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330 Cards in this Set

  • Front
  • Back
What is Organizational Behavior?
A field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations
What are the two primary outcomes of interest to organizational behavior?
1) Job Performance
2) Organizational Commitment
OB Theories and Concepts are derived from
1) Industrial and Organizational Psychology
2) Social Psychology
3) Sociology
4) Anthropology
5) Economics
What are the individual mechanisms that affect the two primary outcomes of interest to OB?
1) Job Satisfaction
2) Stress
3) Motivation
4) Truth, Justice, and Ethics
5) Learning and Decision Making
What are the three groups that affect the individual mechanisms in the OB model, and what do they include?
1) Individual Characteristics (Personality, cultural values, ability)
2) Group Mechanisms (Teams, Leadership)
3) Organizational Mechanisms (Organizational structure, organizational culture)
The resource based view of organizational behavior includes what?
1) Financial Resources
2) Physical Resources
3) Other Resources (Knowledge, Decision-Making, Ability, Culture)
According the resource based view of OB, what makes a resource valuable?
1) Rare
2) Inimitable
What factors make a resource inimitable?
1) History
2) Numerous Small Decisions
3) Socially Complex Resources
What is the rule of one-eighth?
Only about 12% of firms will do what is required to build profits by putting people first
What are the dimensions of a high-involvement manager?
1) Selective Hiring
2) Extensive Training
3) Decision Power
4) Information Sharing
5) Incentive Compensation
What is job performance?
the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment.
Includes behaviors that are within the control of the employees.
What is organizational commitment?
the desire on the part of an employee to remain a member of the organization.
What is task performance and what are its two subheadings?
includes employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces. Broken down into routine task performance and adaptive task performance
What is routine task performance?
Part of task performance, involves well-known responses to demands that occur in a normal, routine, or otherwise predictable way.
Starting a car
What is adaptive task performance?
Part of task performance, more commonly “adaptability,” involves employee responses to task demands that are novel, unusual, or, at the very least, unpredictable.
Avoiding a stalled vehicle
What behaviors are involved in adaptability?
1) Handling emergency situations
2) Handling work stress
3) Solving problems creatively
4) Dealing with uncertain and unpredictable work situations
What is job analysis and how is it done?
A threefold process used by organizations to evaluate job performance. A list of all the activities involved in a job is generated.
Observation, interview, questionnaire
Each activity on this list is rated by “subject matter experts” according to things like the importance and frequency of the activity.
The activities that are rated highly in terms of their importance and frequency are retained and used to define task performance
What is citizenship behavior and what are its two subheadings?
Voluntary employee activities that may or may not be rewarded but that contribute to the organization by improving the overall quality of the setting in which work takes place.
Interpersonal
Helping, courtesy, sportsmanship
Organizational
Voice, civic virtue, boosterism
What is interpersonal citizenship behavior and what are the three categories that comprise it?
Behaviors that benefit coworkers and colleagues and involve assisting, supporting, and developing other organizational members in a way that goes beyond normal job expectations.
1) Helping
2) Courtesy
3) Sportsmanship
What is helping in terms of interpersonal citizenship?
involves assisting coworkers who have heavy workloads, etc.
What is courtesy in terms of citizenship behavior?
refers to keeping coworkers informed about matters that are relevant to them.
What is sportsmanship in terms of citizenship behavior?
involves maintaining a good attitude with coworkers, even when they’ve done something annoying.
What is organizational citizenship behavior and what are the three categories that comprise it?
Behaviors that benefit the larger organization by supporting and defending the company, working to improve its operations, and being especially loyal to it.
1) Voice
2) Civic Virtue
3) Boosterism
What is voice in terms of organizational citizenship behavior?
involves speaking up and offering constructive suggestions for change.
What is civic virtue in terms of organizational citizenship behavior?
requires participating in the company’s operations at a deeper-than-normal level
What is boosterism in terms of organizational citizenship behavior?
means representing the organization in a positive way when out in public, away from the office, and away from work.
What are counterproductive behaviors?
employee behaviors that intentionally hinder organizational goal accomplishment.
What is property deviance in terms of counterproductive behaviors?
refers to behaviors that harm the organization’s assets and possessions.
What is production deviance in terms of counterproductive behavior?
directed against the organization but focuses specifically on reducing the efficiency of work output.
What is political deviance in terms of counterproductive behavior?
behaviors that intentionally disadvantage other individuals rather than the larger organization.
What is personal aggression in terms of counterproductive behavior?
hostile verbal and physical actions directed toward other employees.
What are the two types of property deviance?
Sabotage and theft
What are the types of production deviance?
Wasting resources and substance abuse
What are the types of political deviance?
Gossiping and incivility
What are the types of personal deviance?
Harassment and abuse
What is attitude?
Persistent mental state of readiness to feel and behave in a favorable or unfavorable way toward a specific person, thing, or event.
Why is organization commitment important?
influences whether an employee stays a member of the organization (is retained) or leaves to pursue another job (turns over).
What is withdrawal behavior?
defined as a set of actions that employees perform to avoid the work situation— behaviors that may eventually culminate in quitting the organization.
What are the types of organizational commitment?
