MPO Exam 2 - Lee Anne Mills

Define Self Efficacy

-A person's belief about his or her chances of successfully accomplishing a specific task -Self-efficacy can be developed

Define Group Roles

-A set of expected behaviors for a particular position -Group roles are expected behaviors for members of the group as a whole -People often play multiple roles

Define the concept of values.

-Abstract ideals that guide one's thinking and behavior across all situations -One's moral compass when making decisions -Our values make us who we are

Best Practices of Virtual Teams

-Adapt communications -Share the love -Develop productive relationships with key people on team -Partner -Availability -Pace -Updates -Select the right people -Communication skills are essential

Define Job Satisfaction

-An affective or emotional response toward various facets of one's job -The extent to which an individual likes his or her job

Define a Formal Group

-Assigned by organization to accomplish specific goals -Ex: 1. Task Groups 2. Command Groups

Discuss the criticisms of merit pay plans.

-Edward W. Deming -focus on merit pay discourages teamwork -measurement of performance is unfair and inaccurate -too much emphasis on individual performance -merit pay does not really exist - high performers paid more than marginal/poor performers

Define the concept of attitudes and list/describe the three main components of an attitude.

-Encompass our feelings or opinions about people, places, and objects 1. Affective — Feelings "I feel" 2. Cognitive — Beliefs "I believe" 3. Behavioral — Intentions "I intend"

Characteristics of High-Performing Teams

-Participative leadership -Shared responsibility -Aligned on purpose -High communication -Future focused -Focused on task -Creative talents -Rapid response

Define Perceived Organizational Support

-Reflects the extent to which employees believe that the organization: 1. Values their contributions 2. Genuinely cares about their well-being

How do Teams differ from Groups

-Teams are Task Groups that Have Matured to the Performing Stage -Teams Have Common Commitment -Teams Assemble to Accomplish a Common Task and Require Collaboration

Define Virtual Teams

-Teams that work together over time and distance via electronic media to combine effort and achieve common goals

Define Organization Commitment

-The extent to which an individual identifies with an organization and commits to its goals.

Define Employee Engagement

-The harnessing of organizational members' selves to their work roles -Where people employ and express themselves physically, cognitively, and emotionally during role performance

Define Goal Setting Theory

-Theorizes that specific and difficult goals will lead to higher performance. -Goals that are specific and difficult lead to higher performance -Performance feedback and participation in deciding how to achieve goals are necessary but not sufficient -Goal achievement leads to job satisfaction

Define Reinforcement Theory

-Thorndike's Law of Effect: states that response followed by a reward is more likely to recur in the future -the implication for compensation management is that a high employee performance followed by a monetary reward will make future high performance more likely

Describe Ajzen's Theory of Planned Behavior.

-Three key general motives predict or at least influence intention and behavior. -According to the Ajzen model, someone's intention to engage in a given behavior is a strong predictor of that behavior. 1. Attitude toward the behavior 2. Subjective Norm 3. Perceived Behavioral Control

Define Agency Theory

-explains when one party in the organization determines the work of others -motivation could be self interest -goals may not be aligned and conflict could ensue

Define Expectancy Theory

-focuses on the link between rewards and behaviors and emphasizes expected (not experienced) rewards and on the effects of incentives -Says that motivation is a function of a valence, instrumentality and expectancy

Define Employee Stock Ownership Plans (ESOPs)

-gives employers certain tax and financial advantages when stock is granted to employees -ESOPs can carry significant risk for employees -less diversification in investments

Define Intrinsic Motivation

-naturally satisfying to the individual -makes you happy

Define Extrinsic Motivation

-obvious external rewards -monetary comp

Define Gainsharing

-programs under which both employees and the organization share financial gains according to a pre determined formula (productivity, profitability, and quality) -does not become apart of employees base pay

Describe the concept of cognitive dissonance and how it can be reduced.

-psychological discomfort experienced when simultaneously holding two or more conflicting cognitions (ideas, values, or emotions) -Ex: Hitting a Juul when you know it's probably bad for you

Describe individual incentive plans and discuss their pros and cons.

-rewards individual performance but payments are not rolled into base pay -performance is measured as a physical output rather than by subjective ratings -don't fit with a "team" approach -may be inconsistent with organizations goals -rewards output rather than quality

Operant Conditioning Theory

-the process of modifying behavior through the use of positive or negative consequences following specific behaviors -People learn to behave in a particular fashion as a result of the consequences of their behaviors -People will engage in behaviors for which they are rewarded, and will avoid engaging in behaviors for which they are punished

Define Interactional Justice

-the quality of the interpersonal treatment people receive when procedures are implemented -Not the outcomes or procedures associated with decision making, but the belief that treatment is fair upon implementation.

3 Main Needs of McClelland's Acquired Needs Theory:

1. Achievement 2. Affiliation 3. Power

2 Theories on Fundamental Perspectives on Motivation:

1. Content Theory 2. Process Theory

3 Main Components of Justice Theory

1. Distributive Justice: 2. Procedural Justice 3. Interactional Justice

Explain how the job characteristics model can be used to motivate employees.

1. Experienced, meaningfulness of the work 2. Experienced responsibility for the outcomes of the work 3. Gained knowledge of the actual results of the work activities

Define Content Theory

1. Focus on identifying factors, such as needs and satisfaction, that energize motivation 2. Based on the idea that an employee's needs influence their motivations

Tuckman's Model of Group Development (Stages)

1. Forming -ice breaking stage 2. Storming -testing leader 3. Norming -formation of normal behavior in group 4. Performing -performance 5. Adjourning -work is done

Approaches to Job Design:

1. Job Rotation 2. Job Enlargement 3. Job Enrichment

Avoiding Social Loafing:

1. Limiting group size 2. Assuring equity of effort 3. Holding people accountable

What are the different types of intelligences?

