MOB EXAM #1 CH 1-5
Which of the following reactions to a negative work environment is defined as a constructive, passive response?
Loyalty Also maintains public support for situation while individual privately hopes for improvement.
Application: Stress Management Stress audit
Managers ask questions about the nature of the jobs in their organization to estimate whether high stress levels may be a problem.
Job analysis steps
1) list of all activities involved in a job is generated 2) each activity on this list is rated by "subject matter experts," according to things like importance and frequency of the activity 3) the activities that are rated highly in terms of their importance and frequency are retained and used to define task performance
Organizational Culture
Captures "the way things are" in the organization - shared knowledge about the values and beliefs that shape employee attitudes and behaviors (
Goal 1 and 2 For employers
For managers: Goal 1: maximize performance of employees Goal 2: ensure employees stay with the firm for a long time
Goal 1 and 2 Goal 1 For employees:
Goal 1: to perform their jobs well Goal 2: to remain a member of an organization that they respect
Type A Behavior Pattern
Have a strong sense of time urgency and tend to be impatient, hard-driving, competitive, controlling, aggressive, and even hostile. May have a direct influence on the level of stressors that a person confronts. Influences the stress process itself. Directly linked to coronary heart disease and other physiological, psychological, and behavioral strains. Type A people tend to experience more stressors, appraise more demands as stressful, and are prone to experiencing more strains
Transactional Theory of Stress
Meaningfulness is a concept in psychological empowerment that reflects a sense of choice in the initiation and continuation of work tasks.
Extrinsic motivation
Motivation that comes from others when task is completed
Intrinsic motivation
Motivation that comes from self or from task performance itself
Bad coworker traits
Resistance to any form of change, even those that are beneficial, is a trait associated with bad coworkers.
Why is it not appropriate to define performance only in terms of results, and not also behavior?
Results are often influenced by factors that are beyond the employee's control.
Work Hindrance
Role Conflict, Role Ambiguity, Role Overload, Daily Hassle
Which of the five satisfaction facets has the highest correlation with the overall index of job satisfaction? Refer To: Fig. 4-2 Supervision satisfaction Pay satisfaction Promotion satisfaction correct Satisfaction with the work itself Coworker satisfaction
Satisfaction with the work itself ^ is the single strongest driver of overall job satisfaction. Supervision and coworker satisfaction are also strong drivers, and promotion and pay satisfaction have moderately strong effects
Which of the following describes a process of cognitive distortion?
The restoration of balance mentally without altering behavior as a consequence of equity distress
How do people choose a particular coping strategy?
The set of beliefs that people have about how well different coping strategies can address different demands. The degree to which people believe that a particular strategy gives them some degree of control over the stressor or how they feel about it. People choose the strategy based on the degree of control they believe it gives them over the problem, and how effective they think it will be
Lone wolves
possess low levels of organizational commitment but high levels of task performance and are motivated to achieve work goals for themselves, not necessarily for their company.
Job enrichment
process of using the five items in the job characteristics model to create more satisfaction
sportsmanship - interpersonal citizenship behavior
maintaining a good attitude with coworkers, even when they've done something annoying or when the unit is going through tough times
pyschological empowerment four components
meaningfullness, self determination, impact, competence
V have
how much of that value the job supplies
Citizens
possess high commitment and low task performance but perform many of the voluntary "extra-role" activities that are needed to make the organization function smoothly.
Stars
possess high levels of both organizational commitment and task performance.
Apathetics
possess low levels of both organizational commitment and task performance.
How do organizations identify the behaviors that underlie task performance?
By conducting a job analysis
Rule of 1/8 One-Eighth
- 1/2 of the organizations won't believe the connection between how they manage their people and the profits they earn -1/2 of those who see the connection will try to make a single change to solve their problems, not realizing that the effective management of people requires a more comprehensive and systematic approach -1/2 of the firms that make comprehensive changes will persist with their practices long enough to actually derive economic benefits Since (1/2 * 1/2 * 1/2) equals 1/8, at best 12% of organizations will actually do what it takes to build profits by putting people first
inimitable qualities
1. history -- a collective pool of experience, wisdom, and knowledge that benefits the organization 2. numerous small decisions -- people make many small decisions every day, week, etc 3. socially complex resources -- culture, teamwork, trust, reputation
Which of the following types of behavior would most likely be considered irrelevant to job performance? -A flight attendant announcing and demonstrating safety and emergency procedures -A cook at a restaurant taking an extraordinarily long time to prepare a dish -A librarian taking a telephone call during his or her lunch break -An accountant playing computer games while preparing accounting records -A pilot making decisions during an emergency that affect the lives of all passengers
A librarian taking a telephone call during his or her lunch break
Guilt
According to equity theory, which of the following emotions is likely to be seen in an employee whose ratio of outcomes to inputs is more than those of their comparison other?
