Org Man Test 2

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Positive reinforcement tends to

Increased the desired behavior

Growth need strength

The degree to which a person has higher order needs, such as self-esteem and self-actualization; affects how much of these characteristics people want or need

Goal Commitment

The degree to which a person is dedicated to reaching the goal.

Task identify

The degree to which a person is in charge of completing an identifiable piece of work from start to finish.

Feedback

The degree to which people learn how effective they are being at work.

Psychological Capital (PsyCap)

The degree to which the individual has high efficacy, optimism, hope, and resilience.

Examples of Motivators

- Achievement - Recognition - Interesting Work - Increased Responsibility - Advancement and Growth

Examples of Hygiene Factors

- Company policy - Supervision and Relationships - Working conditions - Salary - Security

Components of Job Specialization

- Job Rotation - Job Enlargement - Job Enrichment - Job Crafting

Core Job Characteristics

- Skill variety - Task identity - Task significance - Autonomy - Feedback

Psychological States

- meaningfulness - Responsibility - Knowledge of results

Example of Change referent

Comparing oneself to someone who is worse off

Electronic Monitoring

Electronic surveillance of employees in order to track employee performance, reduce legal liability, or protect employer's trade secrets.

Which statement regarding research on emotional contagion is true?

Emotions are especially salient in teams and thus teams can exhibit emotional contagion just as individuals can.

Negative Emotions

Emotions such as anger, fear, and sadness that can result from undesired events

Positive Emotions

Emotions such as joy, love, and surprise that can result from desired events.

Example of Increase Referent's inputs

Encouraging the referent to work harder

OB Mod Step 5

Evaluate and maintain

Stressors

Events or contexts that cause a stress reaction by elevating levels of adrenaline and forcing a physical or mental response

Self Awareness

Exists when you are able to accurately perceive, evaluate, and display appropriate emotions

Self Management

Exists when you are able to direct your emotions in a positive way when needed

Relationship Management

Exists when you are able to help others manage their own emotions and truly establish supportive relationships with others

Social Awareness

Exists when you are able to understand how others feel

Job Enlargement

Expanding the tasks performed by employees to add more variety.

Role Conflict

Facing contradictory demands at work

Self-actualization

Morality, creativity, spontaneity, problem solving, lack of prejudice, acceptance of facts

Causes of Stress at Work

- Role Demands and Overload - Work/Family Conflict - Financial Stressors, Unemployment, and Job Insecurity - Uncertainty - Anticipatory Stress and Rumination

Role Demands and Overload

- Role ambiguity - Role conflict - Role overload - Information overload

Scientific Management

- Based on the ideas from Frederick Taylor's 1911 book, Principles of Scientific Management - Among the most influential books of the 20th century

Job Specialization

- Break down jobs into their simplest components - Assign tasks so each employee performs a select number of tasks in a repetitive manner

When are goals more effective?

- Feedback - Ability - Goal commitment

How do SMART goals motivate?

- Give direction - Make you think outside of the box - Provide challenge - Energize

Organizational Approaches to Managing Stress

- Give employees autonomy - Create fair workplaces - Provide social support - Offer flexible schedules - Training - Sabbaticals

Downsides to Goal Setting

- Learning decreases - Adaptability declines - Narrow thinking may develop - Ethical problems increase

Motivating Through Performance Reviews

- Performance management - Performance review - Absolute ratings vs. Relative rankings

General Adapation Syndrome (GAS)

- Selye believed that unmanaged stress could create physical and psychological - The GAS model predicts that when there is a threat to the individual's natural balance, the body responds with a "flight or fight" response

Job Demands-Resources (JD-R) Model

- Stress is caused by the interaction between demands and resources - Notes that every job has demands or costly aspects

Felt Empowerment

- The work is meaningful - Feeling confident that one can perform the job - Having discretion and autonomy at work - Ability to influence how the company operates

Two types of Stressors

1. Hindrance Stressors 2. Challenge Stressors

Ensuring Goal Alignment Through Management by Objectives (MBO)

1. Setting company-wide goals derived from corporate strategy 2. Determining team and department level goals 3. Collaboratively setting individual-level goals that are aligned with corporate strategy 4. Develop an action plan 5. Periodically reviewing performance and revising goals

SMART goal

A goal that is specific, measurable, aggressive, realistic, and time-bound.

Job enrichment

A job redesign technique allowing workers more control over how they perform their own tasks.

