Management 3080 Exam 1
Maslow's Hierarchy of Needs
(level 1) Physiological Needs (level 2) Safety (level 3) Relationships, Love and Affection, (level 4) Self Esteem (level 5) Self Actualization
______ programs help employees to integrate, assimilate, and transition to new jobs.
Onboarding
External Locus of Control
People with __________ often see the causes of events in their lives as due to luck or other environmental factors.
It is always a mistake to use stereotypes.
false
Gina says, "I can type 70 words per minute with no errors." She is expressing
high self efficacy
Which characteristic is shared by the perceiver and the target?
Direction of gaze
In Maslow's need hierarchy, the most basic need (and the one that must be met first) is physiological.
True
Intrinsic Motivation
A desire to perform a behavior for its own sake; Decreased by extrinsic
Job Satisfaction
An effective (emotional) response toward various facets of one's job
_____ is the extent to which a job enables an individual to experience freedom, independence, and discretion.
Autonomy
CANOE
Big 5 personality factors: conscientiousness, agreeableness, neuroticism, openness, extraversion conscientiousness has strongest effect on job performance
When Harry has a perceived conflict with a co-worker, he will send them e-mails that are taunting or insulting. This is an example of
CWB
3 Dimensions of Motivation
Competence, Autonomy, Relatedness
Management as a science
Describes the statistical relationship between two variables Can be positive or negative and range from 0 (no statistical relationship) to ± 1 (a perfect statistical relationship)
______ justice is the perceived fairness of how resources and rewards are distributed or allocated.
Distributive
Theory Y
Employees are self-engaged, committed, responsible, and creative
Theory X
Employees dislike work and can only be motivated with awards and punishments
The _____ model suggests that managers should monitor employees' perceptions of fairness.
Equity
Theory of Planned Behavior
Explains why people do intentional things
"Individual differences" is a narrow category only used to describe the "Big Five" personality attributes.
False
Job satisfaction has a negative association with OCB and a positive relationship with CWB.
False
Managers can have great impact on fixed individual differences.
False
Perception is the process of becoming consciously aware of something or someone.
False
Which of the following is the most fixed of a person's individual differences?
Intelligence
________ is the extent to which an individual identifies with an organization and commits to its goals.
Organizational commitment
Organizational Citizenship Behavior
Represents discretionary individual behaviors that are: Typically not directly or explicitly recognized by the formal reward system And can, in the aggregate, promote effective functioning of the organization
Organizational Commitment
The extent to which an employee identifies with an organization and is committed to its goals.
A manager should use Schwartz's model to understand employees and assign them tasks that are consistent with their values.
True
Attitudes have three components: affective, cognitive, and behavioral.
True
In the self-serving bias, employees attribute their success to internal factors and their failures to external factors.
True
Increasing the autonomy of a person's job is one effective way to increase that person's self-efficacy.
True
Job satisfaction is not a unitary concept; a person may be satisfied with one aspect of his or her job and dissatisfied with one or more other aspects.
True
People program themselves for success or failure by enacting their self-efficacy expectations.
True
People with an external locus of control generally earn lower salaries than those with an internal locus of control.
True
Perception is influenced by three key components: the characteristics of the perceiver, of the target, and of the situation.
True
Research has found that some aspects of an individual's disposition are significantly associated with some aspects of job satisfaction, such as having autonomy or receipt of rewards.
True
The potential to learn and use spoken and written languages is known as linguistic intelligence.
True
When making attributions about a worker's performance, people can assign responsibility to either internal or external factors.
True
Intelligence
Underlies or causes all other cognitive abilities. It is related to IQ test - questions are similar and scores are correlated. Strongest predictor of job performance; more than integrity, more than interviews, more than personality People with her G factor scores are often more successful economically and happier.
______ is the positive or negative value people place on outcomes.
Valence
Schwartz's Value Theory
Values are motivational and represent broad goals over time bipolar values are incongruent while adjacent values are complementary
Theory
We have theories of management - based on research (Leadership, motivation) which you can apply at work
Self-Efficacy
a belief about your chances of successfully accomplishing a specific task. It is directly related to performance - just believing that you can do well at something makes you perform better. Of all self-evaluations, is most strongly related to job performance
Extrinsic Motivation
a desire to perform a behavior to receive promised rewards or avoid threatened punishment
Goal Setting Theory
a theory that says that specific and difficult goals, with feedback, lead to higher performance
Personal attitudes affect _______ via ______.
behavior, intentions
Kelley hypothesized that people make causal attributions by observing
consensus, distinctiveness, consistency
Locus of Control
describes how much personal responsibility someone takes for their behavior and its consequences.
The goal of the job characteristics model is to promote low extrinsic motivation.
false
___________ occurs when an individual is "turned on to one's work because of the positive internal feelings that are generated by doing well."
intrinsic motivation
A person will experience _______ when his or her outcome to input ratio is less than that of a relevant comparison person.
negative inequity
Distributive Justice
perceived fairness of the amount and allocation of rewards among individuals
Sources of self-efficacy
prior experience, behavior models, persuasion from others, assessment of physical/emotional state
Job Characteristics Model
skill variety, task identity, task significance, autonomy, feedback
Expectancy Theory
the theory that people will be motivated to the extent to which they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will be offered attractive rewards
Norah and Katy work together. They are also friends outside of work. Norah and Katy are constantly texting each other. Their supervisor comments that, while this might be fine outside of work, it's inappropriate to constantly text each other in the office. This is an example of
Context of interaction
Use of Value Theory
Workplace Application Personal Application
Equity Theory
a theory that states that people will be motivated when they perceive that they are being treated fairly
In the job characteristics model, the presence of skill variety, task identity, and task significance cause an employee to feel
experienced meaningfulness
If a person views a situation as having high consensus, high distinctiveness, and low consistency, he or she is likely to make an attribution of
external causes
Procedural Justice
perceived fairness of the process used to determine the distribution of rewards
External Locus of Control
the perception that chance or outside forces beyond your personal control determine your fate. "things happen to me"
Internal Locus of Control
the perception that you control your own fate "I make things happen"
An instrumentality represents an individual's belief that a particular outcome is contingent on accomplishing a specific level of performance.
true
Equity theory is a model of motivation that explains how people strive for fairness.
true