Equity
According to research, which of the following aspects of motivation most likely has the highest impact on organizational commitment?
organizational commitments - three levels
Affective, continuonce, normative
Goal-Setting Theory: Implications for Managers?
Align goals with employee needs and abilities Build employee self-efficacy Set difficult yet attainable, specific goals Involve employees in goal-setting to increase goal commitment Ensure that there is feedback so employees can monitor progress and adjust future performance Tie goal attainment to valued rewards
Task Performance
Behaviors that are directly involved in the transformation of organizational resources into goods or services that the org produces. set of explicit obligations that an employee must fulfill to receive compensation and continued compensation
Instrumentality
Belief that a certain level of performance will lead to a specific outcome Range: 0 to 1 (no chance -> mortal lock)
Expectancy
Belief that effort will lead to specific performance Range: 0 to 1 (no chance -> mortal lock) Includes self-efficacy (most critical factor shaping expectancy)
Self-Efficacy
Belief that you have the capabilities needed to execute the behaviors needed for task success; task-specific self-confidence
Enrichment efforts can:
Boost job satisfaction levels Heighten work accuracy Increase customer satisfaction, But....training and labor costs tend to rise as a result of such changes
Psychological strains
Burnout is the emotional, mental, and physical exhaustion that results from having to cope with stressful demands on an ongoing basis. Depression, anxiety, anger, hostility, irritability, inability to think clearly, forgetfulness, reduced confidence Things that we feel emotionally, things that happen as a result
The most commonly perceived causes of business problems are not technical or administrative deficiencies. They are due to:
Communication failures Misunderstandings in negotiations Personality conflicts Poor leadership Bad teamwork
Forced Distribution
Compare employees against one another in terms of job performance
Harassment
Considered a serious interpersonal counterproductive behavior of unwanted physical contact or verbal remarks from a colleague; personal aggression
Takeaway (3)
Coping with stress involves thoughts and behaviors that address one of two goals: addressing the stressful demand or decreasing the emotional discomfort associated with the demand. Individual differences in the Type A Behavior Pattern affect how people experience stress in three ways. Type A people tend to experience more stressors, appraise more demands as stressful, and be prone to experiencing more strains.
As organizations engage in more high performance work systems/OB...
Decreased turnover Increased sales per employee Increased market value Increased profitability Increased organizational survival rate
Organizational Commitment
Desire on employee's part to remain a member of the organization
Organizational Structure
Dictates how units within the firm link to and communicate with other units
formula for value percept theory
Dissatisfaction = (Vwant -Vhave) (Vimportance)
Which of the following is true of diversity in the work place?
Diversity makes it more challenging to retain valued employees by reducing affective and continuance commitment. As work groups become more diverse with respect to race, gender, age, and national origin, there's a danger that minorities or older employees will find themselves on the fringe of such networks, which potentially reduces their affective commitment. At the same time, foreign-born employees are likely to feel less embedded in their current jobs and perceive fewer links to their community and less fit with their geographic area. This feeling may reduce their sense of continuance commitment.
Which of the following is responsible for the fluctuation of job satisfaction which occurs within a day?
Employees emotions According to affective events theory, these emotions can create the ebb and flow in satisfaction levels that occur within a day and can also trigger spontaneous behaviors.
stress
Employees' psychological responses to job demands that tax or exceed their capacities
Motivation
Energetic forces inside and outside of someone that: Prompt work-related effort; and Determine this effort's direction, intensity and persistence.
Psychological Empowerment
Energy/motivation from contributing to a larger purpose
Perceptions of equity
Equity also predicts if someone will engage in citizenship behaviors and counterproductive behaviors
Expectancy Theory: Implications for Managers?
Examine the situation from the employee's perspective Define performance so that employees can see E-P relationship Be sure desired level of performance is attainable Determine the outcomes that each employee values Link performance to valued outcomes (P-O relationship) Analyze the situation for conflicting motivational forces
Four primary responses to withdrawl behavior
Exit Voice Loyalty Neglect
Four Models of Motivation
Expectancy Theory Self-efficacy Needs Goal Setting Theory Equity Theory Psychological Empowerment
Knowledge of results captures the degree to which employees feel that they're key drivers of the quality of the unit's work. True correct False
False
Role conflict, role ambiguity, and role overload are all examples of work challenge stressors.
False
Non Work Challenge stressor
Family Time Demands, Personal Development, Positive Life Events
Which of the following is the most widely used supportive practice among small, medium, and large companies?
Flextime
Methods to assess job satisfaction
Focus groups, interviews, attitude surveys
Human resource management (HRM)
Focus: The "nuts-and-bolts" applications of OB theories & principles in organizations Example of study: How to structure pay plans
Strategic management (Strategy)
Focus: The product choices and industry characteristics that affect an organization's profitability. Example of study: How diversifying the firm affects profits
Organizational behavior (OB) Focus and Example of study
Focus: Understanding, explaining, and improving attitudes and behaviors of individuals and groups Example of study: How job satisfaction affects performance
With regard to the value-percept theory, which of the following conditions for a value would result in a high level of employee dissatisfaction?