Uncertainty

A major stressor for employees starting at a new organization; organizational changes such as changing leadership, procedures, policies, and technology, reorganizing, downsizing, merging, or "rightsizing" can cause stress

Referent

A person we compare ourselves to in equity theory

Equity Sensitivity

A personality trait that explains different reactions to inequity.

Performance Review

A process in which employee performance is measured.

Performance Appraisal

A process through which employee performance is measured and then communicated to the employee; Used to make decisions about distributing pay raises, making promotion decisions, and initiating terminations

Persona

A professional role that involves acting out potentially artificial feelings as part of a job.

Emotion

A short, intense feeling resulting from some event

OB Mod

A systematic application of reinforcement theory to modify employee behaviors in the workplace.

Management by Objectives (MBO)

A systematic approach to ensure that individual and organizational goals are aligned

Cognitive Dissonance

A term that refers to a mismatch among emotions, attitudes, beliefs, and behavior

Thematic Accerception Test TAT

A test that assesses a person's dominant need

Affective Events Theory (AET)

A theory that explores how events on the job cause different kinds of people to feel different emotions

Workplace bullying

Abuse and mistreatment of someone vulnerable by someone more powerful at work

Stress is related to which work outcome? High turnover, worse job attitudes, decreased performance.

All of the above.

Rumination

An inability to let go of past events and obsessively thinking about them

Burnout

An ongoing negative emotional state resulting from dissatisfaction

OB Mod Step 3

Analyze its antecedents and outcomes

6 Emotions at Work

Anger Fear Sadness Joy Love Surprise

What is the best example of anticipatory stress?

Anna's coworker was just let go due to downsizing. Anna worries about whether she will get to keep her job.

Inputs

Are the contributions people feel they are making to the environment

Expectancy Theory

Argues that motivation is determined by a rational calculation in which individuals evaluate their situation

R - Realistic

Be honest with yourself - you know what you and your team are capable of

Genuine acting

Behavior requiring an individual to display emotions aligned with their own.

Deep acting

Behavior requiring an individual to try to experience the emotions they are displaying.

Surface acting

Behavior requiring individuals to exhibit physical signs, such as smiles, that reflect emotions they don't feel.

Affect driven behavior

Behavior that occurs when emotions trigger you to respond in a certain way

Physiological needs

Breathing, food, sex, sleep, homeostasis, excretion

Existence

Corresponds to Maslow's physiological and safety needs

Relatedness

Corresponds to social needs

Challenge stressors

Demands and circumstances that cause stress but also promote individual growth.

Psychological Stress

Depression and anxiety Frustration and Burnout

Financial Stressors, Unemployment, and Job Insecurity

Downsizing and job insecurity are related to greater stress, alcohol use, and lower performance and creativity

Job Characteristics Model (JCM)

Five core job dimensions, leading to three critical psychological states, which lead to work-related outcomes.

Fixed interval schedules

Fixed-interval schedules involve providing rewards after a specified amount of time.

Love and Belonging

Friendship, family, sexual intimacy, sense of connection

T-Time Bound

Give yourself a deadline to create a sense of urgency and keep you focused on the task at hand

ERG Theory

Groups Maslow's basic human needs into 3 categories: 1. Existence 2. Relatedness 3. Growth ** Does NOT rank needs in any order

Role Overload

Having insufficient time and resources to complete one's job

Acquired-Needs Theory

Individuals acquire three types of needs as a result of their life experiences. - need for achievement - need for affiliation - and need for power

Entitled

Individuals who expect to receive a lot without giving much in return

Benevolent

Individuals who give without waiting to receive much in return

Information Overload

Information processing demands that exceed the supply or capacity of time available for such processing.

Martha works on an auto assembly line. Last year she was responsible for welding the upper panel of the wheel well onto the left rear wheel area. This year, she is also responsible for the welding all parts of the entire left rear wheel area and checking for q

Job Enlargement

Demand Control Model

Karasaek developed the demand control model for environments with less extreme stress, but more frequent; according to this model, the highest level of stress occurs when job demands are HIGH and job control is LOW

Work-life conflict has shown to be related to what?

Lower job and life satisfaction

Motivating Potential Score

MPS = (Skill Variety + Task Identity + Task Significance) / 3 x (Autonomy) x (Feedback)

M - Measurable

Make sure your goal is trackable

Example of a fixed-interval schedule

Many employers provide an end-of-year bonus to align with the holiday season

OB Mod Step 2

Measure the baseline level

Outcomes in JCM

Motivation Performance Satisfaction Absenteeism Turnover

Job rotation

Moving employees from job to job at regular intervals.

