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82 Cards in this Set
- Front
- Back
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inducements |
what the employer is giving to the employee including pay, benefits |
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contributions |
what the employee gives to the company including time, loyalty, labor |
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agreeableness |
ability to get along with others |
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consciencousness |
the number of goals in which you focus on |
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negative emotionality |
optimist or pessimist |
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extraversion |
introvert or extrovert |
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openness |
rigid or open-minded |
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locus of control |
the degree at which an individual believes that behavior has a direct impact on theconsequences of that behavior |
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internal locus of control |
blaming yourself |
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external locus of control |
blaming other people |
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cognitive dissidence |
how you see the future |
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Stress |
response to stimilus |
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stages of stress |
1. alarm 2. resistance 3. exhaustion |
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type "a" personality |
competitive, devoted to work, strong sense of time urgency |
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type "b" personality |
less competitive, laid back, procrastinators |
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causes of stress |
1. task 2. physical 3. role 3. interpersonal |
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consequences of stress |
1. behavioral 2. psychological 3. medical 4. poor work quality 5. burn out |
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absenteeism |
always absent |
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performance behavior |
not doing quality work |
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human relations |
employer cares about employees |
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maslow: physiological |
breathing, food, water, sex, sleep, homeostasis, excretion |
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maslow: safety |
security of body, employment, resources, morality, the family, health, property |
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maslow: belonging |
friendship, family, sexual intimacy |
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maslow: esteem |
self-esteem, confidence, achievement, respect of others, respect by others |
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maslow: self-actualization |
morality, creativity, spontaneity, problem solving, lack of prejudice, acceptance of facts |
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expectancy theory |
how much you really want something and how likely you are to get it |
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expectancy theory performance |
a result of individual effort, ability, and environmental forces |
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equity theory |
determine whether they are being treated equally in the workplace |
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reinforcement theory |
what you do is your responsiblity |
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positive reinforcement |
doing something well and getting recognition in order to push you to do it again |
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negative reinforcement |
punishing for wrong actions |
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distinctions |
ignoring |
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avoidance |
avoiding the bad consequence by doing the right thing |
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autonomy |
how much work you can do independently |
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empowerment |
giving employees power to make their own decisions |
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job sharing |
2 or more people share a job |
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power |
ability to affect the behavior of others |
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legitimate power |
having complete control |
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reward power |
ability to give or withhold rewards |
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coercive power |
the action of forcing people to do stuff |
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referent power |
wanting to be like someone else |
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expert power |
having the skills |
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charismatic |
to have a certain aurora that attracts people to you |
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employee centered leader |
someone who is concerned about their employees |
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continuum |
1. autocratic / authoritative 2. democratic 3. laissez-fair |
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situational approaches to leadership |
believes that the most effective form of leader behavior is when the situation is favorable or lessfavorable |
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path goal theory: directive managers |
tells workers in advance what is expected of them |
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path goal theory: supportive managers |
approachable / friendlier |
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path goal theory: participative managers |
consult their workers (work together) |
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path goal theory: achievement oriented |
goal setters |
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vroom decision tree theory |
the kinds of situations determines the degree of group participation |
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leader / member exchange approach |
having different relationships with different workers (favoritism) |
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substitution for leadership |
leader doesn't have to be there to accomplish goals |
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charismatic leadership |
to have a certain aurora that attracts people to you |
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vroom decision tree theory: 1st step |
asses of evaluate time sensitivity |
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semantics |
the use of words |
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ambiguity |
not clear |
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why is conflict good? |
it encourages competition |
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functional group |
generally with the same demographic / profession |
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interest group |
formed by the workers themselves |
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task group |
put together for a narrow purpose |
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cross-functional group |
different demographic / professions |
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self-managed group |
no boss |
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delphi group |
communicate electronically |
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forming stage |
meeting everyone for the first time |
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storming stage |
your true characteristics show |
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norming stage |
everyone has a role in the group |
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performing stage |
getting work done |
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adjournment stage |
the group breaks up |
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norm |
standard of behavior |
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control |
to evaluate / monitor work |
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operations |
day-to-day business |
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preliminary |
pre-product development |
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screening |
during the product development process |
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post-action |
the outcome of the product |
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financial resources |
money |
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budget |
plan of action according to how you use your money |
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communication process |
1. sender 2. encode 3. decode / audience 4. feedback |
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noise |
disruption is the sending of a message |
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traditional scientific theory |
economical / environment
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total quality management |
a description of the culture, attitude and organization of a company that strives to provide customers with products and services that satisfy their needs |
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information technology |
the study or use of systems (especially computers and telecommunications) for storing, retrieving, and sending information |