High V want, low V have, and high V importance
How important is stress?
Hindrance stressors have a moderately negative relationship with job performance. Hindrance stressors result in strains and negative emotions that reduce the overall level of energy and attention that people could otherwise bring to their job duties. Hindrance stressors have a strong negative relationship with organizational commitment. Hindrance stressors evoke strains, which are generally dissatisfying to people, and satisfaction has a strong impact on the degree to which people feel committed to their organization.
Intense negative moods
Hostility, nervousness and annoyance
Learning and Decision Making
How employees gain job knowledge and how they use that knowledge to make accurate judgments on the job
Which of the following describes an emotion? "I am anxious." "Today, I feel particularly cheerful." "I am feeling bored." "I feel calm today." correct "I hate peanut butter and jelly sandwiches."
I hate peanut butter and jelly sandwiches The difference between moods and emotions becomes clear in the way we describe them to others. We describe moods by saying, "I'm feeling grouchy," but we describe emotions by saying, "I'm feeling angry at my boss."
Which of the following is an example of a cognitive method of emotion focused coping?
Ignoring
Physiological strains
Illness, high blood pressure, back pain, stomach aches, coronary artery disease, headaches Things that we endure physically (fight or flight) Goes on internally
Method of authority
In this way of knowing things, people hold firmly to some belief because some respected official, agency, or source has said it is so.
Which of the following is true regarding the Occupational Information Network (O*NET)?
It is an online database which includes the characteristics of most jobs in terms of tasks, behaviors, and required knowledge, skills, and abilities.
Which of the following qualities of an organization adds to the value of its resources by making it inimitable?
Its people
Benign Job Demand
Job demands that are not appraised as being stressful
Which of the following is a consequence of high job variety?
Job holders rarely feel a sense of monotony or repition
Job Characteristics Theory suggests
Jobs are more intrinsically enjoyable when work tasks are challenging and fulfilling
Which of the following is an example of an intense negative mood? Refer To: Fig. 4-6
Nervousness
Promotion satisfaction
Norcraft, Inc. usually promotes new employees within a year and fills most of its higher-level positions internally, resulting in a satisfied workforce as well as cost saving through lower turnover of employees. Which facet of job satisfaction has Norcraft fostered? Many employees value promotions because they provide opportunities for more personal growth, a better wage, and more prestige.
Which of the following is an example of a daily hassle?
Office Equipment Malfunctions
Which of the following is true according to the rule of one eighth?
One-half of the firms that make comprehensive changes will persist with their practices long enough to actually derive economic benefits.
Counterproductive behavior types
Organizational - Production deviance, Property deviance Interpersonal - Political deviance, Personal aggression
Citizenship Behavior Types
Organizational - voice, civic virtue, boosterism Interpersonal - helping, courtesy, sportsmanship
Reducing stressors
Organizations could try to eliminate or significantly reduce stressful demands. Job sharing occurs when two people share the responsibilities of a single job. Sabbatical gives employees the opportunity to take time off from work to engage in an alternate activity. [employees have to recognize their own need to change or recognize their need to change]
What is an example of a behavioral strain resulting from prolonged stress?
Overeating
How build self-efficacy?
Past accomplishments (small wins) Vicarious experiences (role models) Verbal persuasion ("way to go"s) Emotional cues (fear/anxiety vs. pride/enthusiasm)
Equity Theory
People calculate how fairly they are treated in comparison to other people, and react accordingly
Challenge stressors have a moderate positive relationship with Organizational Commitment.
People who experience higher levels of challenge stressors tend to have higher levels of Affective Commitment and Normative Commitment. Relationships with Continuance Commitment are weaker.
Challenge stressors have a weak positive relationship with job performance.
People who experience higher levels of challenge stressors tend to have higher levels of task performance. Not much is known about the impact of challenge stressors on Citizenship Behavior and Counterproductive Behavior
Hindrance stressors have a strong negative relationship with Organizational Commitment.
People who experience higher levels of hindrance stressors tend to have lower levels of Affective Commitment and Normative Commitment. Relationships with Continuance Commitment are weaker.
Hindrance stressors have a weak negative relationship with job performance.
People who experience higher levels of hindrance stressors tend to have lower levels of task performance. Not much is known about the impact of hindrance stressors on Citizenship Behavior and Counterproductive Behavior.
Individual characteristics of employees that improves individual mechanisms such as stress or motivation?
Personality & cultural values reflect the various traits and tendencies that describe how people act, with commonly studied traits including extraversion, conscientiousness, and collectivism.
Which one of the following is an example of a non work related, challenge stressor?
Positive Life Events
Which of the following is the most serious form of physical withdrawal?