Affective, continuance, normative, focus of
What is affective commitment?
a desire to remain a member of an organization due to an emotional attachment to, and involvement with, that organization.
You stay because you want to.
What is continuance commitment?
a desire to remain a member of an organization because of an awareness of the costs associated with leaving it.
You stay because you need to.
What is normative commitment?
a desire to remain a member of an organization due to a feeling of obligation.
You stay because you ought to.
What is focus of commitment?
refers to the various people, places, and things that can inspire a desire to remain a member of an organization.
What are the two social network diagrams?
Erosion model and social influence model
What does the erosion model of social networks state?
suggests that employees with fewer bonds will be most likely to quit the organization.
What does the social influence model of social networks state?
suggests that employees who have direct linkages with “leavers” will themselves become more likely to leave.
What are the withdrawal behaviors?
Exit, Voice, Loyalty, Neglect
What is exit in withdrawal behavior?
an active, destructive response by which an individual either ends or restricts organizational membership.
What is voice in withdrawal behavior?
an active, constructive response in which individuals attempt to improve the situation.
What is loyalty in withdrawal behavior?
a passive, constructive response that maintains public support for the situation while the individual privately hopes for improvement.
What is neglect in withdrawal behavior?
a passive, destructive response in which interest and effort in the job declines.
What is psychological withdrawal and what does it consist of?
consists of actions that provide a mental escape from the work environment. (“warm-chair attrition”)
Consists of daydreaming, socializing, looking busy, moonlighting, and cyberloafing
What is moonlighting?
using work time and resources to complete something other than their job duties, such as assignments for another job.
What is cyberloafing?
using Internet, e-mail, and instant messaging access for their personal enjoyment rather than work duties.
What is physical withdrawal and what does it consist of?
consists of actions that provide a physical escape, whether short term or long term, from the work environment.
Consists of Tardiness, Long Breaks, Missing Meetings, Absenteeism, and Quitting
What is the independent forms model?
argues that the various withdrawal behaviors are uncorrelated with one another, occur for different reasons, and fulfill different needs on the part of employees.
What is the compensatory forms model?
argues that the various withdrawal behaviors negatively correlate with one another—that doing one means you’re less likely to do another.
What is the progression model?
argues that the various withdrawal behaviors are positively correlated: The tendency to daydream or socialize leads to the tendency to come in late or take long breaks, which leads to the tendency to be absent or quit.
What is job satisfaction?
a pleasurable emotional state resulting from the appraisal of one’s job or job experiences.
It represents how you feel about your job and what you think about your job.
What are values and why are they important?
Values are those things that people consciously or subconsciously want to seek or attain.; employees are satisfied when their job provides the things that they value
What is the value-percept theory?
argues that job satisfaction depends on whether you perceive that your job supplies the things that you value
How is employee value dissatisfaction calculated?
(Vwant - Vhave) X (Vimportance)
What is pay satisfaction?
refers to employees’ feelings about their pay, including whether it is as much as they deserve, secure, and adequate for both normal expenses and luxury items.
What is promotion satisfaction?
refers to employees’ feelings about the company’s promotion policies and their execution, including whether promotions are frequent, fair, and based on ability
What is supervision satisfaction?
reflects employees’ feelings about their boss, including whether the boss is competent, polite, and a good communicator.
What is coworker satisfaction?
refers to employees’ feelings about their fellow employees, including whether coworkers are smart, responsible, helpful, fun, and interesting as opposed to lazy, gossipy, unpleasant, and boring.
What is job enrichment?
occurs when the duties and responsibilities associated with a job are expanded to provide more variety, identity, autonomy, and so forth.
What is the main difference between moods and emotions?
Moods are mild states that last for a while, emotions are strongly felt and are more brief and are always directed at and caused by someone or something
What is stress?
defined as a psychological response to demands for which there is something at stake and coping with those demands taxes or exceeds a person’s capacity or resources.
What are stressors?
The particular demands that cause people to experience stress
What are strains?
The negative consequences that occur when demands tax or exceed one’s capacity or resources
What is primary appraisal?
triggered whereby people evaluate the significance and the meaning of the demands they are confronting.
What are benign job demands?
Job demands that tend not to be appraised as stressful
What are hindrance stressors?
stressful demands that are perceived as hindering progress toward personal accomplishments or goal attainment.
Tend to trigger negative emotions such as anger and anxiety.
What are challenge stressors?
stressful demands that are perceived as opportunities for learning, growth, and achievement.
Often trigger positive emotions and enhance motivation.
What is role conflict?
refers to conflicting expectations that other people may have of us.
What is role ambiguity?
refers to the lack of information regarding what needs to be done in a role, as well as unpredictability regarding the consequences of performance in that role.
What is role overload?
occurs when the number of demanding roles a person holds is so high that the person simply cannot perform some or all of the roles very effectively.
What are daily hassles?
reflects the relatively minor day-to-day demands that get in the way of accomplishing the things that we really want to accomplish.
What is time pressure?
refers to a strong sense that the amount of time you have to do a task is just not quite enough.
What is work complexity?
refers to the degree to which the requirements of the work, in terms of knowledge, skills, and abilities, tax or exceed the capabilities of the person who is responsible for performing the work.
