situations, influence how confident we are with our decisions, and color how we view risks.

What are the importance of split roles?

personnel development and salary administration -One role is a counselor or coach in discussing employee development or performance improvement. The other is a judge in making salary decisions. Evidence shows that most supervisors cannot play both roles simultaneously. The problems may be addressed by having two appraisals-for example one in January for employee development and the other in June for salary.

leniency errors

positive vs. negative leniency (severity). -Raters can be characterized by the leniency of their appraisals. Harsh raters give evaluation s that are lower than the "true" level of ability; this is called severity or negative leniency. Easy raters give evaluations that are higher than the "true" level; this is called positive leniency.

serial position errors

primacy vs. recency effect. -Reflect the tendency for individuals to remember information when it is presented at a certain place within a sequence. (people are better able to remember things if they occur first or lat in a sequence)

Employee comparison methods

rank order, paired comparison, and forced distribution. -Involve individuals being compared with one another, not against some defined standard. Variance is thereby forced into the appraisals. Thus the concentration of ratings at one part of the scale caused by rating error is avoided. The major advantage of employee comparison methods is the elimination of central-tendency and leniency errors because raters are compelled to differentiate among the people being rated. However, halo error is still possible manifests.

Rater training

rater error training and frame of reference training

What is the merit of rating causes debates?

rating inconsistently lead to improved performance. Performance will be always evaluated somehow

What is critical incidents?

records of good and poor performance behaviors. Not usually quantified -Critical incidents are usually grouped by aspects of performance: job knowledge, decision-making ability, leadership... The end product is a list of behaviors that constitute effective and ineffective job performance.

Civic virtue

responsible participation in politics. -Is responsible participation in the political life of the organization. Civic virtue reflects keeping abreast of not only current organizational issues but also more mundane issues, such as attending meetings, attending to in-house communications, and speaking up on issues.

define administrative

salary adjustments, promotions, and termination -Performance management systems are a key source information for such things as making salary adjustments, deciding who should be promoted or recognized for exceptional performance, and identifying individuals who should be terminated.

What are the purpose of performance management system?

strategic, administrative, communication, developmental, organizational maintenance, and documentation.

What does emotions break down into?

their are 5 categories: 1) positive 2) negative 3) existential 4) "nasty" 5) empathetic

What is the overview for motivation?

their are three components: -Direction: where we direct our energy. -Intensity: how much effort. -Persistance: (duration) motivation overtime. -intrinsic vs. extrinsic motivation -Maximum vs. typical performance ---upper limit of what can be done vs. what people will do.

What is peer assessment?

their are three types: peer nominations, peer ratings, peer ranking. Then you also have biased by friendship. and it is better for developmental purposes. -members of a group appraise the performance of their fellows.Three techniques are commonly used. ---peer nomination, in which each person nominates a specified number of group members as being highest on the particular dimension of performance. 2nd one is peer ratings, in which each group member rates the others on a set of performance dimension using one of several kinds of ratings. 3rd technique is peer ranking, where each member ranks all others from best to worst on one or more performance dimensions.

T/F is culture why things are done in an organization

true

define developmental

ultimate goal; feedback -Denisi and Pritchard (200^, the ultimate goal of performance management is performance improvement. As part of this, a key element of successful performance management systems is that employees are provided with feedback that highlights their job-related strengths and weaknesses.

define organization maintenance

workforce planning -Performance management systems are often used for workforce planning efforts, including succession planning. Succession planning is a concept in which fairly long-term projections about future staffing needs in an entire company are based not the anticipated promotions of current employees.

Is climate what and how things are done in an organization?

yes

Is this more predictive of turnover then job performance?

yes

Is change management a collective term that is used? and what types of approaches?

yes, and the type of approaches that are used prepare and support individuals, teams, and organizations in making organizational changes.