Quitting
Personality and Cultural Values
Reflect the various traits and tendencies that describe how people act, with commonly studied traits including extraversion, conscientiousness, and collectivism. Affects the way people behave at work, the kinds of tasks they're interested in, and how they react to events that happen on the job.
Reduce strains
Relaxation techniques Cognitive-behavioral techniques Attempt to help people appraise and cope with stressors in a more rational manner Health and wellness programs
Goal-setting theory
Simple story: Goals lead to performance • Complex story: Goals lead to performance through several mechanisms (mediators), and the relationship is influenced by several factors (moderators) • Important: Specific and difficult goals!
What is SMART
Specific Measurable Achievable Results-based Time-sensitive
Which of the following is true of stress?
Stress depends on both the nature of the demand and the person who confronts it.
Takeaway (1)
Stress refers to the psychological response to demands when there is something at stake for the individual and coping with these demands would tax or exceed the individual's capacity or resources. Stressors are the demands that cause the stress response, and strains are the negative consequences of the stress response
Takeaway (2)
Stressors come in two general forms: challenge stressors, which are perceived as opportunities for growth and achievement, and hindrance stressors, which are perceived as hurdles to goal achievement. These two stressors can be found in both work and nonwork domains.
Which of the following is true regarding citizenship behavior?
Supervisors tend to consider citizenship behavior when evaluating overall job performance. The tendency of this appears to hold even across countries with vastly different cultures.
Three Categories of Job Performance
Task performance Citizenship behavior Counterproductive behavior
Behavioral strains
Teeth grinding, being overly critical and bossy, excessive smoking, overeating alcohol and drug use, compulsive behaviors like gum chewing (things we do subconsciously to deal with stress) Things that happen as a result
Ability
The cognitive abilities (verbal, quantitative, etc.), emotional skills (other awareness, emotion regulation, etc.), and physical abilities (strength, endurance, etc.) that employees bring to a job. Affects the kinds of tasks an employee is good at and not so good at.
Trust, Ethics, and Justice
The degree to which employees feel that their company does business with fairness, honesty, and integrity
stressors
The demands that cause people to experience stress
Takeaway (4)
The effects of stress depend on the type of stressor. Hindrance stressors have a weak negative relationship with job performance and a strong negative relationship with organizational commitment. In contrast, challenge stressors have a weak positive relationship with job performance and a moderate positive relationship with organizational commitment. Because of the high costs associated with employee stress, organizations assess and manage stress using a number of different of practices. In general, these practices focus on reducing or eliminating stressors, providing resources that employees can use to cope with stressors, or trying to reduce the strains.
motivation
The energetic forces that drive employees' work effort
Negative life events
They hinder the ability to achieve life goals and are associated with negative emotions. Non-work hindrance stressor Divorce, death of family member
If a scatter plot comparing two variables results in a straight line, which of the following best describes the correlation between the two variables?
They show a perfect correlation of 1.0.
Work Challenge
Time Pressure, Work Complexity, Work Responsibility
An employee with a high V want value in an organization supplying him or her with a low V have value is dissatisfied, if the value is important to the employee
True
Emotion focused-coping is used by employees when they feel they have no control over the stressful environment.
True
Employees who experience higher levels of challenge stressors also tend to have higher levels of job performance and organizational commitment.
True
People of the Type A Behavior Pattern add to the creation of a stressful environment.
True
Showing new employees the ropes when they first arrive on the job is an example of interpersonal citizenship behavior True or False
True
Task performance, citizenship behavior, and counterproductive behavior are the three dimensions of job performance. True False
True
Which of the following best explains why Type A behavior patterns are often seen in leaders and senior managers?
Type A people have traits valued by the organization
Equity Theory: Implications for Managers?
Understand what comparison points employees are likely to use Make sure employees are clear about their outcomes Consider making outcome information public
Valence
Value of an outcome (reward or punishment) Range: negative/zero/positive Related to needs
scientific method step 2 - hypotheses
WRITTEN predictions that specify relationships between variables -- states in black and white the expected relationship between variables
Which of the following describes the relationship between challenge stressors and job performance?
Weak Positive
Which of the following conditions describes a physiological strain?
Weaking of Immune System
Transactional Theory of Stress
When people first encounter stressors, the process of primary appraisal is triggered. It occurs as people evaluate the significance and the meaning of the stressors they are confronting. First consider whether a demand causes them to feel stressed, and if it does, they consider the implications of the stressor in terms of their personal goals and overall well-being. Job demands that tend not to be appraised as stressful are called benign job demands.