What is work responsibility?
refers to the nature of the obligations that a person has to others.
What is job sharing?
used to reduce role overload and foster work–life balance.
Job sharing does not mean splitting one job into two, but rather, two people share the responsibilities of a single job, as if the two people were a single performing unit.
What is secondary appraisal?
center on the issue of how people cope with the various stressors that they face.
What is coping?
refers to the behaviors and thoughts that people use to manage both the stressful demands that they face and the emotions associated with those stressful demands.
What is behavioral coping?
involves the set of physical activities that are used to deal with a stressful situation.
What is cognitive coping?
refers to the thoughts that are involved in trying to deal with a stressful situation.
What is problem-focused coping?
refers to behaviors and cognitions intended to manage the stressful situation itself.
What is emotion-focused coping?
refers to the various ways in which people manage their own emotional reactions to stressful demands.
What is GAS?
suggests that the body has a general set of responses that allow it to adapt and function effectively in the face of stressful demands.
What is the type A behavior pattern?
Have a strong sense of time urgency and tend to be impatient, hard-driving, competitive, controlling, aggressive, and even hostile.
What is instrumental support?
refers to the assistance people receive that can be used to address the stressful demand directly.
What is emotional support?
refers to the help people receive in addressing the emotional distress that accompanies stressful demands.
What is the relationship between strains and job performance?
Strains have a moderately negative effect on job performance.
Strains reduce the overall level of energy and attention that people could otherwise bring to their job duties
What is the relationship between strains and organizational commitment?
Strains have a strong negative effect on organizational commitment.
Strains are generally dissatisfying to people, and satisfaction has a strong impact on the degree to which people feel committed to their organization.
What is personality?
refers to the structures and propensities inside a person that explain his or her characteristic patterns of thought, emotion, and behavior.
What are traits?
defined as recurring regularities or trends in people’s responses to their environment.
What are cultural values?
reflect the shared beliefs about desirable end states or modes of conduct in a given culture.
What is ability?
refers to the relatively stable capabilities people have to perform a particular range of different but related activities.
personality captures ______, ability captures _______, and cultural values capture ________
personality capturing what people are like, ability capturing what people can do, and cultural values capturing where people are from (in a cultural sense).
What are the Five Big Traits?
CANOE

Conscientiuosness
Agreeable
Neuroticism
Openness
Extraversion
Define conscientiousness as a personality trait
dependable, organized, reliable, ambitious, hardworking, and persevering.
Which personality trait has the highest correlation with job performance?
Conscientiousness
Conscientious employees emphasize what?
accomplishment striving, which reflects a strong desire to accomplish task-related goals as a means of expressing personality.
Define agreeableness as a personality trait
warm, kind, cooperative, sympathetic, helpful, and courteous.
People who are agreeable emphasize what?
Prioritize communion striving, which reflects a strong desire to obtain acceptance in personal relationships as a means of expressing personality.
Define extraversion as a personality trait
talkative, sociable, passionate, assertive, bold, and dominant.
People who are extraverted emphasize what?
Prioritize status striving, which reflects a strong desire to obtain power and influence within a social structure as a means of expressing personality.
People who are high in extraversion tend to be high in what?
Tend to be high in what’s called positive affectivity — a dispositional tendency to experience pleasant, engaging moods such as enthusiasm, excitement, and elation.
Define neuroticism as a personality trait
nervous, moody, emotional, insecure, and jealous.
People who are highly neurotic tend to exemplify what?
Synonymous with negative affectivity —a dispositional tendency to experience unpleasant moods such as hostility, nervousness, and annoyance.
what is locus of control and how does it relate to neuroticism?
locus of control, which reflects whether people attribute the causes of events to themselves or to the external environment.
Tend to hold an external locus of control, meaning that they often believe that the events that occur around them are driven by luck, chance, or fate.
Less neurotic people tend to hold an internal locus of control, meaning that they believe that their own behavior dictates events.
Define openness as a personality trait
curious, imaginative, creative, complex, refined, and sophisticated.
Openness is especially applicable in jobs where _______ is required
Openness to experience is also more likely to be valuable in jobs that require high levels of creativity, defined as the capacity to generate novel and useful ideas and solutions.
What is ethnocentrism?
defined as a propensity to view one’s own cultural values as “right” and those of other cultures as “wrong.”
What are Hofstede's dimensions of cultural values?
Individualism-Collectivism (US vs. China), Power Distance (The Netherlands vs. Russia), Uncertainty Avoidance (Indonesia vs. Japan), Masculinity-Femininity (US vs. France), Short-Term v. Long-Term Orientation (West Africa vs. China)
What are cognitive abilities?
capabilities related to the acquisition and application of knowledge in problem solving.
What is verbal ability and what are it's subheadings?
refers to various capabilities associated with understanding and expressing oral and written communication. Broken down into Oral Comprehension, Written Comprehension, Oral Expression and Written Expression
Define each of the subcategories of verbal ability
Oral comprehension is the ability to understand spoken words and sentences.
Written comprehension is the ability to understand written words and sentences.
Oral expression refers to the ability to communicate ideas by speaking
Written expression refers to the ability to communicate ideas in writing.
