MGT 291 Exam 1

Ways to empower people include

articulating a clear vision, modeling successful behaviors, Sending positive messages, giving feedback

awards

awards are used for outstanding performance

The __________ Correct identifies financial and nonfinancial performance measures and organizes them into a single model.

balanced scorecard

Authoritarianism

belief that power and status differences are appropriate within hierarchical social systems such as organization

Sensing/ intuition

Sensing people are detail oriented they want and trust facts. Intuitive people seek out patterns and relationships among the facts they have learned they look for the "Big Picture"

Human Resource Management (HRM)

Set of organizational activities directed at attracting, developing, and maintaining an effective workforce.

Technical Skills

Skills necessary to accomplish specific tasks without the organization

Job Specialization

breaking jobs down into small component tasks and standardizing them across all workers doing those jobs

Emotional Intelligence

an interpersonal capability that involves the ability to perceive and express emotions, to understand and use them, and to manage emotions in oneself and other people

Flexible work schedules

give employees more personal control over the hours they work

job enrichment

gives employees more tasks and more control over them

job enlargement

gives workers more tasks to perform

The Myers-Briggs Framework

popular framework that some people use to characterize personality. Questionnaire based on Carl Jung's work on psychological types: MBTI uses four scales

Strains

negative consequences that occur when demands tax or exceed a person's capacity or resources

primary appraisal

occurs as people evaluate the significance and the meaning of the stressor they're confronting

Introversion

tendency to be less comfortable in relationships and social situations

Uncertainty avoidance

the extent to which people feel threatened by unknown situations and prefer to be in clear and unambiguous situations

MBTI four scales

1. Extroversion/ introversion 2. Sensing/ intuition 3. Thinking /feeling 4. judging / perceiving

Stereotypes

A belief about an individual or a group based on the idea that everyone in a particular group will behave the same way or have the same characteristics

Manufacturing

A form of business that combines and transforms resources into tangible outcomes that are them sold to others

Contingent worker

A person who works for an organization on something other than a permanent or full-time basis

Attitudes

A person's complexes of beliefs and feelings about specific ideas, situations, or other people.

Stress

A psychological response to demands where there is something at stake and where coping with the demands taxes or exceeds a person's capacity or resources

System

A set of interrelated elements functioning as a whole

Meta-analysis

A statistical technique used to combine the results of many different research studies done in a variety of organizations and for a variety of jobs

Which of these is a major problem common to all individual performance rating methods? A. A tendency to be too harsh in the ratings B. A tendency to rate most individuals at about the same level C. They are extremely expensive to use

A tendency to rate most individuals are about the same level

Global perspective

A willingness to be ope to and learn form the alternative systems and meanings of other people and cultures, and a capacity to avoid assuming that people form everywhere are the same

Conceptual skills

Ability to think in the abstract

Diagnostic Skills

Ability to understand cause and effect relationships

personal development

Activities include participation in formal education programs, music lessons, sports-related training, hobby-related self-education, participation in local government, or volunteer work

Competitive Advantage

Anything that gives a firm an edge over rivals in attracting customers and defending itself against competition

Scientific Management

Based on the belief that productivity is maximized when organizations are rationalized with precise sets of instructions based on time-and-motion studies

Social Responsibilities

Businesses living and working together for the common good and valuing human dignity

Openness

Capacity to entertain new ideas and to change as a result of new information

Neuroticism

Characterized by a person's tendency to experience unpleasant emotions such as anger, anxiety. depression, and feelings of vulnerability

Collectivism

Characterized by tight social frameworks in which people tend in base their identities on the group or organization to which they belong

Growth Strategy

Company Expansion organically or through acquisitions

You decide to reward your highest performing employee with this flexible work arrangement so that she can work four ten-hour days and have every Friday off as long as she maintains her high performance. A. Job sharing B. Compressed work schedule C. Extended work schedule

