HRM 360: TEST 1
How does task performance relate to counterproductive behavior?
* There is surprisingly a weak negative correlation between task performance and counterproductive behavior -Sometimes the best task performers are the ones who can best get away with counterproductive actions because they are less likely to be suspected or blamed
What is Organizational citizenship behavior?
Organizational citizenship behavior is going beyond normal expectations to improve operations of the organization, as well as defending the organization and being loyal to it. (Example: speaking up and offering constructive suggestions for change)
What is an organizational commitment?
Organizational commitment is defined as the desire on the part of an employee to remain a member of the organization.
Why is its study so important to organizations?
Organizational commitment study is so important to an organization because it influences whether an employee stays a member of the organization or leaves to pursue another job.
What is the erosion model?
The erosion model suggests that employees with fewer bonds will be most likely to quit the organization (Figure 3-3 on page 69).
What are the different types of commitment?
*Affective commitment- defined as the desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization. *Continuance commitment- defined as the desire to remain a member of an organization because of an awareness of the costs associated with leaving it. *Normative commitment- defined as a desire to remain a member of an organization due to a feeling of obligation
What are the four performance management techniques used to guide performance appraisals?
*Behaviorally anchored rating scales *360-degree feedback *Forced ranking *Social networking systems
What is Citizenship behavior? How does it benefit an organization?
*Citizenship behavior is voluntary employee behaviors that contribute to organizational goals by improving the context in which work takes place. Employees who go the extra mile in order to support colleagues, or go out of their way to help another co-worker. *Benefits an organization by benefiting coworkers and involve assisting, supporting, and developing other organizational members in a way that goes beyond normal job expectations.
Why is it important to consider group mechanisms in OB?
*Employees don't work alone, but work in teams that are lead by some formal leader. *The group mechanisms shape satisfaction, stress, motivation, trust, and learning *Group mechanisms involve team characteristics and diversity (how teams are formed, staffed, and composed, and how team members come to rely on one another as they do their work), team process and communication (how teams behave, including their coordination, conflict, and cohesion), leader power and negotiation ( how individuals become leaders in the first place and attain authority), leader styles and learning behavior (capture the specific actions that leaders take to influence others at work) *Group mechanism is a part of the integrative model of organizational behavior, it (like organizational mechanisms and individual characteristics) are connected to the individual mechanisms of each member in the group *Good group mechanisms can make or a break a team
How does job autonomy affect job satisfaction?
*Job autonomy is the degree to which the job provides freedom, independence, and discretion to the individual performing the work. When your job provides autonomy, you view the outcomes of it as the product if your efforts either than the results of careful instructions from your boss or a manual *Job satisfaction has always been a matter of interest for both employees and employers, because of its profound effects and consequences. Autonomy is a predictor of job satisfaction and becoming more prominent in the workplace. In addition, job autonomy provides the perfect conditions for employees to craft their jobs. (Job autonomy also refers to how and when you perform your duties, as well as the level of independent judgment and discretion required to do your work).
Describe the ways of knowing things. What are the pros and cons of each way?
*Method of experience: people hold firmly to some belief because it is consistent with their own experience and observations *Method of intuitions: people hold firmly to some belief because it "just stands to reason"--it seems obvious or self-evident *Method of authority: people hold firmly to some belief because some respected official, agency, or source has said it is so *Method of Science: people accept some belief because scientific studies have tended to replicate that result using a series of samples, settings, and methods *The methods listed above can increase the performance and commitment of work units by employees by providing them with social recognition, in the form of public displays of praise and appreciation for good behaviors. However, this is only the case for a select few. Some people might feel uncomfortable or embarrassed, to the point that they try to hide especially effective behaviors to avoid being singled out by the boss. Social recognition could even be viewed as "cheap talk" *Scientific methods begin with a theory, defined as a collection of assertions --both verbal and symbolic--that specify how and why variables are related, as well as the conditions in which they should (and should not) be related Scientists could build a theory explaining why social recognition might influence the performance and commitment of work units, but with what sources? They could use interviews and observation, but that does not mean that employees with be too truthful What is nice about theories is that they can be tested and when that happens the predictions can be verified for being accurate, which is why theories are used to inspire hypotheses
What is the difference between moods and emotions?
*Moods are states of feeling that are often mild intensity, last for an extended period of time, and are not explicitly directed at or caused by anything. (Example: I'm feeling grouchy) *Emotions are states of feeling that are often intense, last only for a few minutes, and are clearly directed at (and caused by) someone or a circumstance. (Example: I'm feeling angry at my boss).