What is quantitative ability?
Quantitative ability refers to two types of mathematical capabilities.
Number facility is the capability to do simple math operations (adding, subtracting, multiplying, and dividing).
Mathematical reasoning refers to the ability to choose and apply formulas to solve problems that involve numbers.
What is reasoning ability?
actually a diverse set of abilities associated with sensing and solving problems using insight, rules, and logic. Broken down into Problem Sensitivity, Deductive Reasoning, Inductive Reasoning, and Originality
Define the categories of reasoning ability
Problem sensitivity is the ability to sense that there’s a problem or likely will be one.
Deductive reasoning refers to the use of general rules to solve problems.
Inductive reasoning refers to the ability to consider several specific pieces of information and then reach a more general conclusion regarding how those pieces are related.
Originality refers to the ability to develop clever and novel ways to solve problems.
What is the g factor?
The most popular explanation for the similarity in the levels of different cognitive abilities within people is that there is a general mental ability —sometimes called g or the g factor —that underlies or causes all of the more specific cognitive abilities discussed so far.
What is emotional intelligence and what are it's subheadings?
a human ability that affects social functioning.
Broken down into Self-Awareness and Other Awareness, Emotional Regulation and use of emotions
Define the subheadings of emotional intelligence
Self-awareness is the appraisal and expression of emotions in oneself.
Ability of an individual to understand the types of emotions he or she is experiencing, the willingness to acknowledge them, and the capability to express them naturally.
Other awareness is the appraisal and recognition of emotion in others.
Person’s ability to recognize and understand the emotions that other people are feeling.
Emotion regulation refers to being able to recover quickly from emotional experiences.
Use of emotions reflects the degree to which people can harness emotions and employ them to improve their chances of being successful in whatever they are seeking to do.
Define Motivation
a set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence.
How does motivation relate to effort?
Motivation determines the direction of effort, intensity of effort, and persistence of effort
Define expectancy theory
describes the cognitive process that employees go through to make choices among different voluntary responses.
Employee behavior is directed toward pleasure and away from pain or, more generally, toward certain outcomes and away from others.
Define expectancy
represents the belief that exerting a high level of effort will result in the successful performance of some task.
Expectancy is a subjective probability, ranging from 0 to 1 that a specific amount of effort will result in a specific level of performance (abbreviated E → P).
Define self-efficacy in expectancy theory
defined as the belief that a person has the capabilities needed to execute the behaviors required for task success.
Past accomplishments, vicarious experiences, verbal persuasion, emotional cues
Define instrumentality in expectancy theory
represents the belief that successful performance will result in some outcome(s). Instrumentality is a set of subjective probabilities, each ranging from 0 to 1 that successful performance will bring a set of outcomes (abbreviated P → O).
OB in Sports
Define valence in expectancy theory
reflects the anticipated value of the outcomes associated with performance (abbreviated V).
Can be positive, negative, or zero
Define needs in expectancy theory
can be defined as cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences.
Define extrinsic motivation in expectancy theory
motivation that is controlled by some contingency that depends on task performance.
Define intrinsic motivation in expectancy theory
motivation that is felt when task performance serves as its own reward.
Define the meaning of money in expectancy theory
the degree to which they view money as having symbolic, not just economic, value.
Achievement, respect, and freedom
Define goal setting theory
views goals as the primary drivers of the intensity and persistence of effort.
Assigning employees specific and difficult goals will result in higher levels of performance.
Define self-set goals in Goal Setting Theory
the internalized goals that people use to monitor their own task progress.
Define task strategies in Goal Setting Theory
defined as learning plans and problem-solving approaches used to achieve successful performance.
Define feedback in Goal Setting Theory
consists of updates on employee progress toward goal attainment.
Define task complexity in Goal Setting Theory
reflects how complicated the information and actions involved in a task are, as well as how much the task changes.
Define goal commitment in Goal Setting Theory
defined as the degree to which a person accepts a goal and is determined to try to reach it.
Define equity theory
acknowledges that motivation doesn’t just depend on your own beliefs and circumstances but also on what happens to other people.
Employees create a “mental ledger” of the outcomes (or rewards) they get from their job duties.
Define comparison other
some person who seems to provide an intuitive frame of reference for judging equity.
Define equity distress
—an internal tension that can only be alleviated by restoring balance to the ratios.
Define psychological empowerment and it's subheadings
reflects an energy rooted in the belief that work tasks contribute to some larger purpose.
1)Meaningfulness captures the value of a work goal or purpose, relative to a person’s own ideals and passions.
2)Self-determination reflects a sense of choice in the initiation and continuation of work tasks.
3)Competence captures a person’s belief in his or her capability to perform work tasks successfully.
Impact reflects the sense that a person’s actions “make a difference”—that progress is being made toward fulfilling some important purpose.
Define trust
defined as the willingness to be vulnerable to an authority based on positive expectations about the authority’s actions and intentions.
Define justice
reflects the perceived fairness of an authority’s decision making.
Define ethics
reflects the degree to which the behaviors of an authority are in accordance with generally accepted moral norms.
Define disposition-based trust
means that your personality traits include a general propensity to trust others.