Correct Compressed work

Product Innovation

Developing new products or services

Prejudice

Outright bigotry or intolerance for other groups

intention

component of an attitude that guides a person's behavior

Person-job fit

fit between a person's abilities and the demands of the job., and the fit between a person's desires and motivations and the attributes and rewards of a job

Person vacation Fit

fit between a person's interests, abilities, values, and personality and a profession

Diversity

the variety of observable and unobservable similarities and differences among people

financial uncertainty

type of non-work hindrance stressor which refers to conditions that create uncertainties with regard to the loss of livelihood, savings, or the ability to pay expenses.

job characteristics theory

uses five motivational properties of tasks and three critical psychological to improve outcomes skill variety, task identity, task significance, autonomy, feedback

Extended work schedules

work schedule that requires relatively long periods of work and long periods of paid time off

General self-efficacy

your generalized belief that you will be successful at whatever challenges or tasks you might face

Organizing

Process of designing jobs, grouping jobs into units, and establishing patterns of authority between jobs and units

Planning

Process of determining an organization's desired future position and the best means of getting there

Leading

Process of getting the organization's members to work together toward the organization's goals

Controlling

Process of monitoring and correcting the actions of the organization and its members to keep them directed toward their goals.

Conscientiousness

Refers to an individual being dependable and organized

Correlation

Reflects the size and strength of the statistical relationship between two variables; ranges from -1 to 1

Tolerance fir ambiguity

Reflects the tendency to view ambiguous situations as either threatening or desirable

Type B

Relaxed and easygoing and less overtly competitive that Type A

Workforce bullying

Repeated mistreatment of another employee through verbal abuse; conduct that is threatening, humiliating, or intimidating; or sabotage that interferes with the other person's work

Organizational citizenship

The behavior of individuals that makes a positive overall contribution to the organization

Ethnocentrism

The belief that ones own language, native country and cultural rules and norms are superior to all others.

Cognitive Dissonance

an incompatibility or conflict between behavior and an attitude or between two different attitudes

person-organization fit

fit between an individual's values, beliefs, and personality and the values, norms, and culture of the organization

emotional support

(type of social support) refers to the help people receive in addressing the emotional distress that accompanies stressful demands

instrumental support

(type of social support) refers to the help people receive that can be used to address the stressful demand directly

You were recently promoted to a management position at a warehouse facility. One of your new responsibilities is motivating the warehouse staff and enhancing their engagement and performance. You decide to take a close look at some of the jobs to see if you can improve your warehouse employees' engagement and motivation. Because you want to give employees every other Friday off but still have them put in an average of 40 work hours a week, what type of intervention would be best for this job and situation? A. Compressed work schedule B. Extended work schedule C. Job sharing

Correct Compressed work

After carefully considering the most recent employee survey results, you decide that the core issue that you need to address to improve employee motivation is that employees do not seem to know how they are doing relative to what is expected of them. Knowing this, which critical psychological state will you be most targeting in your job redesign initiative? A. Growth need strength B. Knowledge of the actual results of work activities C. Experienced meaningfulness of the work D. Experienced responsibility for outcomes of the work

Correct Knowledge of the actual results of work activities

You want to ensure that your top executives are managing the company for the long-haul, not chasing short-term profits at the expense of the long-term health of the company. You want to tie their compensation to the company's return on equity and share price appreciation. A. Gain-sharing program B. Long-term compensation C. Profit-sharing plan

Correct Long-term compensation

One thing that you noticed from the survey is that employees' growth need strength tends to consistently be quite high. What does this mean to your job redesign initiative? A. Your interventions to the core job characteristics are unlikely to be effective. B. Your interventions to the core job characteristics are likely to work well for some jobs, such as dishwashers, but not all of them, such as hosts/hostesses. C. Your interventions to the core job characteristics are likely to work well with some employees, but not for others. D. Your interventions to the core job characteristics are likely to be effective.

Correct Your interventions to the core job characteristics are likely to be effective.