What is the O*NET? What information can it provide us?
*O*NET (Occupational Information Network) is an online database that includes, among other things, the characteristics of most jobs in terms of tasks, behaviors, and the required knowledge, skills, and abilities. *If organizations find it impractical to use job analysis to identify the set of behaviors needed to define task performance, they can turn O*NET the government has created to help with important activity.
What is OB? How is it different from HRM? How is it similar?
*Organizational behavior is a field of study devoted to understanding, explaining and ultimately improving the attitudes and behaviors of individuals and groups in an organization *HRM takes the theories and principles studied in OB and explores the "nuts and bolts" applications of those principles in an organization *Differ: An OB study might explore the relationship between learning and job performance. HRM might examine the best ways to structure training programs to promote employee learning Understanding/Predicting generally expected behaviors vs dealing specifically with individuals *"HRM" Topics -Recruitment -Selection -Compensation -Performance Appeal -Training *"OB" Topics -Motivation -Attitudes -Leadership -Organizational Culture -Group Dynamics
What are the types of deviances in the workplace?
*Property deviance: behaviors that harm the organization's assets and possessions. (Example: Theft and sabotage). Sabotage is the purposeful destruction of physical equipment, organizational processes or company products. *Production deviance: directed against the organization but focuses specifically on reducing the efficiency of work output. (Example: wasting resources and substance abuse). Wasting resources is when an employee use too many materials or too much time to do little work. Substance abuse is when employees abuse drugs or alcohol while on the job or shortly before coming into work *Political deviance: refers to behaviors that intentionally disadvantage other individuals rather than the larger organization. (Example: gossiping and incivility). Incivility represents communication that is rude, or impolite)
What are the different forms and models of withdrawal?
*Psychological withdrawal: consists of actions that provide a mental escape from the work environment (Example: daydreaming, looking busy, socializing, moonlighting) *Physical withdrawal: consists of actions that provide a physical escape, whether short term or long term, from the work environment. (Example: tardiness, long breaks, missing meetings, quitting, absenteeism)
With the increase in service jobs, explain implications for job performance.
*The costs of bad task performance are more immediate and more obvious; customers are the first to notice if a representative is doing their job poorly *That failure can't be hidden behind the scenes or corrected by other employees chipping in before *Service work context places a greater premium on high levels of citizenship behavior and low levels of counterproductive behavior *If service employees refuse to help one another or maintain good sportsmanship, or if they gossip and insult one another, those negative emotions get transmitted to the customer during the service encounter; maintaining a positive work environment, therefore, becomes even more vital
Explain the scientific method. Why is it important in OB?
*The scientific method starts as a hypothesis-data--verification-theory *Look to scientific methods in the previous answer *The scientific method helps us find the correlation between social recognition behaviors and drive-through times, as well as the correlation between social recognition behaviors and employee turnover
How has globalization, technological advances, and knowledge-based work affected the workplace?
*They increase the pace of change in the workplace *They are forms of adaptive task performance, and they have become crucial in today's global economy where companies have been faced with the challenge of becoming more productive with fewer employees on staff
ID the outcomes central to OB. What factors influence these key outcomes? What is the integrative model of OB?
*Two primary outcomes of central OB: Job performance and organizational commitment *Integrative model of OB located on page 8 of textbook
What are the three conditions to establishing causality?
1.)X must be related to Y 2.)X comes before Y (Temporal Precedence) 3.)There is not a third variable Z that explains the relationship between X and Y
What is adaptive performance?
Adaptive performance (or "adaptability") involves employee responses to task demands that are novel, unusual, or, at the very least, unpredictable. (Example: a flight landing in Canada skidded off the runway when landing and the flight attendants had to take emergency actions to help the passengers. They are trained to do so, but it is out of the ordinary for them.)
How is Job satisfaction affected by day-to-day events? Provide examples.
Affect (emotions and moods), no one is satisfied every day or every second. LOOK TO GRAPH
What are the measures of job satisfaction?
Autonomy, skill variety, task significance, feedback (from job and from others), social support
Explain correlations.
Correlations are the statistical relationship between two variables. Abbreviated r, it can be positive or negative and range from 0 (meaning no statistical relationship) to 1 (a perfect statistical relationship)
What is creative performance?
