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30 Cards in this Set

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  • Back
Organizational Behavior
An interdisiplanry field dedicated to the study of how individuals and groups tend to act in organizations
Organizational Citizenship
Work behavior that goes beyond job requirements and contributes as needed to the organizations success
attitude
A congnitive and affective evaluation that predisposes a person to act a certain way
Job Satisfaction
An attitude: a positive attitude toward one's job
Organizational Commitment
Loyalty to and heavy involvement in one's organizations
Perceptions
The congnitive process people use to make sense out of the environment by selecting, organizing, and interpreting information
Perceptional Distortions
Errors in perceptual judgement that arises from inaccuraciesin any part of the percepual process
stereotyping
The tendency to assign an individual to a group or broad category and then attribute gerneralizations about the group to the individual
halo effect
An overall impression of a person or situation based on one characteristic, either favorable or unfavorable
projection
The tendency to see one's own personal traits in other people
perceptual defense
The tendencey of perceivers to protect themselves by disregarding ideas, objects, or people that are threatening to them
stereotyping, halo effect, prpjection, perceptual defense
Perceptional Distortions (LIst)
Attributions
Judgements about what caused a person's behavior either characteristics of the person or the situation
Personality
The set of characteristics that underlie a relatively stable pattern of behavior in response to ideas, objects, or people in the environment
Big 5 Personality Factors
extroversion, agreeableness, conscientiousness, emotional stability, openness to experience
Extroversion
The degree to which a person is sociable, talkative, assertive, and comfortable with interpersonal relationships
Agreeableness
The degree to which a person is able to get along with others by being good natured, cooperative, forgiving, underatanding, and trusting
conscientiousness
The degree to which a person is focused on a few goals, thus behaving in ways that are responsible, dependable , persisitent, and achievment oriented
emotional stability
The degree to which a person is calm, enthusiastic, and secure, rather than tense, nervous, depressed, moody, or insecure
openness to experience
The degree to which a person has a broad range of interests and is imaginitive, creative, artistically sensitive, and willing to consider new ideas.
Locus of control (Internal)
some people believe that their actions can strongly influence what happens to them
Locus of Control (external)
People believe that events in their lives occur because of chance, luck, outside people and events
Task demands, physical demands, role demands, interpersonal demands
causes of work stress (list)
Task demands
stressors arising from teh tasks required of a person holding a particular job. have to make quick decisions based on limtied information. Ex. managers
physical demands
stressors associated with the setting in which an individual works. poorly designed offices
role demands
roles expected of a person because of that persons position in a group. 1 role ambiguity, 2. role conflict
Interpersonal demands
stressor associated with relationships in the organization. Ex. personality clash
work stress
a physiological and emotional response to stimuli that place physical or phychological demands on an individual
leadership
the ability to influence people toward the attainment of organizational goals
leadership traits
distinguishing personal characteristics, such as intelligence, values, and apperance.