Customer Intimacy

Delivering unique and customizable products or services to meet customers' needs and increase customer loyalty

Differentiation Strategy

Developing a product or service that has unique characteristics valued by customers

Participation

Entails giving employees a voice

negative life events

Events such as a divorce or death of a family member that tend to be appraised as a hindrance

Extroversion/ Introversion

Extroverts: energized by things and people, they are interactors and "on the fly thinkers" whose motto is "ready aim, aim"

Specialization Strategy

Focusing on a narrow market segment or niche and pursuing either a differentiation or cost leadership strategy within that market segment

James did not like the fact that he had no input in his productivity goal. Because of this, his _____________ was low and he did not take it as seriously as if he had set the same goal himself.

Goal acceptance

Carol always tries extremely hard to reach her performance goal. She takes it personally when she falls short, which rarely happens because she is so dedicated to reaching it. Carol's___________ is high.

Goal commitment

Employee Engagement

Heightened emotional and intellectual connection that an employee has for his/her job, organization, manager or coworkers that in turn influences him/her to apply additional discretionary effort to his/her work

Perceived threat of loss

If some employees perceive a direct threat tot their own career opportunities, they may feel that they need to protect their own prospects by impeding diversity effort

When your work team comes up with an idea that saves the company at least $5,000, your team gets $1,000 to share among the team members. Indirect compensation Incentive system Perquisites

Incentive system

Long-term values

Include focusing on the future, working on projects that have a distant payoff, persistence, and thrift

An employer's contribution to your retirement plan is an example of this. Indirect compensation Incentive system Perquisites

Indirect compensation

Deep-level diversity

Individual differences that cannot be seen directly, including goals, values, personalities, decision-making styles, knowledge, skills, abilities, and attitudes.

Realistic job previews

Involve the presentation of both positive and potentially negative information to job candidates

Information processing capacity

Involves the manner in which individuals process and organize information

Match each description with the corresponding job design term that best describes it. When management decided to give custodians more control over their work they let them schedule their shifts and track and order their own cleaning supplies.

Job Enrichment

Match each description with the corresponding job design term that best describes it. When starting a new business unit, company leaders must identify what tasks will be done by which jobs.

Job design

Match each description with the corresponding job design term that best describes it. When hotel desk receptionists complained of boredom from doing the same few tasks, management expanded their job to include taking reservations and assigning rooms

Job enlargment

Match each description with the corresponding job design term that best describes it. Every two hours the members of the iPad assembly team switch tasks so that they do not have to do the same thing all day.

Job rotation

Match each description with the corresponding job design term that best describes it. Rather than having employees assemble an entire toy in each team one employee puts together the body, one adds the motor, and the third paints it.

Job specialization

Judging/Perceiving

Judging people are decisive and tend to plan they focus on completing tasks, take action quickly and want to know the essentials. they develop plans and follow them adhering to deadlines. Perceptive people are adaptable, spontaneous, and curious.

After organizational and subsidiary goals are set, each manager meets with each subordinate to explain the unit goals to the subordinate. Together the two determine how the subordinate can contribute to the unit's goals most effectively. This is called _________________

Management by objective

Operational Excellence

Maximizing the efficiency of the manufacturing or product development process to minimize costs.

Scientific Method

Method of knowledge generation that relies on systematic studies that identify and replicate a result using a variety of methods, samples, and settings

Short-tern goals

More oriented toward the past and the present and include respect for traditions and social obligations

Which is true of the evidence concerning the validity of the balanced scorecard approach to performance management? A. Most of the evidence is highly supportive B. Most of the evidence is anecdotal in nature C. Most of the evidence is rigorous and empirical

Most of the evidence is anecdotal in nature

Surface-level diversity

Observable differences in people, including race, age ethnicity, physical abilities, physical characteristics, and gender

Offshoring

Outsourcing to workers in another country

The "like me" bias

People prefer to associate with others they perceive to be like themselves

Although some examples of this are job-related and enhance productivity, such as a car and driver, they mostly seem to increase the status of their recipients and may thus increase satisfaction and reduce turnover. Indirect compensation Incentive system Perquisites

Perquisite

perquisites

Special privileges awarded to selected members of an organization, usually top managers

Cost Leadership Strategy

Striving to be the lowest cost producer for a particular level of product quality

Situational perspective

Suggests that in most organizations, situations, and outcomes are influenced by other variables

Alternative workplace

Telecommuting: when employees work off-site. This reduces absenteeism and turnover

Interpersonal Skills

The ability to effectively communicate with and understand, and motivate individuals and groups

agreeableness

The ability to get along with others

Cultural competence

The ability to interact effectively with people of different cultures

Organizational Behavior

The study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself.