Has less to do with the authority and more to do with the trustor.
Define trust propensity
—a general expectation that the words, promises, and statements of individuals and groups can be relied upon.
Define cognition-based trust
means that trust is rooted in a rational assessment of the authority’s trustworthiness.
Define trustworthiness
defined as the characteristics or attributes of a trustee that inspire trust.
Define ability
defined as the skills, abilities, and areas of expertise that enable an authority to be successful in some specific area.
Define integrity
defined as the perception that the authority adheres to a set of values and principles that the trustor finds acceptable.
Define benevolence
defined as the belief that the authority wants to do good for the trustor, apart from any selfish or profit-centered motives.
Define affect-based trust
means that it depends on feelings toward the authority that go beyond any rational assessment.
Define distributive justice
reflects the perceived fairness of decision-making outcomes.
Define procedural justice
reflects the
perceived fairness of decision-making processes
What are the six procedural justice rules?
1) Voice, 2) Correctability, 3) Consistency, 4) Bias Suppression, 5) Representativeness, 6) Accuracy
Define each of the six procedural justice rules
Voice concerns giving employees a chance to express their opinions and views during the course of decision making.
Improves employees reactions to decisions.
Correctability provides employees with a chance to request an appeal when a procedure seems to have worked ineffectively.
Consistency, bias suppression, representativeness, and accuracy rules help ensure that procedures are neutral and objective, as opposed to biased and discriminatory
Define interpersonal justice
reflects the perceived fairness of the treatment received by employees from authorities.
Define the two rules that encourage interpersonal justice
Respect rule pertains to whether authorities treat employees in a dignified and sincere manner.
Propriety rule reflects whether authorities refrain from making improper or offensive remarks.
Define informational justice
reflects the perceived fairness of the communications provided to employees from authorities.
Define the two rules that encourage informational justice
The justification rule mandates that authorities explain decision-making procedures and outcomes in a comprehensive and reasonable manner.
The truthfulness rule requires that those communications be honest and candid.
Define whistle-blowing
occurs when employees expose illegal actions by their employer.
Define moral awareness in The Four Component Model of Ethical Decision Making
occurs when an authority recognizes that a moral issue exists in a situation or that an ethical standard or principle is relevant to the circumstance.
Define ethical sensitivity in The Four Component Model of Ethical Decision Making
reflects the ability to recognize that a particular decision has ethical content.
Define moral intensity in The Four Component Model of Ethical Decision Making
captures the degree to which the issue has ethical urgency.
Define moral judgement in The Four Component Model of Ethical Decision Making
when the authority accurately identifies the morally “right” course of action.
Define theory of cognitive moral development
argues that as people age and mature, they move through several stages of moral development—each more mature and sophisticated than the prior one.
Define moral intent
reflects an authority’s degree of commitment to the moral course of action.
Define moral identity
—the degree to which a person sees him- or herself as a “moral person.”
Define leadership
the use of power and influence to direct the activities of followers toward goal achievement.
Define power
defined as the ability to influence the behavior of others and resist unwanted influence in return.
Define legitimate power in organizational power
derived from a position of authority inside the organization and is sometimes referred to as “formal authority.”
Define reward power in organizational power
exists when someone has control over the resources or rewards another person wants.
Define coercive power in organizational power
exists when a person has control over punishments in an organization.
Define expert power in personal power
derived from a person’s expertise, skill, or knowledge on which others depend
Define referent power in personal power
exists when others have a desire to identify and be associated with a person.
Define substitutability in contingency factors
the degree to which people have alternatives in accessing resources.
Define discretion in contingency factors
the degree to which managers have the right to make decisions on their own.
Define centrality in contingency factors
represents how important a person’s job is and how many people depend on that person to accomplish their tasks.
Define visibility in contingency factors
how aware others are of a leader’s power and position.
Define influence in contingency factors
the use of an actual behavior that causes behavioral or attitudinal changes in others.
Define rational persuasion in influence tactics
the use of logical arguments and hard facts to show the target that the request is a worthwhile one.
Define inspirational appeal in influence tactics
a tactic designed to appeal to the target’s values and ideals, thereby creating an emotional or attitudinal reaction.
Define consultation in influence tactics
occurs when the target is allowed to participate in deciding how to carry out or implement a request.
Define ingratiation in influence tactics
the use of favors, complements, or friendly behavior to make the target feel better about the influencer.
Define personal appeals in influence tactics
when the requestor asks for something based on personal friendship or loyalty.
Define exchange tactic in influence tactics
used when the requestor offers a reward or resource to the target in return for performing a request.
Define apprising in influence tactics
occurs when the requestor clearly explains why performing the request will benefit the target personally.
Define pressure in influence tactics
the use of coercive power through threats and demands.
Define coalitions
occur when the influencer enlists other people to help influence the target.
Define competing conflict resolution
high assertiveness, low cooperation) occurs when one party attempts to get his or her own goals met without concern for the other party’s results.
Define avoiding conflict resolution
(low assertiveness, low cooperation) occurs when one party wants to remain neutral, stay away from conflict, or postpone the conflict to gather information or let things cool down.