Non Work Hindrance
Work-family conflict, Negative life events, financial uncertainty
scientific method step 1 - theory
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 or should not be related BASICALLY, a theory tells a story and supplies the familiar who, what, where, when, and why elements often summarized with theory diagrams, the "boxes and arrows" that graphically depict the relationships between variables
Theories
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.
continuance commitment
a desire to remain a member of an organization because of an awareness of the costs associated with leaving it; Economic assessment COST BASED tends to create a more passive form of loyalty increases to continuance commitment -- total amount of investment (in terms of time, effort, energy, etc) an employee has made in mastering his work role or fulfilling his organizational duties stay bc need to
normative commitment
a desire to remain a member of an organization due to a feeling of obligation OBLIGATION BASED Ex: "My organization gave me my start . . . they hired me when others thought I wasn't qualified." Becoming a charitable organization can strengthen this.
affective commitment
a desire to remain a member of an organization due to an emotional attachment to, and involvement with, the organization EMOTION BASED people high in this are described as loyal, committed, and connected Managers would most prefer to instill affective commitment in their employees
organizational behavior (OB)
a field of study devoted to understanding, explaining, and ultimately improving (fixing) the attitudes and behaviors of individuals and groups in organizations
management by objectives (MBO)
a management philosophy that bases an employee's evaluations on whether the employee achieves specific, mutually agreed upon performance goals --- employee meets with manager to develop a set of mutually agreed upon objectives that are MEASURABLE AND SPECIFIC -- they agree on time periods to complete goals, and the methods to use Cascading goals, from top down Measure performance against objective standards/goals best suited for managing the performance of employees who work in contexts in which objective measures of performance can be quantified
360-degree feedback
a performance evaluation system that uses ratings provided by supervisors, coworkers, subordinates, customers, and the employees themselves. Hope is this provides a more balanced and comprehensive examination of performance Problems 1. unclear how the information from various sources should be weighted 2. which source is most "correct" 3. raters may give biased evaluations if they think it will be used for compensation instead of just skill development 5. people may be unwilling to provide negative info if they think it'll harm the person being reviewed
evidence based management
a perspective that argues that scientific findings should form the foundation for management education (much as they do for medical education)
stress
a psychological response to demands that possess certain stakes and that tax or exceed a person's capacity or resources. The demands that cause people to experience stress are called stressors. The negative consequences that occur when demands tax or exceed one's capacity or resources are called strains.
withdrawal behaviors
a set of actions that employees perform to avoid the work situation -- behaviors that may eventually culminate in quitting the organization
The scientific method begins with _____. a hypothesis expected or required results a theory the verification of facts existing data
a theory
exit
active, destructive response by which an individual either ends or restricts organizational membership
voice
active, speaking up and offering constructive suggestions for change / response in which individuals attempt to improve the situation; organizational citizenship behavior
Training interventions
aimed at increasing job-related competencies and skills.
Occupational Information Network (O*NET)
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 NOT UNIQUE!!!!!!!!! doesn't include anything for specific firms --- just a basic starting point/outline
Behaviorally anchored rating scales (BARS)
assesses performance by directly assessing job performance behaviors -- uses "critical incidents" (short descriptions of effective and ineffective behaviors) to create a measure that can be used to evaluate employee performance typically supervisors rate several performance dimensions using BARS and score an employee's overall job performance by taking the average value across all dimensions specific --- employees get to appreciate areas in which they are very effective, and also know which areas to strengthen
helping - interpersonal citizenship behavior
assisting coworkers who have heavy workloads, aiding them with personal matters, and showing new employees the ropes when they first arrive on the job
Relational contracts
based on a broader set of open-ended and subjective obligations.
Transactional contracts
based on a narrow set of specific monetary obligations; relational contracts are based on a broader set of open-ended and subjective obligations.
property deviance - organizational counterproductive behavior
behaviors that harm the organization's assets and possessions SABOTAGE AND THEFT SERIOUS and so expensive
political deviance - interpersonal counterproductive behavior
behaviors that intentionally disadvantage other individuals rather than the larger organization GOSSIPING AND INCIVILITY minor can create an organizational climate characterized by distrust and unhealthy competitiveness
competetence
belief one can do the work (self efficacy)
Psychological contract:
beliefs of what employee owes to organization and organization owes to employee
How does job satisfaction positively affect job performance?
by increasing task performance Satisfied employees do a better job of fulfilling the duties described in their job descriptions.
correlation strength
can be referred to as the "compactness" of its scatterplot
Downsizing
can harm company profitability and stock price. One study suggests that downsizing actually harmed company profitability and stock price.