Dependent Variable

The variable predicted to be affected by something else

Independent variable

The variable that is predicted to affect something else

thinking/feeling

Thinkers value fairness, and decide things impersonally based on objective criteria and logic. Feelers value harmony and focus on human values and needs as they make decisions or judgments

Knowledge workers

Those employees who add value in an organization simply because of what they know

Dysfunctional behavior

Those that detract form rather than contribute to, organizational performance

Type A Behavior Pattern ("Type A")

Type A people have a strong sense of time urgency and tend to be impatient, hard-driving, competitive, controlling, aggressive, and even hostile

Human Relations Movement

Views organizations as cooperative systems and treats workers' orientations, values, and feelings as important parts of organizational dynamics and performance

tiered workforce

When one group of an organization's workforce has a contractual arrangement with the organization objectively different from another group performing the same jobs

Hawthorne Effect

When people improve some aspect of their behavior or performance simply because they are being assessed.

Unequal access to organizational networks

Women and minorities are often excluded from organizational networks, which can be important to job performance, mentoring opportunities, and being seen as a candidate for promotion

Hypothesis

Written predictions specifying expected relationships between certain variables

Theory

a collection of verbal and symbolic assertions that specify how and why variables are related and the conditions under which they should and should not relate

affect

a person's feeling toward something

Psychological Contract

a person's set of expectations regarding what he or she will contribute to an organization and what the organization, in return, will provide to the individual.

work-family conflict

a special form of role conflict in which the demands of a work role hinder the fulfillment of the demands of a family role (or vice versa)

time pressure

a strong sense that the amount of time you have to do a task is just not quite enough

transnational theory of stress

a theory that explains how stressful demands are perceived and appraised, as well as how people respond to the perceptions and appraisals

Machiavellianism

a trait causing a person to behave in ways to gain power and control the behavior of others

Variable work schedules

compressed work schedule: working a full time job in less than five days

Tolerance for risk

degree to which a person is comfortable with risk and is wiling to take chances and make risky decisions

Autonomy

degree to which the job allows freedom to schedule the work and procedures for carrying it out

task identity

degree to which the job has a beginning and an end with a tangible outcome

skill variety

degree to which the job requires a variety of activities with different skills and talents needed

Stressors

demands that cause people to experience stress

Separation Diversity

differences in position or opinion among group members reflecting disagreement, or opposition-- dissimilarity in an attitude or value

A reward system must take into account volatile _________ including inflation, market conditions, and unemployment rates.

economic issues

indirect compensation

employee benefits provided as a form of compansation

Empowerment

enabling workers to set their goals, make decisions, and solve problems

Variety Diversity

exists when there are meaningful differences in a certain type or category, including groups' members expertise, knowledge, or functional background.

Person-group fit

extent an individual fits with the workgroup's and supervisor's work styles, skills, and goals

Because Julia thought that her supervisor's goal for her to sell a certain number of products to a client that presented a conflict of interest was unethical, she refused to comply with it. goal commitment goal difficulty goal specificity goal acceptance

goal acceptance

Once Molly reached her goal she stopped working hard and ended up performing much lower than she could have. goal commitment goal difficulty goal specificity goal acceptance

goal difficulty

When the company asked employees to decrease the company's waste by 25% the results were much better than when the company simply asked employees to try to reduce waste. goal commitment goal difficulty goal specificity goal acceptance

goal specificity

Outsourcing

hiring other firms to do work previously performed by the organization itself; when this work is moved overseas

