Organizational Behaviour Chapter 1-4

Self- Management

-self-control - transparency - adaptability

Maslow's Hierarchy of Needs

A hierarchy of five needs- physiological, safety, social, esteem, and self-actualization- in which, as each need is substantially satisfied, the next need becomes dominant

Employee Engagement

An individuals involvement with, satisfaction with, and enthusiasm for the work he or she does.

Extraverted/Introverted

Extraverted - outgoing, sociable, and assertive Introverted - quite and shy E/I - measures where we direct our energy when dealing with people and things

Opens Systems Approach Model

Inputs - raw materials - human resources - information - financial resources - equipment Organization (transforming inputs to outputs) - subsystems Outputs - products/services - employees behaviors -profits/losses - waste/pollution wanting the positives to outweigh the negatives

5. Lon-term vs Short-term orientation

LT= emphasizes the future, thrift, and persistence ST= emphasizes the past and present, respect for tradition, and fulfillment of social obligations

Goals need to be SMART

S- specific M- measurable A- attainable R- results oriented T- time-bound

Sensing/Intuitive

Sensing - practical, prefer routine and order Intuitive - look at the big picture S/I - looks at how we process information

Factors that influence perception

The Situation - time - work setting - social setting The Target - novelty - motion - sounds - size - background -proximity - similarity The Perceiver - attitudes - motives - interests - experience - expectation

Emotional Intelligence

The ability to detect and to manage emotional cues and information

Normative Commitment

The obligation an individual feels to stay with an organization

Perception

The process by which individuals organize and interpret their impressions in order to give meaning to their environment

Expectancy Theory

The theory that individuals act based on their evaluation of whether their effort will lead to good performance, whether good performance will be followed by a given outcome, and whether that outcome is attractive

Thinking/Feeling

Thinking - use reason and logical to handle problems Feeling - rely on personal values and emotions T/F - looks at how you approach controversy

Openness to experience

a personality factor that describes the degree to which a person is imaginative, artistically sensitive, and curious In a job - constantly learning - very creative - more flexible

Terminal Values

goals that individuals would like to achieve during their lifetime - a comfortable life (a prosperous life) - an exciting life (a stimulating, active life) - a sense of accomplishment (lasting contribution) - equality (brotherhood, equal opportunity for all) - inner harmony (freedom from inner conflict) - happiness (contentedness)

Emotional Dissonance

inconsistency between the emotions an individual feels and the emotions he or she shows

Self- efficacy Theory

individuals' beliefs in their ability to perform a task and influence their behaviour

What does OB examine?

is applied to: - jobs - work - absenteeism - employment turnover - productivity - human performance - management

Need for Achievement (nAch)

is the drive to excel, to achieve in relation to a set of standards, and to strive to succeed

Stereotyping

judging someone on the basis of one's perception of the group to which that person belongs to

Variable interval

reward is given at variable time intervals - pop quizzes

Theory X

the assumption that employees dislike work, will attempt to avoid it, and must be coerced, controlled or threatened punishment in order to achieve goals

Self- Fulfilling Prophecy

a concept that proposes a person will behave in ways consistent with how he or she is perceived by others

What is an Organization?

a consciously coordinated social unit, composed of a group of people, that functions on a relatively continuous basis to achieve a common goal or set of goals

Continuous

a desired behaviour is reinforced each and every time it is demonstrated - compliments

Interpersonal justice

the degree to which employees are treated with dignity and respect ex. happens everyday with interaction with employees to make them feel fairly treated

Need for Affiliation (nAff)

the desire for friendly and close interpersonal relationships

Equity Theory in regard to rewards

the employee may compare the reward that they have received against other employees who have received an award and if their reward is lesser than the other this may cause the employee to feel you have put less value on their achievements compared to another employee

Motivation

the intensity, direction, and persistence of effort a person shows in reaching a goal

Need for Power (nPow)

the need to make others behave in a way that they would not have behaved otherwise

Procedural Justice

the perceived fairness of the process used to determine the distribution of rewards ex. when employees are given a say in the procedure process

Job Rotation

the periodic shifting of an employee from one task to another

Fixed- ratio

the reward is given at fixed amounts of outputs - piece-rate pay

Fixed-interval

the reward is given at fixed time intervals - weekly paycheques

Variable- ratio

the reward is given at variable amounts of outputs - commissioned sales

Personality

the stable patterns of behavior and consistent internal states that determine how an individual reacts to and interacts with others

Psychopathy

the tendency for a lack of concern for others and a lack of guilt or remorse when one's actions cause harm

Narcissism

the tendency to be arrogant, have a grandiose sense of self-importance, require excessive admiration, and have a sense of entitlement

Attribution Theory

the theory that when we observe what seems like atypical behavior by an individual, we attempt to determine whether it is internally or externally caused

Job Enrichment

the vertical expansion of jobs, which increases the degree to which the employee controls the planning, execution, and evaluation of the work

Punishment

when a manager suspends an employee for 2 days for showing up to work drunk

Emotional Labour

when an employee expresses organizational desired emotions during interpersonal interactions

Extinction

when the social norm is ignored thus causing those who have participated in the social norm to stop doing it. ex. of hand raising

Negative Reinforcement

when you have learned what needs to be done in order to ignore having to fulfill their duty

Max & Max video on empowerment

- Both max' were trained at the top of there class and at a high level of work but their boss was not using both of the max' to the best of their ability. Instead their boss was limiting their ability which ended up with both the max' to not feel empowered that they were able to perform their job like they had been trained for