gossiping - political deviance
casual conversations about other people in which the facts are not confirmed as true -- undermines the morale of both friendships and work groups
correlation (r)
describes the statistical relationship between two variables -- can be positive or negative and range from 0 (no relationship) to 1 (perfect relationship)
production deviance - organizational counterproductive behavior
directed against the organization; intentionally reducing organizational efficiency of work output WASTING RESOURCES AND SUBSTANCE ABUSE minor
psychological withdrawal
consists of actions that provide a mental escape from the work environment daydreaming socializing looking busy moonlighting cyberloafing
physical withdrawal
consists of actions that provide a physical escape, whether short term or long term, from the work environment tardiness long breaks missing meetings absenteeism quitting
V importance
how important the value is to the employee
counterproductive behaviors
employee behaviors that **intentionally** hinder organizational goal accomplishment -- these are things they MEAN TO DO, not accidentally do interpersonal and organizational
missing meetings
employees neglect important work functions while away from the office
Which of the following is a performance outcome fostering intrinsic motivation? Refer To: Table 6-2
enjoyment
Intrinsic outcomes:
enjoyment, sense of accomplishment, knowledge gain, personal expression
causal inferences
establishing that one variable really does cause another -- requires three things 1. the two variables are correlated 2. the presumed cause precedes the presumed effect in time 3. no alternative explanation exists for the correlation
social networking systems
ex: FB, twitter .... have recently been applied in organizational contexts for the purposes of developing and evaluating employee job performance these types of systems provide performance information that is much more timely, relative to traditional practices that measure performance only quarterly or once a year
V want
how much of a value an employee wants
Disciplinary actions, demotions, and terminations are typical examples of "positively valenced" outcomes. True correct False
false
Human resource management focuses on the product choices and industry characteristics that affect an organization's profitability. True or false
false
Motivation is a set of distinctive, external forces. True correct False
false
The rule of one-eighth states that at best 8% of all organizations will actually do what is required to build profits by putting people first.
false
Affective commitment is defined as a desire to remain a member of an organization because of awareness of the costs associated with leaving it. incorrect True False
false Affective commitment is defined as a desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization.
Group mechanisms include motivation, and learning, and decision-making. True or false
false Motivation and decision making are individual mechanisms. Group mechanisms include leadership styles and behaviors and team processes and characteristics.
Organizational commitment is defined as a set of actions that employees perform to avoid the work situation—behaviors that may eventually culminate in quitting the organization. True correct False
false Organizational commitment is defined as the desire on the part of an employee to remain a member of the organization.
Job satisfaction is negatively correlated with citizenship behavior. True or false
false Satisfied employees engage in more frequent "extra mile" behaviors to help their coworkers and their organization.
Organizational Citizenship Behavior
going beyond normal expectations to improve operations of the organization, as well as defending the organization and being loyal to it.
Interpersonal citizenship behavior
going beyond normal job expectations to assist, support, and develop coworkers and colleagues.
Supportive practices Reducing stressors
help employees manage and balance the demands that exist in the different roles they have. Flextime, telecommuting, compressed work week
personal aggression - interpersonal counterproductive behavior
hostile verbal and physical actions directed toward other employees -- the more serious interpersonal actions HARASSMENT AND ABUSE SERIOUS
looking busy
intentional desire on part of the employee to look like they are working, even when not performing work tasks
adaptive task performance (adaptability)
involves employee responses to task demands that are novel, unusual, or at the very least, unpredictable ex: emergency situation
A sabbatical
involves taking time off from work to engage in an alternative activity.
Behavioral coping
involves the set of physical activities that are used to deal with a stressful situation.
routine task performance
involves well-known responses to demands that occur in a normal, routine, or predictable way. In these cases, employees tend to behave in habitual or programmed ways that vary little from one instance to another.
Participation
is a strategy for fostering goal commitment which involves the collaboration of employees and leaders on setting the specific proficiency level and due date for a goal, so that the employee feels a sense of ownership over the goal. Refer To: Table 6-4
Organizational commitment
is an individual outcome that is directly affected by job satisfaction; An employee's desire to remain a member of an organization.
A sense of value to society
is specifically identified with job significance.
Job Significance
is the degree to which the job has a substantial impact on the lives of other people, particularly people in the world at large. When employees feel that their jobs are significant, they can see that others value what they do and they're aware that their job has a positive impact on the people around them.
Which one of the following is an individual outcome of interest to organizational behavior researchers?
job performance or organizational commitment
Motivation is a critical consideration because
job performance often requires high levels of both ability and motivation.
Value-percept theory:
job satisfaction depends on whether you perceive that your job supplies the things that you valu
courtesy - interpersonal citizenship behavior
keeping coworkers informed about matters that are relevant to them -- they keep others in the loop because they never know what information might be useful to someone else
long breaks
longer than normal lunches, soda breaks, coffee breaks, and so forth that provide a physical escape from work
personal development
non-work challenge stressor that refers to activities that include participation in formal education programs, music lessons, sports-related training, hobby-related self-education, participation in local government, or volunteer work
Family time demands
non-work challenge stressor that refers to the time that a person commits to participate in an array of family activities and responsibilities. Traveling, hosting parties
positive life events
non-work challenge stressors Marriage, pregnancy
financial uncertainty
non-work hindrance stressor that refers to conditions that create uncertainties with regard to the loss of livelihood, savings, or the ability to pay expense.
work-family conflict
non-work hindrance stressor where 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).