Type A

impatient, competitive ambitious, and uptight

Globalization

internationalization of business activities and the shift toward an integrated global economy

behavioral coping

involves the set of physical activities that are used to deal with a stressful situation

benign job demands

job demands that tend not to be appraised as stressful

Basic alternative to job specialization

job rotation job enlargement job enrichment

cognition

knowledge a person presumes to have about something

Technology

methods used to create products, including both physical goos and intangible services,

job rotation

moving working from one job to another

role overload

occurs when the number of demanding roles a person holds is so high that the person simply cannot perform some or all of the roles effectively

Locus of Control

one believes circumstances are a function of either one's own actions or of external factors beyond one's control

Service organization

one that transforms resources into an intangible output and creates time or place utility for its customers

Self-esteem

our feelings of self-worth and our liking or disliking of ourselves.

As a new manager, you hope to improve employee motivation by creating a suggestion box. Your action gives the employees greater ____________ participation empowerment flexibility in their work scheulde

participation

Individualism

people in a culture define themselves primarily as individuals rather than as part of one or more groups or organizations

secondary appraisal

perceptions regarding our ability to cope with an event that follows primary appraisal

Ethics

person's beliefs regarding what is right or wrong in a given situation

Self-efficacy

person's confidence in his or her ability to organize and execute the courses of action necessary to accomplish a specific task

Individual differences

personal attributes that vary from one person to another

incentive system

plans in which employees can earn additional compensation in return for certain types of performance

Extraversion

quality of being comfortable with relationships

problem-focused coping

refers to behaviors and cognitions intended to manage the stressful situation itself

Role conflict

refers to conflicting expectations that other people may have of us

Coping

refers to the behaviors and thoughts that people use to manage both the stressful demands they face and the emotions associated with those stressful demands

Social support

refers to the help that people receive when they're confronted with stressful demands

work responsibility

refers to the nature of the obligations that a person has toward others

Corporate governance

refers to the oversight of a public corporation by its board of directors

cognitive coping

refers to the thoughts that are involved in trying to deal with a stressful situation

family time demands

refers to the time that a person commits to participate in an array of family activities and responsibilities

emotion-focused coping

refers to the various ways in which people manage their own emotional reactions to stressful demands

role ambiguity

refers to uncertainty about what behaviors are expected of a person in a particular role

Disparity Diversity

reflects differences in the concentration of valuable social assets or resource--dissimilarity in rank, pay, decision-making, authority or statues

Job satisfaction

reflects our attitudes and feelings about our job

organizational commitment

reflects the degree to which an employee identifies with the organization and its goals and wants to stay with the organization

"Big Five" personality traits

set of five fundamental traits that are especially relevant to organizations

Culture

set of shared values, often taken for granted, that help people in a group, organization, or society understand which actions are considered acceptable and which deemed unacceptable

positive life events

sources of nonwork challenge stressors such as marriage, addition of new family member, graudating from school

hindrance stressors

stressful demands that people tend to perceive as hindering their progress toward personal accomplishments or goal attainment

challenge stressors

stressful demands that people tend to perceive as opportunities for learning, growth, and achievement

Interactionism

suggests that individuals and situations interact continuously to determine individuals' behavior

Multiple intelligences

suggests that there are a number of distinct forms of intelligence that each individual possesses in varying degrees

General Mental Ability

the capacity to rapidly and fluidly acquire, process, and apply information.

work complexity

the degree to which job requirements tax or just exceed employee capabilities

Feedback

the degree to which the job activities gives clear info about the effectiveness of the individual's performance

Task significance

the degree to which the job affects the lives of other people

Masculinity

the dominant values in a society emphasize aggressiveness and the acquisition of money and other possessions as opposed to concern for people, relationships among people, and overall quality of life.

Burnout

the emotional, mental, and physical exhaustion that results from having to cope with stressful demands on an ongoing basis

Power distance

the extent to which people accept as normal an unequal distribution of power

Personality

the relatively stable set of psychological attributes that distinguish one person form another