1. Linguistic 2. Logical-Mathematical 3. Musical 4. Bodily-Kinesthetic 5. Spatial 6. Interpersonal 7. Intrapersonal 8. Naturalist 9. Existential Intelligence

Main Causes of Job Satisfaction?

1. Motivation 2. Job Involvement 3. Withdrawal Cognitions 4. Perceived Stress

Big 5 Personality Dimensions? (OCEAN)

1. Openness to Experience 2. Conscientiousness 3. Extraversion 4. Agreeableness 5. Neuroticism

2 Basic Functions that Formal Groups Fulfill:

1. Organizational Functions 2. Individual Functions

List and describe five common teamwork competencies.

1. Participative leadership 2. Shared responsibility 3. Aligned on purpose 4. High communication 5. Future focused

Maslow's Hierarchy of Needs: (in order)

1. Physiological 2. Safety 3. Love 4. Esteem 5. Self Actualization

The Value of Being Emotionally Intelligent:

1. Self Awareness 2. Self Regulation 3. Self Motivation 4. Empathy 5. Social Skills

Describe how a merit pay plan works.

1.) Identify individual differences in performance 2.) majority of info on individual performance is collected from the immediate supervisor 3.) Policy links pay increases to performance appraisal results 4.) Feedback under such systems tends to occur infrequently 5.) Flow of feedback tends to be largely unidirectional, from supervisor to subordinate

Define Core Self Evaluations (CSE)

A broad personality trait comprised of four narrow and positive individual traits Attempts to Predict: 1. Generalized self-efficacy 2. Self esteem 3. Locus of control 4. Emotional stability

Define Positive Reinforcement

A pleasant consequence follows the desired behavior - causing the behavior to increase

Define Emotional Intelligence

Ability to monitor one's own emotions and those of others, to discriminate among them, and to use this information to guide one's thinking and actions.

Define Intelligence:

An individual's capacity for: 1. Constructive or critical thinking 2. Reasoning 3. Problem solving

Define Negative Reinforcement

An unpleasant consequence is removed following the desired behavior - causing the behavior to increase

Define Job Design

Any set of activities that involves: -Alteration of specific or interdependent systems of jobs -Intent of improving the quality of employee job experience and on-the-job productivity

Describe the relationship between team size and team performance.

Effective team size - depends on the purpose of the team but usually ten or fewer

Define Emotions:

Emotions are complex, relatively brief responses aimed at a particular person, information, experience, or event.

Define Equity/Justice Theory

Equity theory is a model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships.

Define Process Theory

Focus on explaining the process by which internal factors and environmental characteristics influence employee motivation

Define the concepts of individual differences and personality traits.

Individual Differences (IDs): -Broad category used to collectively describe the vast number of attributes that describe a person. Personality Traits: -Combination of stable physical, behavioral, and mental characteristics that give individuals their unique identities

Define an Informal Group

Overriding purpose for meeting is friendship or common interest

Define Expectancy Theory:

People are motivated to behave in ways that produce desired combinations of expected outcomes; deciding how much effort to exert

Explain the concept of social loafing as a threat to team performance.

Social loafing leads to: 1. Lower quality work 2. Others being forced to work harder 3. Disruption for the team

Define Conscientiousness

Tendency to be careful, scrupulous, and persevering

Define Openness to Experience

Tendency to be original, have broad interests, be open to a wide range of stimuli, be daring and take risks

Define Neuroticism

Tendency to experience negative emotions and moods, feel distressed, and be critical of oneself and others.

Define Extraverison

Tendency to experience positive emotions and moods and feel good about oneself and the rest of the world.

Define Agreeableness

Tendency to get along well with others

Define Practical Intelligence

The ability to solve everyday problems by utilizing knowledge gained from experience in order to purposefully adapt to, shape, and select environments

Define Job Characteristics Model

The goal of the Job Characteristics Model is to promote high intrinsic motivation by designing jobs that possess the 5 Core Job Characteristics: 1. Skill Variety 2. Task Identity 3. Task Significance 4. Autonomy 5. Feedback

Define Motivation

The underlying psychological influences over our behavior or thoughts, and accounts for our intensity, direction and persistence in achieving a goal.

Describe the punctuated equilibrium model of group development

This model describes the processes through which such frameworks are formed and revised and predicts both the timing of progress and when and how in their development groups are likely, or unlikely, to be influenced by their environments.

Define Reinforcement

Uses a consequence that makes it more likely a behavior will be repeated in the future. Reinforcement is used to encourage desirable behavior.

Define Work Teams

Well-defined purpose, typically permanent, and usually require full commitment from members

Counterproductive Work Behavior

are behaviors that harm other employees, the organization as a whole, or organizational stakeholders such as customers and shareholders.

Define Profit Sharing

based on a measure of organization performance (profits) and payments do not become apart of base pay -encourages employees to think like owners -labor costs reduced during bad economic times and wealth is shared during good times

Define Distributive Justice

explains the extent to which societal institutions distribute benefits and burdens in ways that are fair and just.

Organizational Citizenship Behavior (OCB)

is defined as "individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization."

Define Stock Options

plan that gives employees the opportunity to buy company stock at a previously fixed price

Define Motivation

psychological process that arouses interest in doing something, and it directs and guides behavior

Define Group Norms

the attitudes, opinions, feelings, or actions shared by two or more people that guide behavior Example: -showing up 5 minutes early to every meeting, because it always starts early

Define Procedural Justice

the perceived fairness of the process and procedures used to make allocation decisions