Primary Appraisal
occurs as people evaluate the significance and the meaning of the stressor they're confronting Meaningfulness is a concept in psychological empowerment that reflects a sense of choice in the initiation and continuation of work tasks.
absenteeism
occurs when an employee misses an entire day of work
civic virtue - organizational citizenship behavior
participating in the company's operations with a deeper-than-normal level by attending voluntary meetings and functions, reading and keeping up with organizational announcements, and keeping abreast of business news that affects the company
loyalty
passive, constructive response that maintains public support for the situation while the individual privately hopes for improvement
neglect
passive, destructive response in which interest and effort in the job declines
Extrinsic outcomes:
pay, bonuses, promotions, praise, free time, lack of disciplinary action
method of science
people accept some belief because scientific studies have tended to replicate that result using a series of samples, settings, and methods
method of intuition
people hold firmly to some belief because it "just stands to reason" -- it seems obvious or self-evident
method of experience
people hold firmly to some belief because it is consistent with their own experiences and observations
forced rankings
performance management system which managers rank subordinates relative to one another; evaluations that make clear distinctions among employees in terms of their job performance -- the vitality curve forces supervisor to rank people into one of 3 categories: 1. the top 20% - the A players 2. the vital middle 70% - the B players 3. the bottom 10% - the C players common names -- "rank and yank" -- "dead man's curve" controversies 1. inherently unfair bc forces managers to give bad evaluations to good performers to meet reestablished percentages 2. employees may become hyper competitive with one another to avoid finding themselves in a lower category -- this type of competitiveness is the opposite of what may be needed in today's team based organizations
Job satisfaction:
pleasurable emotional state resulting from the appraisal of one's job or job experiences. What employees feel when thinking about their jobs and doing their day-to-day work (Ch. 4
Why is it important to consider in addition to job performance?
recruitment, retention
Problem-focused coping
refers to behaviors and cognitions intended to manage the stressful situation itself. Behavioral Methods: Working harder Seeking assistance Acquiring additional resources Cognitive Methods: Strategizing Self-motivation Changing priorities
Coping
refers to the behaviors and thoughts that people use to address / manage the stressful demands and decrease the emotional discomfort associated with the demands.
Emotional support
refers to the help people receive in addressing the emotional distress that accompanies stressful demands.
Instrumental support
refers to the help people receive that can be used to address the stressful demand directly.
social support
refers to the help that people receive when they're confronted with stressful demands, and there are at least two major types: instrumental and emotional
Cognitive coping
refers to the thoughts that are involved in trying to deal with a stressful situation.
focus of commitment
refers to the various people, places, and things that can inspire a desire to remain a member of an organization
Emotion-focused coping
refers to the various ways in which people manage their own emotional reactions to stressful demands. Behavioral methods -Engaging in alternative activities -Seeking support -Venting anger Cognitive methods -Avoiding, distancing, and ignoring -Looking for the positive in the negative -Reappraising
Knowledge of results
reflects the extent to which employees know how well (or how poorly) they're doing. Many employees work in jobs in which they never find out about their mistakes or notice times when they did particularly well.
boosterism - organizational citizenship behavior
representing the organization in a positive way when out in public, away from the office, and away from work
incivility - political deviance
represents communication that is rude, impolite, discourteous, and lacking in good manners
resource-based view
this perspective describes what exactly makes resources valuable -- that is, what makes them capable of creating long-term profits for the firm firms resources: - financial - physical (machines, buildings, technology) - knowledge, decision-making, culture, ability, wisdom of the workforce -image, culture, goodwill of organization
task performance types
routine , adaptive, creative
impact
sense of "making a difference" vs learned helplesssness (feeling powerless to a make a difference); Phrases such as "moving forward," "being on track," and "getting there" convey a sense of _____.
self determination
sense of choice in the work
Emotions
states of feeling Often intense Last for a shorter period of time Are clearly directed at (and caused by) someone or some circumstance Example: "I'm feeling angry at my boss" Emotions are always about something
Moods
states of feeling Often mild in intensity Last for an extended period of time Not explicitly directed at or caused by anything For example: "I'm feeling grouchy
theft - property deviance
stealing from company -- theft can be just as expensive as sabotage, if not more 47% of store inventory shrinkage was due to employee theft; theft costs organizations approximately $14.6 yearly
Hindrance Stressors
stressful demands that are perceived as hindering progress toward personal accomplishments or goal attainment. Tend to trigger negative emotions such as anger and anxiety.
