mgmt 310 exam 1
continuance
"staying because you need to" "I'm due for a promotion soon, will I advance as quickly at the new company"
normative
"staying because you ought to" "my boss has invested so much time in me, mentoring me and training me"
affection
"staying because you want to" "some of my best friends work in my office, I'd miss them if I left"
what are the types of resources that firms that are good at OB have
-knowledge, ability and wisdom of the workforce, as well as the image, culture, and goodwill of the organization -resources are more valuable if they are rare and inimitable (they cannont be imitated)
how are correlations interpreted
0=no statistical relationship 1=perfect statistical relationship .1=small .3=moderate .5=large
How is OB distinct from HR
HR takes theories and practices from OB and explores the nuts and bolts applications of those principles
what are the three theoretical explanations linking the different withdrawal behaviors together?
Independent forms model, compensatory forms model, progression model
How is OB distinct from strategy
Strategy focuses on the product choices and industry characteristics that might affect an organization's profitability
what is the definition of organizational behavior
`a field of study devoted to understanding, explaining and ultimately improving the attitudes and behaviors of individuals and groups in organizations
Jamie predicts that, if she implements flexible scheduling at the company, absenteeism will decrease. This is an example of
a hypothesis
what is stress
a psychological response to demands that possess certain stakes for the person and that tax or exceed the person's capacity or resources
social networking systems
accenture uses a facebook styled program which requires that employees post and update weekly and quarterly goals
different kinds of moods
activated: surprised, astonished, aroused intense positive: enthusiastic, excited pleasant: happy, cheerful deactivated: quiet unpleasant: sad, grouchy intense negative: hostile, nervous, annoyed
types of organizational commitment
affective, continuance, normative
loyalty
an active, constructive response in which individuals attempt to improve the situation, maintaining your effort level despite your unhappiness
Progression model
argues that the various withdrawal behaviors are positively correlated- the tendency to day dream or socialize leads to the tendency to come in late or take long breaks, which leads to quitting, knowing someone is going to cyberloaf you know they will be absent in the near future
independent forms model
argues that the various withdrawal behaviors are uncorrelated with one another, occur or different reasons, and fulfill different needs on the part of employees, no rhyme or reason for their actions
compensatory forms model
argues that the various withdrawal behaviors negatively correlate with one another- that doing one means you're less likely to do another, knowing that an employee cyberloafs tells you that the same employee probably won't be absent
voice
attempt to change the circumstances by meeting with the new team member to attempt to work out the situation
exit
attempt to remove yourself from the situation, being absent from work more frequently or by voluntarily leaving the organization
Organizational behavior seeks to understand, explain, and improve employees' attitudes and _____.
behaviors
property deviance
behaviors that harm the organization's assets and possessions (sabotage, theft)
political deviance
behaviors that intentionally disadvantage other individuals rather than the larger organization (gossiping, incivility)
interpersonal citizenship behavior
benefit coworkers and colleagues and involve assisting, supporting and developing other organization members in a way that goes beyond normal job expectations
what is job satisfaction based on
cognition (calculated opinions of job) and affect (emotional reactions to job)
what is meta-analysis, and how is it more advantageous than a single correlation
conducting many studies, each of which is as different as possible from ones that preceded it. takes all of the correlation found in studies of a particular relationship and calculates a weighted average
A summary of the statistical relationships between variables is referred to as Multiple choice question.
correlation
proving causation requires
correlation, temporal precedence, elimination of alternative explanation
stressors
demands that cause people to experience stress
production deviance
directed against the organization but focuses on reducing the efficiency of work output (wasting resources, substance abuse)
counterproductive work behavior
employee behaviors that intentionally hinder organization goal accomplishment
forced ranking
evaluations that make clear distinctions among employees in terms of their job performance
what are the four primary responses to negative events at work
exit, voice, loyalty, neglect
transactional theory of stress
explains how stressors are perceived and appraised, as well as how people respond to those perceptions and appraisals
how does stress affect job performance and commitment
hindrance stressors have a weak negative relationship with job performance -> people who experience higher levels of hindrance stressors have lower levels of task performance hindrance stressors have a strong negative relationship with organization commitment -> people who experience higher levels of hindrance stressors tend to have lower levels of affective commitment and normative commitment
hindrance vs challenge stressors
hindrance: hinders personal growth (role conflict, role overload, daily hassles) challenge: perceived as opportunities (time pressure, work complexity)
personal aggression
hostile and verbal physical actions directed toward other employees (harassment, abuse)
Written predictions that specify relationships between variables are referred to as
hypotheses
What is task performance? How do organizations identify what constitutes job performance?
includes employee behaviors that are directly involved in the transformation of organization resources into the goods or services that the organization produces
According to the integrative model of organizational behavior, ______ would include such elements as motivation, stress, and job satisfaction
individual mechanisms
The resource-based view of organizations suggests that a resource is more valuable when it is which of the following?
