Ob

Front 1

What is OB?

Back 1

Field of study that investigates the impact of individuals, groups, and structure on behaviour within organizations; its purpose is to apply such knowledge toward impoving organizational effectiveness

Front 2

What are organizations?

Back 2

Goal oriented, social entities (people), deilberatly structures, consciously coordinated, continuous basis

Front 3

Basic OB model

Back 3

Individual to Group to Organization

Front 4

What is Perception? Why important?

Back 4

Process by which individuals organize and interpret their sensory impressions in order to give meaning to their enviornment

Behaviour based on perception of reality, not reality itself. attribution guides perceptions, so we interpret what we see and call it reality

Front 5

Factors which influence perception?

Back 5

Perciever (different attitudes, backgrounds, influences, motives, experiences change perceptions)

Target (characteristics of targer affect perception, stereotypes and background info)

Situation (context that target is viwed in, evironment)

Front 6

What is the attribution theory? What 3 factors does it depend on?

Back 6

when ppl view behaviour they try to determine if it is internally or externally caused
3 factors - distinctiveness, concencus, consistency

Front 7

Internal or External examples for distinctevness, concencus, consistency and what are they

Back 7

distinctiveness - how often does this behaviour occur. if often then internal, if rare then external

concencus - how do other people behave in same situation. if same, external, if different, internal

consistency - how often did person behave like this in the past in same situation . if often, internal, if never, external

Front 8

Fundamental attribution error?

Back 8

we tend to attribute others behaviours as internally caused.. driving slow = bad driver, underestimate external

Front 9

Self-serving bias?

Back 9

we succeed, overestimate internal

we fail, overestimate external

= enhanced image of self

Front 10

selective preception?

Back 10

pick and choose info to support your attitude or opinion, we choose to percieve things onfluenced by our backgorunds, attitudes. see what we want to see

Front 11

halo effect?

Back 11

take a predominate feature and assume many other traits go with it... beautiful person = smart, sociable etc

drawing general impression from dingle characteristic

Front 12

contrast effect?

Back 12

comparing to previous impression, distors perception

Front 13

projection?

Back 13

project our attitudes, values, beliefs onto others, assume they are similar and have same values etc. see people as homogenous

Front 14

what is personality?

Back 14

sum of total ways in which individual reacts and interacts with others. stable patterns of behvaiour and consistence internal states that determine how an individual reacts to and interacts with others

Front 15

which type of personality test determines intro vs extro, sensing vs intuitive, thinking vs feeling, judging vs percieving?

Back 15

Myers-Brigg personality test, 16 types

Front 16

sensing? intuitive?

Back 16

sensing - practicle, prefer routine and order, detail focused

intuitive - rely on unconscious, big picture focus

HOW INFO PROCESSED

Front 17

judging? perceiving?

Back 17

judging - need for control, preferance for order and structure

percieving - flexible and spontaneous

Front 18

what are the big 5 personality traits and describe?

Back 18

Openness (range of internests and fascination with novelty, imaginations, artistic sensitivity, curiousity, creativity, innovation)

Conscientiousness (reliability, organizations, resposibility, dependability, persistance, acheivement orientation)

Agreeableness (cooperation, good nature, defering to others, trusting)

Extraversion (confot w/ relationships,. social)

Emotional stabililty (ability to withstand stress, calm, confidence and security

Front 19

core self evaluation and self estee,

Back 19

degree to which person likes or dislikes themselves, sees themselves as capable, on control or powerless. positive core self evaluators are best performers

Front 20

self monitoring

Back 20

better abel to pay attention to environment and respond accordingly , ability tpo adjust and adapt behaviur to situations

Front 21

emotional labour and dissonance?

Back 21

emotional labour is when an employee is required to display a certain dispostion as a requirement for the job, like happy waitress, mean cop


if difference between felt and displayed = dissonance

Front 22

emotional intelligence?