Define accomodating conflict resolution
(low assertiveness, high cooperation) occurs when one party gives in to the other and acts in a completely unselfish way.
Define collaboration conflict resolution
(high assertiveness, high cooperation) occurs when both parties work together to maximize outcomes.
Define compromise conflict resolution
(moderate assertiveness, moderate cooperation) occurs when conflict is resolved through give-and-take concessions.
Define negotiation
a process in which two or more interdependent individuals discuss and attempt to come to an agreement about their different preferences.
Define autocratic decision making style
the leader makes the decision alone without asking for the opinions or suggestions of the employees in the work unit.
Define consultative decision making style
the leader presents the problem to individual employees or a group of employees, asking for their opinions and suggestions before ultimately making the decision him- or herself.
Define facilitative decision making style
the leader presents the problem to a group of employees and seeks consensus on a solution, making sure that his or her own opinion receives no more weight than anyone else’s.
Define delegative decision making style
the leader gives an individual employee or a group of employees the responsibility for making the decision within some set of specified boundary conditions.
What does the time-drive model of leadership suggest?
The model suggests that the focus should shift away from autocratic, consultative, facilitative, and delegative leaders to autocratic, consultative, facilitative, and delegative situations.
The model suggests that seven factors combine to make some decision-making styles more effective in a given situation and other styles less effective.
What are the seven factors of the time-driven model of leadership?
Decision significance: Is the decision significant to the success of the project or the organization?
Importance of commitment: Is it important that employees “buy in” to the decision?
Leader expertise: Does the leader have significant knowledge or expertise regarding the problem?
Likelihood of commitment: How likely is it that employees will trust the leader’s decision and commit to it?
Shared objectives: Do employees share and support the same objectives, or do they have an agenda of their own?
Employee expertise: Do the employees have significant knowledge or expertise regarding the problem?
Teamwork skills: Do the employees have the ability to work together to solve the problem, or will they struggle with conflicts or inefficiencies?
Define initiating structure
reflects the extent to which the leader defines and structures the roles of employees in pursuit of goal attainment.
Define transformational leadership
involves inspiring followers to commit to a shared vision that provides meaning to their work while also serving as a role model who helps followers develop their own potential and view problems from new perspectives.
Define laissez-faire leadership
(i.e., hands-off) is the avoidance of leadership altogether
Define transactional leadership
occurs when the leader rewards or disciplines the follower depending on the adequacy of the follower’s performance.
What is passive-management-by-exception transactional leadership?
the leader waits around for mistakes and errors, then takes corrective action as necessary.
What is active-management-by-exception transactional leadership?
the leader arranges to monitor mistakes and errors actively and again takes corrective action when required.
What is contingent reward?
happens when the leader attains follower agreement on what needs to be done using promised or actual rewards in exchange for adequate performance.
What is idealized influence in transformational leadership?
involves behaving in ways that earn the admiration, trust, and respect of followers, causing followers to want to identify with and emulate the leader.
What is inspirational motivation in transformational leadership?
involves behaving in ways that foster an enthusiasm for and commitment to a shared vision of the future.
What is intellectual stimulation in transformational leadership?
involves behaving in ways that challenge followers to be innovative and creative by questioning assumptions and reframing old situations in new ways.
What is individualized consideration in transformational leadership?
involves behaving in ways that help followers achieve their potential through coaching, development, and mentoring.
Why is transformational leadership important?
Employees with transformational leaders tend to have higher levels of task performance and engage in higher levels of citizenship behaviors.
What is the substitutes for leadership model?
suggests that certain characteristics of the situation can constrain the influence of the leader, making it more difficult for the leader to influence employee performance.
What are substitutes in leadership?
reduce the importance of the leader while simultaneously providing a direct benefit to employee performance.
What are neutralizers in leadership?
only reduce the importance of the leader—they themselves have no beneficial impact on performance.
Define teams
consists of two or more people who work interdependently over some time period to accomplish common goals related to some task-oriented purpose.
Define work teams
are designed to be relatively permanent. Purpose is to produce goods or provide services, and they generally require a full-time commitment from their members.
Define management teams
are designed to be relatively permanent.
Responsible for coordinating the activities of organizational subunits—typically departments or functional areas—to help the organization achieve its long-term goals.
Define parallel teams
composed of members from various jobs who provide recommendations to managers about important issues that run “parallel” to the organization’s production process.
Define project teams
formed to take on “one-time” tasks that are generally complex and require a lot of input from members with different types of training and expertise.
Define action teams
perform tasks that are normally limited in duration. However, those tasks are quite complex and take place in contexts that are either highly visible to an audience or of a highly challenging nature.
Define virtual teams
teams in which the members are geographically dispersed, and interdependent activity occurs through electronic communications—primarily e-mail, instant messaging, and Web conferencing.
Define the stages of team development
Forming - try to understand the boundaries in the team and get a feel for what is expected of them.


Storming - remain committed to ideas, triggers conflict that affects some relationships and harms the team’s progress.


Norming - realize that they need to work together to accomplish team goals.


Performing - members are comfortable working within their roles, and the team makes progress toward goals.