Punishment

Negative behavior followed by negative consequences *Manager demotes the employee

Extinction

Negative behavior followed by removal of positive consequences *Manager ignores the behavior

Example of Increase own outcomes

Negotiating a raise for oneself or using unethical ways of increasing rewards such as stealing from the company

Physiological Stress

Nervousness, tension, headaches, anger, irritability, fatigue, aging, skin diseases

Outcomes

Perceived rewards

Extrinsic Motivation

Performing an activity because it is related to desirable outcomes such as financial rewards, status, or approval from others

Outcomes of Stress

Physiological, Psychological, Work outcomes

Growth

Refers to esteem and self-actualization

Job crafting

Refers to the changes employees make to their own job description

Procedural Justice

Refers to the degree to which fair decision-making procedures are used to arrive at a decision

Interactional Justice

Refers to the degree to which people are treated with respect, kindness, and dignity in interpersonal interactions

Which statement regarding goal setting and ethics is true?

Research shows that goal setting sometimes leads to unethical behaviors for financial gain.

Fixed Ratio Schedule

Rewarding behavior after a set number of occurrences.

Valence

Rewards, are outcomes desirable Do I find the outcomes desirable?

Which item is a motivator in Herzberg's theory of motivation?

Salary Working conditions Company policy RECOGNITION

Which employee is most likely to report experiencing felt empowerment at work?

Sam uses his judgment to approve the customer's refund.

Safety and security

Security of body, employment, resources, morality, family, health, property

Maslow Hierarchy of Needs Theory

Self-Actualization Self-Esteem Love and belonging Safety and security Physiological needs

Jason knows that he is flexible, enjoys challenging goals, and is concerned about the security of his job. Jason demonstrates which building block of the emotional intelligence concept?

Self-Awareness

Self-esteem

Self-esteem, confidence, achievement, respect of others, respect by others

S - Specific

Set numbers with real deadlines

Management by Objectives (MBO) PROCESS

Setting companywide goals derived from corporate strategy, determining team and department-level goals, collaboratively setting individual-level goals that are aligned with corporate strategy, developing an action plan, and periodically reviewing performance and revising goals.

What is an advantage of Job Specialization?

Staffing costs are lower because the repetitive nature of tasks makes skill requirements lower

Hindrance stressors

Stress caused by factors that detract us from our personal goals and prevent personal growth.

Anticipatory Stress

Stress caused by visualizing events that may or may not happen in the future

Work outcomes of stress

Stress is related to worse job attitudes, higher turnover, higher absenteeism, and decreases in job performance; stressed individuals have lower organizational commitment than those who are less stressed

Goal Setting Theory

Strong support that setting goals is related to performance improvements

Frustration Regression

Suggests that individuals who are frustrated trying to satisfy one need may regress to another

Example of Seek legal action

Suing the company or filing a complaint if the unfairness in question is under legal protection

Kathy dislikes her coworker, yet every morning she tops to pleasantly chat for a few moments on the way to her desk. Kathy is using what emotional labor strategy?

Surface acting

Emotional Intelligence (EI)

The ability to understand others more completely by becoming more aware of one's own and other's emotions

Stress

The body's reaction to a change that requires a physical, mental, or emotional adjustment or response

Performance Management

The collection of tools, methods, and procedures aiming to improve employee performance.

Skill variety

The extent to which the job requires a person to utilize multiple high-level skills.

Skill variety refers to

The extent to which the job requires a person to utilize multiple high-level skills.

Journaling

The process of writing out thoughts and emotions on a regular basis

Emotional Labor

The regulation of feelings and expressions for organizational purposes

Empowerment

The removal of conditions that make a person powerless.

Workaholism

The tendency to work excessively and compulsively. Higher levels of burnout, work life conflict, stress, and worse health outcomes

Reinforcement Theory

Theory based on the work of Ivan Pavlov on behavioral conditioning; behavior is a function of its outcomes

Type A personalities

Those who display high levels of speed/impatience, job involvement, and hard-driving competitiveness. *Studies show that the hostility and hyper-reactive portion is a major concern in terms of stress and negative organizational outcomes*

Type B personalities

Those who tend to be relatively calm and tend to think through situations as opposed to reacting emotionally. *Fight or flight and stress levels are lower as a result

Marc is a student at TCU. He is the first to arrive at each of his classes and his very upset with the professor if class does not begin exactly on time. He studies late every night and will argue with his professor for every point.