Back 22

non cognitive skillls that influence a persons ablity to succeed in coping with environmental demands and pressures

self awareness, self management, self motivations, empathy, social skills

Front 23

Values?

Back 23

basic convictions that a specific mode of conduct or end-of-state of existence in personally or socially preferable to an opoosite or converse mode of conduct

Front 24

what are the 2 types of values according to Rokeach?

Back 24

terminal - end state that person hopes to achieve

instrumental - ways of behaving in order ot get to that end state

Front 25

what are hofstedes 5 cultural dimensions?

Back 25

power distance
masculine vs feminine
individual vs collective
uncertianty avoidance/risk taking
long term vs short term

Front 26

what is Guanxi?

Back 26

personal relationships developped over times, how business work in a long term perspective

Front 27

what is cultural intelligence?

Back 27

the ability to understand someone's unfamiliar and ambiguous gestures int he same way as would the people fmro their own culture

Front 28

what si the difference b/w attitudes and values?

Back 28

values are more stable, atittude are evaluative statements or judgements concerning objects, ppl or events, change quickly

Front 29

what are the determinants of job satisfaction?

Back 29

pay, flexibility, benefits, stability, personality features, variety of skills, challenges, developpment opps, contorla nd independance

Front 30

what is an ACT(VE DESTRUCTIVE response to job dissatisfaction?

Back 30

wuitting

Front 31

what is an ACTIVE CONSTRUCTIVE response to job dissatisfaction?

Back 31

voicing opinion

Front 32

what si the best type of orginzational commitment?

Back 32

affective commitment, emotional attachment, same goals and values

Front 33

what was frederick taylors theory?

Back 33

time-motion studies - every job can be dissected into simple necessary motions and other extraneous motions should be elimintated nto save time. scietific management 0 ppl as just extensions of machines

Front 34

Hawthorne studies?

Back 34

at western electric plant hawthorne experiments with productivity and dimming hte light, and productivity kept increasing because employees felt valued and special and like they mattered, not disposable

Front 35

what is motivation?

Back 35

intensity, direction and persistence of effort a person shows in reaching a goal

Front 36

mcgregors theory x and y?

Back 36

x - ppl are lazy and need to be motivated extrinsically to do anything

y- people are creative, like work, seek responsibilty and excersize self direction

Front 37

what is a need theory?

Back 37

ppl have needs that need to be satisfied, resulting in motivation

Front 38

alderfer's theory?

Back 38

erg

Front 39

herzberg theory?

Back 39

hygeine (basic needs not nufficient but necessary) and motivators

Front 40

process theories?

Back 40

describe where motivaiton comes from, how ppl make deiciosns about behaviours, untimatly where motivation comes from

Front 41

expectancy theory? VROOM

Back 41

effort-performnance (how much effort u put in will result in perfoming aciton)

performance-reward (if u do well will u get the reward)

rewards-personal goals (how much u value that reward)

Front 42

goal setting theory?

Back 42

a specific goal will produce higher output that generalized do your best

Front 43

some responses to inequity?

Back 43

change inputs (try harder)
change outcomes (negotiate what u think is unfair)
adjut perceptions of self (maybe toure not that great)
adjust perception of others (maybe they are way better)
different referrent (someone with same charactersits)
quit (unresolvable)

Front 44

examples of pay-for-performance

Back 44

raises, commission, piece-rate pay, gainshairing, profit sharinf

Front 45

job rotation?

Back 45

different employees work in one position and when they beomce good ehnought og et broed they move onto another one at the same level to increase motivation. cost_triaing, learning curve

Front 46

job enlargement?

Back 46

enhance responzibiliy are the horizontal level, more jobs to do but still at same level

Front 47

job enrichment?

Back 47

enhance vertincally , higher level position jobs with more complex skills required, more responsibilty

Front 48

5 core job dimension?

Back 48

skill variety, task identity, task significance, feedback, autonomy

Front 49

how to calculation motivation potenial score?

Back 49

(skill variety + task identity+task significance)/3 x autonomy x feedback