inimitable, rare
360 degree evaluation
involves collecting performance information not just from the supervisor but from everyone else who might have firsthand knowledge about the employee's performance behaviors
The measure of how well an employee does his or her work tasks and responsibilities is known as
job performance
______ is defined as the value of the set of employee behaviors that contribute to organizational goal accomplishment
job performance
what are the two primary outcomes in studies of OB
job performance and organizational commitment
individual mechanisms
job satisfaction, stress, motivation, trust, justice and ethics, learning and decision making
The individual mechanism that deals with how employees acquire and apply knowledge to a job is referred to as
learning and decision making
Tyrone has been a sales manager for many years, and his staff has always reached or exceeded quota, so he is confident that he has good leadership skills. Which of the following bases for knowledge does Tyrone use to assess his leadership skills?
method of experience
In order to test market acceptance of the company's new product, Marketing Manager Francesca has conducted a number of focus group interviews and has also had an independent firm conduct several market surveys. Which basis for knowledge is Francesca relying upon?
method of science
What topics and concepts has OB borrowed from economics
models are used to understand motivation, learning and decision making
difference between mood and emotions
moods: mild in intensity, last for an extended period of time, not explicitly caused by anything emotions: intense, last for only a few minutes and are clearly directed at someone or circumstance
The energetic forces that drive employees' work effort is best described as
motivation
strains
negative consequences that occur when deamnds tax or exceed a person's capacity or resources
A correlation of 0 between two variables suggests which of the following?
no statistical correlation
An employee's desire to remain a member of an organization that she or he respects is referred to as his or her Multiple choice question.
organizational commitment
According to the integrative model of organizational behavior, which of the following would be categorized as organizational mechanisms that contribute to individual mechanisms?
organizational culture, organizational structure
organization mechanisms
organizational structure and culture
neglect
passive, go through the motions, allowing your performance to deteriorate slowly as you mentally check out
What are the specific facets associated with job satisfaction? Which facet is most critical in terms of increasing overall job satisfaction? Least critical?
pay, promotions, supervision, coworkers, work itself, altruism, status, environment most important: work itself least important: pay
individual characteristics
personality and culture values, ability
what does it mean when we utilize evidence-based management
perspective that argues that scientific finding should form the foundation for management education, much as they do for medical education. argues that HR should be transformed into a sort of R&D department for managing people
Management by Objectives (MBO)
philosophy that bases an employee's evaluations on whether the employee achieves specific performance goals
what are the three different outcomes associated with stress
physiological strains, psychological strains, behavioral strains
four parts of counterproductive work behavior
property deviance, production deviance, political deviance, personal aggression
psychological vs physical withdrawal
psychological: neglect (daydreaming, looking busy, cyberloafing) physical: exit (long breaks, missing meetings, quitting)
What topics and concepts has OB borrowed from anthropology
research helps inform the study of organization culture
What topics and concepts has OB borrowed from psychology
research on job performance and individual characteristics
What topics and concepts has OB borrowed from social psychology
research on satisfaction, emotions and team processes
What topics and concepts has OB borrowed from sociology
research on team characteristics and organization structure
Which of the following perspectives argues that organizational resources that are valuable, rare, and inimitable can lead to the creation of competitive advantage and an increase in the bottom-line profitability of the organization?
resource-based view
How does routine, adaptive and creative performance differ from each other?
routine: involved well-known responses to demands that occur in a normal or otherwise predictable way adaptive: involves employee response to task demands that are novel, unusual or unpredictable (landing plane in river) creative: degree to which individuals develop ideas or physical outcomes that are both novel and useful
what are the different types of employees in organizations
stars: high task performance, high organizational commitment lone wolves: high task performance, low organizational commitment citizens: low task performance, high organizational commitment apathetics: low task performance, low organizational commitment
3 categories of job performance
task performance, citizenship behavior, counterproductive behavior
group mechanisms
team characteristics and diversity, team processes and communication, leader power and negotiation, leader styles and behavior
organizational citizenship behavior
the behaviors benefit the larger organization by supporting and defending the company, working ito improve its operations and being especially loyal to it
The premise that 12% or less of organizations will sustain and increase profitability by emphasizing effective management practices is referred to as
the rule of one-eighth
definition of job performance
the value of the set of employees' behaviors that contribute to organizational goal accomplishment
what is citizenship behavior
the voluntary employee activities that may or may not be rewarded, but contribute to the organization by improving the overall quality of the setting in which work takes place
what are the components of the scientific method
theory, hypothesis, data, verification
True or false: The basic premise of the Rule of One-Eighth is that effective management of organizational behavior requires both a belief that several different practices are critical, as well as a long-term commitment to continually improve those practices.
true
Which individual mechanism demonstrates how much employees believe that their company engages in fair and honest business practices?
truth, justice, and ethics
behavioral anchored rating scales (BARS)
uses critical incidents to create a measure that can be used to evaluate employee performance