Type A Personality.

Role Ambiguity

Vagueness in relation to our job responsibiities

The need for affiliation

Want to be liked and accepted by others

The need for achievement

Want to be successful

The need for power

Want to influence others and control their environment

Work-life Conflict

When the demands from one's work and other aspects of one's life are negatively affecting one another.

Example of a continuous schedule

Wise parents stock up on stickers and other rewards to utilize this schedule when potty training their kids

A - Attainable

Work towards a goal that is challenging, but possible

OB Mod Step 4

to intervene

Job design is the primary influencer over:

• Employee motivation • Job satisfaction • Commitment to an organization • Absenteeism • Turnover

Benefits of Job Enlargement

• Reduces boredom and monotony • Has similar benefits to job rotation

Cognitive Crafting

Changing the way the person thinks about the job

Equity Theory

Assumes that once people feel a situation is inequitable, they are motivated to react

Job specialization

Breaking down tasks to their simplest components and assigning them to employees so that each person would perform few tasks in a repetitive manner.

Example of a variable ratio

Casino slot machines pay out on a variable-ratio schedule to provide an element of chance to their patrons

Example of Distort Perceptions

Changing one's thinking to believe that the referent actually is more skilled than previously thought

Task crafting

Changing the content of the job

Relational Crafting

Changing the quality and amount of interactions involved with other people

Types of Structural Empowerment

Decision authority Leadership style Organizational structure Access to information Organizational Climate

Example of Reduce own input

Deliberately putting forth less effort at work. Reducing the quality of one's work

Overpayment Inequity

Equity theory predicted people would feel guilty if they were over-rewarded; However, research suggests individuals actually experience less distress as a result of being over-rewarded

Equity-sensitive individuals

Expect to maintain equitable relationships Experience distress when they feel they are over-rewarded or under-rewarded

Environment

External factors that affect performance

Hygiene factors

Factors extrinsic to the job

Motivators

Factors that are intrinsic to the job

Ability

Having the skills and knowledge required to perform the job

Two-Factor Theory

Herzberg believed that motivators (NOT hygiene factors) are what truly motivate employees

OB Mod Step 1

Identify behavior to be modified

Fairness

Is when the input-to outcome ratio is similar to the input-to-outcome ratio of a comparison person

Positive Reinforcement

Positive behavior followed by positive consequences *Manager praises the employee

Negative Reinforcement

Positive behavior followed by removal of negative consequences *Manager stops nagging the employee

Variable ratio

Providing the reinforcement on a random pattern.

Intrinsic Motivation

Pursuing an activity because it is inherently enjoyable and absent of appar

Example of Leave the situation

Quitting one's job

Distributive Justice

Refers to the degree to which the outcomes received from the organization are perceived to be fair

Example of a fixed-ratio schedule

Some hair salons hoping to keep regular customers often give away a free haircut after every 10th haircut

Structural Empowerment

The aspects of the work environment that give employees discretion and autonomy and enable them to do their jobs effectively.

Interactional justice is understood to be

The degree to which people are treated with respect, kindness, and dignity in interpersonal interactions

Autonomy

The degree to which people have the freedom to decide how to perform their tasks.

Instrumentality

The degree to which the person believes that performance is related to secondary outcomes such as rewards. Will Performance lead to outcomes?

Motivation

The desire to achieve a goal or a certain performance level, leading to goal-directed behavior

Continuous Schedule

When reinforcers follow all instances of positive behavior.

Task Significance

Whether a person's job substantially affects other people's work, health, or well-being.

Expectancy

Whether the person believes that high levels of effort will lead to outcomes of interest such as performance or success. Will my effort lead to high performance?

Benefits of Job Rotation

• Reduces the monotonous aspects of a job • Creates an effective way for employees to acquire new skills • Increases the flexibility of managers to assign employees to different parts of the organization when needed • Proves a way to transfer knowledge between departments

Benefits of Job Enrichment

• Reduces turnover and absences • Increases productivity and efficiency • Can increase performance

Ways Managers can influence Valence

•• Find rewards that are desirable to employees •• Make sure that rewards are viewed as fair •• Give employees choice over rewards

Ways Managers can influence Instrumentality

•• Reward employee performance •• Inform people in advance about the rewards •• Try to eliminate non-performance influence over rewards

Ways Managers can influence Expectancy

••Make sure employees have proper skills, abilities, and knowledge ••Ensure that the environment facilitates performance ••Encourage employees so they believe their effort makes a difference


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