Define task interdependence in team interdependence
refers the degree to which team members interact with and rely on other team members for the information, materials, and resources needed to accomplish work for the team.
Define pooled interdependence in team interdependence
requires lowest degree of required coordination, members complete their work assignments independently, and then this work is simply “piled up” to represent the group’s output.
Define sequential interdependence in team interdepence
requires different tasks to be done in a prescribed order, interact to carry out their work, the interaction only occurs between members who perform tasks that are next to each other in the sequence.
Define reciprocal interdependence in team interdependence
requires members are specialized to perform specific tasks. However, instead of a strict sequence of activities, members interact with a subset of other members to complete the team’s work.
Define comprehensive interdependence in team interdependence
requires the highest level of interaction and coordination among members. Each member has a great deal of discretion in terms of what they do and with whom they interact in the course of the collaboration involved in accomplishing the team’s work.
Define team composition
the mix of people who make up the team.
Define role
defined as the behaviors a person is expected to display in a given context.
Define team task roles
refer to behaviors that directly facilitate the accomplishment of team tasks.
Define team building roles
refer to behaviors that influence the quality of the team’s social climate.
Define individualistic roles
reflect behaviors that benefit the individual at the expense of the team.
Aggressor “puts down” or deflates fellow teammates.
Recognition seeker takes credit for team successes.
Dominator manipulates teammates to acquire control and power.
Define team diversity
the degree to which members are different from one another in terms of any attribute that might be used by someone as a basis of categorizing people.
Define the value in diversity solving approach
says diversity is beneficial because it provides for a larger pool of knowledge and perspectives from which a team can draw as it carries out its work.
Define the similarity-attraction appraoch
says people tend to be more attracted to others who are perceived as more similar.
Define surface-level diversity
refers to diversity regarding observable attributes such as race, ethnicity, sex, and age.
Define deep-level diversity
refers to diversity with respect to attributes that are less easy to observe initially, but that can be inferred after more direct experience.
Define team processes
a term that reflects the different types of activities and interactions that occur within teams and contribute to their ultimate end goals.
Define coordination loss
when integrating team activities consumes more time and energy than the activity itself.
Define motivational loss
when team members don’t work as hard as they could, due to the reduced accountability of being in the team
Define taskwork processes
the activities of team members that relate directly to the accomplishment of team tasks.
Define creative behavior
When teams engage in creative behavior, their activities are focused on generating novel and useful ideas and solutions.
Define brainstorming in creative behavior
involves a face-to-face meeting of team members in which each offers as many ideas as possible about some focal problem or issue.
Define nominal group technique in creative behavior
similar to a traditional brainstorming session, but it makes people write down ideas on their own, thereby decreasing social loafing and production blocking.
Define decision informity in decision making
reflects whether members possess adequate information about their own task responsibilities.
Define staff validity in decision making
refers to the degree to which members make good recommendations to the leader.
Define heirarchical sensitivity in decision making
reflects the degree to which the leader effectively weighs the recommendations of the members.
Define teamwork processes
the interpersonal activities that facilitate the accomplishment of the team’s work but do not directly involve task accomplishment itself.
Define transition processes
teamwork activities that focus on preparation for future work.
Define mission analysis in transition processes
involves an analysis of the team’s task, the challenges that face the team, and the resources available for completing the team’s work.
Define strategy formulation in transition processes
refers to the development of courses of action and contingency plans, and then adapting those plans in light of changes that occur in the team’s environment.
Define goal specification in transition processes
involves the development and prioritization of goals related to the team’s mission and strategy.
Define systems monitoring in action processes
involves keeping track of things that the team needs to accomplish its work.
Define helping behavior in action processes
involves members going out of their way to help or back up other team members.
Define coordination in action processes
refers to synchronizing team members’ activities in a way that makes them mesh effectively and seamlessly.
Define interpersonal processes
important before, during, or in between periods of taskwork.
Define motivation and confidence building in interpersonal processes
refers to things team members do or say that affect the degree to which members are motivated to work hard on the task.
Define conflict management in interpersonal processes
involves activities that the team uses to manage conflicts that arise in the course of its work.
Define the two types of conflict management in interpersonal processes
Relationship conflict refers to disagreements among team members in terms of interpersonal relationships or incompatibilities with respect to personal values or preferences.
Task conflict refers to disagreements among members about the team’s task.
Define team states
refer to specific types of feelings and thoughts that coalesce in the minds of team members as a consequence of their experience working together.
Define cohesion
happens when members of teams develop strong emotional bonds to other members of their team and to the team itself.
Define groupthink
the drive toward conformity at the expense of other team priorities.
Define potency
refers to the degree to which members believe that the team can be effective across a variety of situations and tasks.
Define mental models
refer to the level of common understanding among team members with regard to important aspects of the team and its task.
Define learning
reflects relatively permanent changes in an employee’s knowledge or skill that result from experience.
Define decision making
refers to the process of generating and choosing from a set of alternatives to solve a problem.
Define expertise
refers to the knowledge and skills that distinguish experts from novices and less experienced people.
Define explicit knowledge
the kind of information you are likely to think about when you picture someone sitting down at a desk to learn.
Define tacit knowledge
what employees can typically learn only through experience.