Creative task performance is the degree to which individuals develop ideas or physical outcomes that are both novel and useful. (Example: A swimsuit designer pitching an idea for next seasons swimsuit which includes a suit made entirely out of chrome-plated steel. The idea might seem very novel but it is not useful. Another designer states maybe a make a swimsuit that is comfortable and attractive, this idea might be useful, the idea is not novel because attractiveness and comfort are generally accepted design elements for swimsuits.)
What is emotional labor?
Emotional labor is the need to manage emotions to complete job duties successfully. (Example: retail salesperson putting on a smiling face even though they are annoyed with a customer)
What dimensions can we use to categorize emotions?
How intense they are, how long they last, and if they are clearly directed at (and caused by) someone or some circumstances...CHECK THIS
What are there individual mechanisms in the integrative model of organizational behavior? Why is their study important?
Individual mechanisms directly affect job performance and organizational commitment. Includes job satisfaction. Another individual job mechanism is stress, motivation, trust, justice, ethics, learning and decision making. It is important to know what factors improve the individual mechanisms
What is interpersonal citizenship behavior?
Interpersonal citizenship behavior is going beyond normal job expectations to assists, support, and develop coworkers and colleagues. (Example: helping coworkers with their heavy workload)
When evaluating employee's performance what are the limitations of using a results-focused approach?
It can create potential problems -First, employees contribute to their organizations in ways that go beyond bottom-line results, and so evaluating an employee's performance based on results alone might give you an inaccurate picture of which employees are worth more to the organization -Second, there is evidence that managers' focus on bottom-line results can create a bottom line mentality among employees, which, in turn, results in social undermining--sabotaging co-workers' reputations, or trying to make them look bad -Third, results are often influenced by factors that are beyond the employees' control--product, quality, competition, equipment, technology, budget constraints, coworkers, and supervisors... -Fourth, even if these uncontrollable factors are less relevant in a given situation, there's another problem with a results-focused approach and that is that results don't tell one how to reverse a "bad year," meaning it does not provide people with the information they need to know how to improve their behavior
How can job enrichment be used to improve job satisfaction?
Job enrichment is defined as when job duties and responsibilities are expanded to provide increased levels of core job characteristics. Research suggests that such enrichment efforts can indeed boost job satisfaction levels. Enrichment efforts can heighten work accuracy and customer satisfaction, through training and labor costs tend to rise as a result of such changes.
What is job satisfaction?
Job satisfaction is a pleasurable emotional state resulting from the appraisal of one's job or job experience. It represents how you feel about your job and what you think about your job.
Four types of employee classification can be done using organizational commitment and task performance. What are they and how do they respond to negative events.
LOOK TO GUIDE FOR GRAPH *Stars: likely respond to negative events with voice because they have the desire to improve the status quo *Citizens: likely to respond to negative events with loyalty because they may lack the credibility need to inspire change but do possess the desire to remain a member of the organization *Lone Wolves: likely to respond to negative events with exit *Apathetic: likely to respond with neglect, because they lack the performance needed to be marketable and the commitment needed to engage in acts of citizenship
What is a meta-analysis?
Meta-analysis is a method that combines the results of multiple scientific studies by essentially calculating a weighted average correlation across studies (larger studies receive more weight)
What are the predictors of the different types of commitment?
Predictors for affective commitment -Organizational support -Fairness/justice -Role Conflict Predictors for continuance commitment -Seniority/ org. tenure -Alternatives -Transferability of skills Predictors for normative commitment -Organizational support -Fairness/ justice -Personal value on reciprocity
How is job satisfaction related to life satisfaction?
Research shows job satisfaction is one of the strongest predictors of life satisfaction. People feel better about their life when they feel good about their jobs.
What is the resource-based view of an organization? Provide examples.
Resource-based view describes what exactly makes resources valuable (what makes them capable of creating long-term profits for the firm). Includes: revenue, equity, and physical resources (buildings, technology) and resources related to OB like knowledge, ability, and wisdom of workforce
What is the routine performance?
Routine task performance involves well-known responses to demands that occur in a normal, routine, or otherwise predictable way. In these cases, employees tend to behave in more or less programmed ways that vary little from one instance to another. (Example: a flight attendant robotically going over safety instructions in the beginning of a flight)
Explain the Rule of One-Eighth
Rule of One-Eighth states effective management of OB requires a belief that several different practices are important, along with a long-term commitment to improving those practices
What is the social influence model?
Social influence model suggests that employees who have direct linkage with "leavers" will themselves become more likely to leave
