Organizational Behavior Ch 1-6
Organizational Behavior (OB)
The systematic study and application of knowledge about how individuals and groups interact in orgs
Alderfer's ERG Theory
The theory that three universal needs—for existence, relatedness, and growth—constitute a hierarchy of needs and motivate behavior. Alderfer proposed that needs at more than one level can be motivational at the same time.
Organization
Two or more people, that function to achieve a common goal or set of goals
Attitudes
are the evaluative statements that are either favorable or unfavorable
Organizational citizenship behaviors (OCB)
are voluntary behaviors employees perform to help others and benefit the organization. Optimal and crucial for an organization to run well
Value-Percept Theory
argues that job satisfaction depends on whether you perceive that your job supplies the things that you value
Expectancy Theory
argues that work motivation is determined by a rational calculation in which individuals evaluate their situation -effort means performance which means outcomes and those outcomes are valuable (thsi belief drives motivation)
Growth Mindset
believe talents can be developed
How does BARS complement MBO
by showing why the objective was missed
Possible consequence of the forced ranking system
can create division in the work place
You can fix cognitive dissonance by
changing your attitude or behavior
job satisfaction is based on
cognition and affect
3 components of attitude
cognitive (evaluation), affective (feeling), behavioral (action)
Two fundamental perspectives of motivation
content theories and process theories
job crafting
employees redefining and reimaging their job designs in personally meaningful ways
job rotation
enlarging jobs by moving employees among several different jobs
skill variety, task identity and task significance lead to ___.
experienced meaningfulness of work
Due to contingency variables we know in OB that
few absolutes apply
autonomy
freedom to decide how to perform tasks
External validity
generalized results to other context
Goal Setting Theory
goal setting helps individuals, teams, and organizations achieve success
Job Performance
how well someone performs the requirements of the job
3 levels of analysis in OB model
individual, group, organizational
Work Behaviors
job performance, organizational citizenship, Counter productive
MBO is best suited for
jobs with quantifiable measures of job performance
KSA stands for ____.
knowledge, skills, and abilities
continuance commitment
organizational commitment based on the fact that an individual cannot afford to leave. You stay bc leaving is just to much fr
Motivation
psychological process that underlines the direction, intensity, and persistence of behavior the desire
Job performance is measured by
quality, quantity, speed, accuracy, and overall effectiveness
Forced Ranking System
rates all employees on a curve. top 20, middle 70 and bottom 10
Job Characteristics Model
skill variety task identity task significance autonomy feedback
Novelty
something new; newness
attribution theory
suggests how we explain someone's behavior—by crediting either to external or internal causations
temporal precedence
temporal order of events in which the cause precedes the effect
task significance
the degree to which a job is perceived to have a substantial impact on others inside or outside the organization (health, well-being, and/or work)
skill variety
the degree to which a job requires a variety of different high level skills
task identity
the degree to which a person is in charge of completing an identifiable piece of work from start to finish
Job Feedback
the degree to which carrying out the work activities provides direct and clear information to the employee regarding how well the job has been done
organizational commitment
the desire on the part of an employee to remain a member of the organization
fixed mindset
the idea that we have a set amount of an ability that cannot change talents are innate
Grit
the tendency to sustain interest in and effort toward very long-term goals
Behaviorally Anchored Rating Scale (BARS)
uses specific descriptions of actual behaviors to rate various levels of performance.
dissatisfaction =
(Vwant - Vhave) x (Vimportance)
Motivation Potential Score (MPS)
(skill variety + task identity + task significance)/3 x autonomy x feedback
Maslow's theory (Need Hierarchy theory)
-Employees have needs beyond a paycheck -Satisfied needs lose their potential -Focus on satisfying emerging or unmet needs
Counterproductive Behavior
Abusing others Theft Production deviance Sabotage Withdrawal Behaviors
In the Situation Strength theory we measure strength based on these 4 things
Clarity Consistency Constraints Consequences
Process Theories of Motivation types
Equity theory Expectancy theory Goal-setting theory
True or False, Personality equals Ability
False
360 Degree Feedback
Feedback from all who have first hand contact with the employee
3 ways OB gather data
Field studies Laboratory studies Case studies
Process Theories of Motivation
Focus on explaining the process by which internal factors and environmental characteristics influence employee motivation
Content Theories of Motivation
Focus on identifying internal factors such as needs and satisfaction
Manager
Gets things done through other people
To drive Intrinsic motivation
Give autonomy Allow them to build Competence Allow them to feel like they belong
consensus
How others react in that same situation
Equity Theory
How people strive for fairness and justice in social exchange or give-and-take relationships
Consistency
How they have behaved over time
Job Analysis
How to gage the Job's description
Intrinsic and Extrinsic Motivation compared strength
I>E
cognitive dissonance
Inner tension that a consumer experiences after recognizing an inconsistency between behavior and values or opinions
Performance =
Motivation x Ability x Environment
equity equation
My Outcome/My Input = Other's Outcome/Other's Input If >, you feel guilty If <, you feel anger
Justice Theory
Organizational justice refers to the extent to which people perceive that they are treated fairly at work
Major Behavioral sciences of OB
Psychology Social psychology Sociology Anthropology
Holland Theory of Personality types has these 6 types
Realistic Investigative Artistic Social Enterprising Conventional
SMARTER goals
Specific Measurable Aggressive Relevant Time-bound Ethical Results-Oriented
What type of goals lead to higher performance
Specific and difficult ones
Distinctivness
That persons behavior in similar situations
3 ways to measure attribution theory
Consensus Distinctiveness Consistency
To prove causation we must have
Correlation Temporal Precedence Elimination of alternate explanations
Due to possible alternative outcomes we know
Correlation does not equal Causation
3 types of justice theory measurements
Distributive- Outcomes received are fair Procedural- Procedures are fair Interactional- your treatment fairness
Motivational Synergy
The combination of extrinsic and intrinsic motivation to create synergy and affect goals
Internal Validity
a casual conclusion
intrinsic motivation
a desire to perform a behavior effectively for its own sake
extrensic motivation
a desire to perform a behavior to receive promised rewards or avoid threatened punishment
normative commitment
a desire to remain a member of an organization due to a feeling of obligation
affective commitment
a desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization. You stay bc you want to
job satisfaction
a good emotional state resulting from the appraisal of one's job or job experiences
Management by Objectives (MBO)
a performance evaluation system that evaluates people on whether or not they have met pre-established goals
Theory
a set of relationships and how/why they are related
situation strength theory
a theory indicating that the way personality translates into behavior depends on the strength of the situation
self-determination theory
a theory of motivation that is concerned with the beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation obligation=bad
McClelland's Theory of Needs
a theory that states achievement, power, and affiliation are three important needs that help explain motivation
Personality
an individual's characteristic pattern of thinking, feeling, and acting