Define operant conditioning
says that we learn by observing the link between our voluntary behavior and the consequences that follow it
Define positive reinforcement
occurs when a positive outcome follows a desired behavior.
Define negative reinforcement
occurs when an unwanted outcome is removed following a desired behavior.
Define punishment
occurs when an unwanted outcome follows an unwanted behavior
Define extinction
occurs when there is the removal of a consequence following an unwanted behavior.
Define social learning theory
argues that people in organizations have the ability to learn through the observation of others.
Define behavioral modeling
happens when employees observe the actions of others, learn from what they observe, and then repeat the observed behavior.
Define training
represents a systematic effort by organizations to facilitate the learning of job-related knowledge and behavior.
Define communities of practice
groups of employees who work together and learn from one another by collaborating over an extended period of time.
Define goal orientation
a predisposition or attitude that drives whether a person has a learning or performance orientation toward tasks.
Define learning orientation
where building competence is deemed more important than demonstrating competence.
Define performance-prove orientation
focus on demonstrating competence so that others think favorably of them.
Define performance-avoid orientation
focus on demonstrating competence so that others will not think poorly of them.
Define programmed decisions
decisions that become somewhat automatic because a person’s knowledge allows him or her to recognize and identify a situation and the course of action that needs to be taken.
Define intuition
can be described as an emotional judgment based on quick, unconscious, gut feelings.
Define nonprogrammed decisions
When a situation arises that is new, complex and not recognized, it calls for a nonprogrammed decision on the part of the employee
Define the rational decision making model
offers a step-by-step approach to making decisions that maximize outcomes by examining all available alternatives.
Define bounded rationality
the notion that decision makers simply do not have the ability or resources to process all available information and alternatives to make an optimal decision.
Define satisficing
results when decision makers select the first acceptable alternative considered.
Define selective perception
the tendency for people to see their environment only as it affects them and as it is consistent with their expectations.
Define social identity theory
holds that people identify themselves by the groups to which they belong and perceive and judge others by their group memberships.
Define heuristics
—simple, efficient, rules of thumb that allow us to make decisions more easily.
Define the availability bias
the tendency for people to base their judgments on information that is easier to recall.
Define the fundamental attribution error
argues that people have a tendency to judge others’ behaviors as due to internal factors.
Define the self-serving bias
occurs when we attribute our own failures to external factors and our own successes to internal factors.
Define escalation of commitment
refers to the decision to continue to follow a failing course of action.
Define organizational structure
formally dictates how jobs and tasks are divided and coordinated between individuals and groups within the company.
What is an organizational chart?
a drawing that represents every job in the organization and the formal reporting relationships between those jobs.
Define work specialization
the way in which tasks in an organization are divided into separate jobs.
Define chain of command
within an organization essentially answers the question “Who reports to whom?”
Define span of control
represents how many employees the manager is responsible for in the organization.
What is centralization
reflects where decisions are formally made in organizations.
Define formalization
A company is high in formalization when there are many specific rules and procedures used to standardize behaviors and decisions.
Define mechanistic organizations
efficient, rigid, predictable, and standardized organizations that thrive in stable environments.
Define organic organizations
flexible, adaptive, outward-focused organizations that thrive in dynamic environments.
Define organizational design
the process of creating, selecting, or changing the structure of an organization.
Define the business environment
consists of its customers, competitors, suppliers, distributors, and other factors external to the firm, all of which have an impact on organizational design.
Define company strategy
describes an organization’s objectives and goals and how it tries to capitalize on its assets to make money.
Define simple structures
perhaps the most common form of organizational design, primarily because there are more small organizations than large ones.
Define beaurucratic structures
an organizational form that exhibits many of the facets of the mechanistic organization.
Define functional structure
an organizational form in which employees are grouped by the functions they perform for the organization
Define multi-divisional structures
bureaucratic organizational forms in which employees are grouped into divisions around products, geographic regions, or clients.
Define product structures
group business units around different products that the company produces.
Define geographic structures
generally based around the different locations where the company does business.
Define client structure
an organizational form in which employees are organized around serving customers.
Define matrix structure
a more complex form of organizational design that tries to take advantage of two types of structures at the same time.
Define organizational culture
the shared social knowledge within an organization regarding the rules, norms, and values that shape the attitudes and behaviors of its employees.
Define observable artifacts
the manifestations of an organization’s culture that employees can easily see or talk about.
Define symbols
can be found throughout an organization, from its corporate logo to the images it places on its Web site to the uniforms its employees wear.
Define physical structures
the organization’s buildings and internal office designs.
Define language
reflects the jargon, slang, and slogans used within the walls of an organization.
Define the three types of observable artifacts
Stories consist of anecdotes, accounts, legends, and myths that are passed down from cohort to cohort within an organization.
Rituals are the daily or weekly planned routines that occur in an organization.
Ceremonies are formal events, generally performed in front of an audience of organizational members.
Define espoused values
the beliefs, philosophies, and norms that a company explicitly states.
Published documents, verbal statements made to employees by managers.
Define basic underlying assumptions
taken-for-granted beliefs and philosophies that are so ingrained that employees simply act on them rather than questioning the validity of their behavior in a given situation.