Naff Final Exam

Front 1

Affirmative Action

Back 1

Special efforts to recruit and hire qualified members of groups that have been discriminated against in the past

Front 2

Managing diversity

Back 2

Managing culturally diverse work force By recognizing the characteristics common to specific groups of employees while dealing with such employees as individuals in supporting, nurturing, and utilizing their differences to the organizations advantage.

Front 3

Mentors

Back 3

Higher level managers who help ensure that high potential people are introduced to top management of the organization

Front 4

Monolithic organization

Back 4

An organization that has a low degree of structural integration

Front 5

Multicultural organization

Back 5

An organization that values cultural diversity and seeks to utilize and encourage it.

Front 6

Pluralistic organization

Back 6

An organization that has a relative diverse and Employee population and makes an effort to involve Employees from different gender, racial, or cultural backgrounds.

Front 7

Sexual harassment

Back 7

Conduct of a sexual nature that has negative consequences for employment.

Front 8

Motivators

Back 8

Factors that make the job more motivating, such as additional job responsibilities, recognition, and feelings of achievement.

Front 9

Negative reinforcements and example

Back 9

Removing an undesirable consequences

Example: school taking student off probation

Front 10

Punishment and example

Back 10

Administering an aversive consequence

Example: yelling at employees, assigning unappealing task

Front 11

Extinction and example

Back 11

Withdrawing or failing to provide a reinforcing consequence

Example: not complimenting for a job well done, setting impossible performance goals

Front 12

Which of the four consequences are positive

Back 12

Positive reinforcement & negative reinforcement

Front 13

Which of the four consequences are negative

Back 13

Punishment & extinction

Front 14

Expectancy

Back 14

Peoples likelihood that their efforts will let the hit their performance goals.

Front 15

Instrumentality

Back 15

Performance will be followed by a particular outcome

Front 16

Valence

Back 16

How much a person valued the outcome

Front 17

What theories describe the content of people’s needs

Back 17

1. Maslows theories

2. Alderfers theory

3. McClelland needs

Front 18

Maslows 5 need theories

Back 18

1. Self actualization

2. Self esteem

3. Social

4. Safety

5 physiological

Front 19

Alderfers 3 needs

Back 19

1. Existence

2. Relatedness

3. Growth

Front 20

McClellands needs

Back 20

1. Achievements

2. Affiliation

3. Power

Front 21

Extrinsic rewards

Back 21

Boss giving employee a reward

Front 22

Extrinsic rewards

Back 22

Boss giving employee a reward

Front 23

Intrinsic Reward

Back 23

Reward someone gets from performing the job.

Front 24

Herzbergers two factor theories

Back 24

1. Hygiene Factors: job characteristics

2. Motivators: job responsibilities

Front 25

Empowerment

Back 25

Sharing power

Front 26

Equity theory

Back 26

How people judge how fair they have been treated

Front 27

Equity theory

Back 27

When people compare the ratio of their own outcomes to inputs against another persons out comes to input

Front 28

Restoring equity

Back 28

When people lower their input because they feel inequitably treated

Front 29

Procedure justice

Back 29

Using fair process in decision making and letting others know the decision was fair

Front 30

Positive Reinforcement

Back 30

Consequences to increase the likelihood that a person will repeat behavior that led to it

Front 31

Stretch goals

Back 31

Targets that are demanding and sometimes impossible