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77 Cards in this Set
- Front
- Back
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an individual's response to a strong stimulus
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stress
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strong stimulus that results in stress
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stressor
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a cycle through which stress occurs: alarm, resistance, and exhaustion
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general adaptation syndrome (GAS)
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extremely competitive, are very devoted to work, and have a strong sense of time urgency
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Type A individuals
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less competitive, are less devoted to work, and have a weaker sense of time urgency
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Type B individuals
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a sense of exhaustion that develops when someone experiences too much stress for an extended period of time
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burnout
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a desirable objective
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goal
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the extent to which people believe they can accomplish their goals even if the failed to do so in the past
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self-efficacy
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the extent to which a goal is challenging and requires effort
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goal difficulty
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the clarity and precision of a goal
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goal specificity
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the extent to which a person accepts a goal as his or her own
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goal acceptance
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the extent to which an individual is personally interested in reaching a goal
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goal committment
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a collaborative goal-setting process through which organizational goals cascade down throughout the organization
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management by objectives (MOB)
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the process by which a manager(1) evaluates employee's work behaviors by measurement and comparison with previously established standards, (2) documents the results, and (3) communicates the results to the employee
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performance measurement, or performance appraisal
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comprises the processes and activities involved in performance appraisals
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performance management system (PMS)
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a performance management system in which people receive performance feedback from those on all sides of them in the organization: their boss, their colleagues and peers, and their own subordinates
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360-degree feedback
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consists of all organizational components, including people, processes, rules and procedures, and decision-making activities, involved in allocating compensation and benefits to employees in exchange for their contributions to the organization
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reward system
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objective meaning or work of a reward
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surface value of a reward
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subjective and personal meaning or worth of a reward
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symbolic value of a reward
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total array of money (wages, salary or commission), incentives, benefits, perquisites, and awards provided by the organization
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compensation package
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plan in which employees can earn additional compensation in return for certain types of performance
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incentive system
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refers to non wage or salary compensation such as paid time off and insurance coverage
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indirect compensation (benefits)
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special privileges awarded to selected members of an organization, usually top managers
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perquisites
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allows employees to choose the combination of benefits that best suits their needs
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flexible reward system
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social process in which two or more parties exchange information and share meaning
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communication
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the individual, group or organization interested in communicating something to another party
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source
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process by which the message is translated from an idea or a thought into transmittable symbols
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encoding
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process through which the symbols that represent the message are sent to the receiver
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transmission
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the channel, or path, through which the message is transmitted
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medium
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process by which the receiver of the message interprets its meaning
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decoding
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the individual, group, or organization that perceives the encoded symbols; the receiver may or may not decode them to try to understand the intended message
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receiver
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process in which the receiver returns a message to the sender indicating receipt and understanding of the message
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feedback
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any disturbance in the communication process that interferes with or distorts communication
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noise
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disturbance in communication that is primarily a function of the medium
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channel noise
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information flows between the person at the end of each spoke and the person in the middle
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wheel network
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each member communicates with the person above and below, except for the individuals on each end, who communicate with only one person
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chain network
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each member communicates with the people on both sides but with no one else
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circle network
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all members communicate with all other members
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all-channel network
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has a strategic position in the network that allows him or her to control information moving in either direction through a channel
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gatekeeper
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serves as a bridge between groups, tying groups together and facilitating the communication flow needed to integrate group activities
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liaison
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links the organization to the external environment and may also be an opinion leader in the group
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cosmpolite
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tend to work alone and to interact and communicate little with others
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isolate and the isolate dyad
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the degree of correspondence between the message intended by the source and the message understood by the receiver
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communication fidelity
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the study of language forms
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semantics
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the specialized or technical language of a trade, field, profession, or social group
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jargon
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the feedback portion of communication in which the receiver sends a message to the source indicating receipt of the message and the degree to which he or she understood it
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verification
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an informal system of communication that coexists with the formal system
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grapevine
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two or more people who interact with one another such that each person influences and is influenced by each other person
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group
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formed by an organization to do its work
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formal group
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relatively permanent, formal group with functional reporting relationships and is usually included in the organization chart
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command group
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relatively temporary, formal group established to do a specific task
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task, or special-project, group
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a collection of employees from the same level in the organization who meet on a regular basis to share information, capture emerging opportunities, and solve problems
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affinity group
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established by its members
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informal group
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relatively permanent and informal, and draws its benefits from the social relationships among its members
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friendship group
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relatively temporary and informal, and is organized around an activity or interest shared by its members
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interest group
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members share information about themselves and get to know one another
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mutual acceptance stage
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members discuss their feelings more openly and agree on group goals and individual roles in the group
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communication and decision-making stage
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members cooperate, help one another, and work toward accomplishing tasks
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motivation and productivity stage
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the group is mature; members work together and are flexible, adaptive, and self-correcting
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control and organization stage
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composition, size, norms, and cohesiveness--affect the success of the group in fulfilling its goals
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group performance factors
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the degree of similarity or difference among group members on factors important to the group's work
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group composition
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the number of members of the group; group size affects the number of resources available to perform the task
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group size
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the tendency of some members of groups to put forth less effort in a group than they would when working alone
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social loafing
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a standard against which the appropriateness of a behavior is judged
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norm
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the extent to which a group is committed to staying together
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group cohesiveness
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occurs when a group's overriding concern is a unanimous decision rather than critical analysis of alternatives
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group think
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disagreement among parties
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conflict
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the extent to which the goals of more than one person or group can be achieved at the same time
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goal compatibility
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occurs when the interacting parties' goals are incompatible and the interaction among groups is relatively unimportant to the attainment of the goals
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avoidance
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occurs when the parties' goals are compatible and the interaction among groups is relatively unimportant to the goals' attainment
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accommodation
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occurs when the parties' goals are incompatible and the interactions among groups are important to meeting goals
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competition
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occurs when the interaction among groups is very important to goal attainment and the goals are compatible
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collaboration
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occurs when the interaction is moderately important to meeting goals, and the goals are neither completely compatible nor completely incompatible
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compromise
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occurs when a manager resolves a conflict that has become harmful or serious
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conflict resolution
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the creation and constructive use of conflict by a manager
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conflict stimulation
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an organizational goal that is more important to the well being of the organization and its members than the more specific goals of interacting parties
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superordinate goal
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a position for a person or group that coordinates the activities of two or more organizational groups
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linking role
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