Emotional Intelligence Model

- Self-Awareness - Social Awareness - Self- Management - Relationship Management

The Dark Triad

- a group of negative personality traits consisting of Machiavellians, narcissism, and psychopathy

Big 5 Personality Factors

- a personality assessment model that taps five basic dimensions including: extraversion, agreeableness, conscientiousness, emotional stability, openness to experience

Self- Awareness

- accurate self assessment - confidence - emotional self awareness

Schedules of Reinforcement

- continuous - fixed-interval - variable interval - fixed ratio - variable- ratio

Relationship Management

- developing others - inspiring others/mentor - conflict management - teamwork and collaberation

Hosfstede's Framework for Assessing Cultures

- found that managers and employees varied on 5 dimensions of national culture 1. power distance 2. individualism vs. collectivism 3. masculinity vs. femininity 4. uncertainty avoidance 5. Long-term vs. short term orientation And just recently added 6. Indulgence vs Restraint

What is empowerment?

- giving people responsibility for what they do

How do goals motivate?

- goals direct attention - goals regulate effort - goals increase persistence - goals encourage the development of strategies and action plans

Social Awareness

- organizational awareness - able to read social cues in those around them - exhibit empathy

Efficiency

- the degree to which an organization can achieve its ends at a low cost - the ratio of effective work output to the input required to produce the work

2. Individualism vs. Collectivism

I = a national culture attribute that describes the degree to which people prefer to act as individuals rather than members of a group C= describes a tight knit social network in which people expect others in groups of which they are a part to look after them and protect them

6. Indulgence vs Restraint

In= emphasizes the gratification of basic needs and the desire to enjoy life Re= emphasizes the importance of controlling the gratification of needs

3. Masculinity vs. Femininity

M= the culture favours traditional roles of achievement, power, and control. Societal values are characterized by assertiveness and materialism. F= sees little difference between male and female roles, women are treated as the equals of men in all respects

What is Organizational Behavior?

a field of study that looks at the impact of individuals, groups, and structure have on behavior within an organizations for the purpose of applying such knowledge toward improving an organization's effectiveness.

Positive Reinforcement

a manager praises an employee for a job well done

1. Power Distance

a national culture attribute that describes the extent to which a society accepts that power in institutions and organizations is distributed unequally

Intrinsic Motivation

a person's internal desire to do something, due to such things as interest, challenge, and personal satisfaction

Emotional stability

a personality dimension that characterizes someone as calm, self-confident, and secure (positive) vs. nervous, depressed, and or insecure (negative) In a job -less negative thinking and negative emotions - less hyper-vigilant - high job and life satisfaction - lower stress levels

Agreeableness

a personality factor that describes the degree to which a person is good-natured, cooperative, and trusting In a job - they are better liked within an organization - engage in citizenship Behavior - have lower levels of career success

Conscientiousness

a personality factor that describes the degree to which a person is responsible, dependable, persistent, and achievement oriented In a job - greater effort and persistence - more drive and discipline - better organized and good at planning - have a higher performance - enhanced leadership - and last long in a job

Extraversion

a personality factor that describes the degree to which a person is sociable, talkative, and assertive In a job - more likely to lie in a job interview - a project dominant when working on a job - exceed in jobs with interpersonal interactions because they are able to understand social interactions

Myers- Briggs Personality Indicator

a personality test that taps four characteristics and classifies people into 1 of 16 personality types

Self-monitoring

a personality trait that measures and individual's ability to adjust behavior to external, situational factors

Job Satisfaction

a positive feeling about a job resulting from an evaluation of its characteristics

Equity Theory

a theory that asserts that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities

Herzberg (Two-Factor Theory)

a theory that relates intrinsic factors to job satisfactions and associates extrinsic factors to job dissatisfaction. Also called the motivation- hygiene theory

Goal Setting Theory

a theory that says that specific and difficult goals, with feedback, lead to higher performance

McClelleand's Theory of Needs

achievement, power, and affiliation are three important needs that help to explain motivation

Contingency Approach

an approach taken by OB that considers behavior within the context in which it occurs

Affective Commitment

an individuals emotional attachment to and identification with an organization and a belief in its values

Organizational Justice

an overall perception of what is fair in the workplace, composed of distribution, procedural, informational, and interpersonal justice

Values

basic convictions that a specific mode of conduct or end-sate of existence is personally or socially preferable to an opposite or converse mode of conduct or end state- of existence

Rokeach Value Survey

contains two sets of 18 value items one set being terminal values the other set being instrumental values

4. Uncertainty Avoidance

describes the extent to which society feels threatened by uncertain and ambiguous situations and tries to avoid them

Halo Effect

drawing general impressions of an individual on the basis of a single characteristic

Extrinsic Motivation

motivation that comes from outside the person and includes such things as pay, bonuses, and other tangible awards

Distributive Justice

perceived fairness of the amount and allocation of rewards among individuals ex. distributing raises equally

Instrumental Values

preferable ways of behaving - ambitious(hard working, aspiring) - broad-minded (open-minded) - capable (competent, effective) - courages (standing up for your beliefs) - Imaginative (daring, creative) - honest (sincere, truthful)

Theory Y

the assumption that employees like work, are creative, seek responsibility, and will exercise self-direction and self-control if they are committed to the objectives

Contrast Effect

the concept that our reaction to one person is often influenced by other people we have recently encountered

Machiavellians

the degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means

Effectiveness

the degree to which an organization meets the needs of its clientele or customers - the achievement of goals

Informational Justice

the degree to which employees are provided truthful explanations for decisions ex. keeping the employees informed of crucial information