Challenge Stressors
stressful demands that are perceived as opportunities for learning, growth, and achievement. Often trigger positive emotions such as pride and enthusiasm.
social influence model
suggests that employees who have direct linkages to "leavers" will themselves become more likely to leave
erosion model
suggests that employees with fewer emotional bonds will be most likely to quit the organization focus on the outlier -- they aren't connected -----> if they leave, focus on the few connections they did have bc they'd be next most likely to leave
embeddedness
summarizes a person's links to the organization and the community, his sense of fit with that community, and what he would have to sacrifice for a job change strengthens continuance commitment by providing more reasons why a person should stay in their current position (and more sources of anxiety if they were to leave) FACETS 1. link 2. fit 3. sacrifice Demonstrates the work and nonwork forces that can bind us to our current employer. Strengthens continuance commitment by providing more reasons employees need to stay in their current positions (and more sources of anxiety if they were to leave).
meta-analysis
takes all of the correlations found in studies of a particular relationship and calculates a weighted average, such that correlations based on studies with large samples are weighted more than correlations based on studies with small samples .5 correlation = strong = green .3 correlation = moderate = yellow .1 correlation = weak = red
tardiness
tendency to arrive late to work or leave early
substance abuse - production deviance
the abuse of drugs or alcohol before coming to work or while on the job
creative task performance
the degree to which individuals develop ideas or physical outcomes that are both novel and useful.
organizational commitment
the desire on the part of an employee to remain a member of the organization -- influences whether an employee is retained or turns over
wasting resources - production deviance
the most common form of production deviance in which employees use too many materials or use too much time to do too little work
sabotage - property deviance
the purposeful destruction of physical equipment, organizational processes, or company products
job performance
the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment includes behaviors that are WITHIN the control of the employees; places a boundary on which behaviors are (and are not) relevant to job performance
job analysis
the way many organizations identify task performance behaviors / process by which an org determines specific job requirements -- 3 steps 1. a list of the activities involved of the job is generated 2. each activity on this list is rated by "subject matter experts," according to things like the importance and frequency of the activity 3. the activities that are rated highly in terms of their importance and frequency are retained and used to define task performance
Values
things that people consciously or subconsciously want to seek or attain
Employees who feel a sense of equity on the job are more likely to engage in citizenship behaviors. correct True False
true
Job satisfaction is an individual mechanism that directly affects job performance and organizational commitment.
true
Motivational force equals zero if expectancy, instrumentality, or valence is zero. correct True False
true
Socially complex resources, like culture, teamwork, trust, and reputation add value to an organization. These are inimitable and add to resource value. True False
true
Attitude surveys are the most accurate and effective methods of assessing job satisfaction. correct True False
true Attitude surveys can provide a "snapshot" of how satisfied the workforce is and, if repeated over time, reveal trends in satisfaction levels.
cyberloafing
using internet, email, and instant messenger access for their personal enjoyment rather than work duties
moonlighting
using work time and resources to complete something other than their job duties, such as assignments for another job
Meaningfulness:
value of the work relative to a persons own ideals and passions
socializing
verbal chatting about non-work topics that goes on in cubicles and offices or at the mailbox or vending machines
quitting
voluntarily leaving the organization
citizenship behavior
voluntary employee activities that may or may not be rewarded but that contribute to the organization by improving the overall quality of the setting in which work takes place two main categories that differ according to who benefits -- coworkers and the organization
daydreaming
when an employee appears to be working but is actually distracted by random thoughts and concerns
abuse - personal aggression
when an employee is assaulted or endangered in such a way that physical and psychological injuries may occur
burnout
which can be defined as the emotional, mental, and physical exhaustion that results from having to cope with stressful demands on an ongoing basis
time pressure
work challenge stressor that a strong sense that the amount of time you have to do a task is just not quite enough
work complexity
work challenge stressor that refers to the degree to which the requirements of the work, in terms of knowledge, skills, and abilities, tax or exceed the capabilities of the person who is responsible for performing the work
Work responsibility
work challenge stressor that refers to the nature of the obligations that a person has to others. Generally speaking, the level of responsibility in a job is higher when the number, scope, and importance of the obligations in that job are higher.
role overload
work hindrance stressor that 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 feeling overwhelmed by many different commitments and not having enough time to meet each commitment effectively
role ambiguity
work hindrance stressor that refers to a lack of information about what needs to be done in a role, as well as unpredictability regarding the consequences of performance in that role Students, new employees
daily hassles
work hindrance stressor that refers to the relatively minor day-to-day demands that get in the way of accomplishing the things that we really want to accomplish
role conflict
work hindrance stressor which refers to conflicting expectations that other people may have of us Call center operator
service work
work that provides non-tangible goods to customers through direct electronic, verbal, or physical interaction --- places greater premium on high citizenship behaviors and low counterproductive ones because they get transmitted to customer through a lot of interaction ex: retail, salespersons, customer services representatives, food service workers
knowledge work
work that requires employees to engage in cognitive work, applying theoretical and analytical knowledge acquired through formal education and continuous learning ---- in addition to being cognitive, knowledge work tends to be more fluid and dynamic in nature (bc facts, data, and info are always changing) as tools/technology become more advanced, the expectations for completing knowledge work become more ambitious -- can overwhelm employees --> new and innovative ways of performing this work may become necessary
Affective events theory
workplace events can generate affective reactions (emotions)
