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59 Cards in this Set

  • Front
  • Back
attribution process
attribution process --
the perceptual process of
deciding whether an observed behavior or event
is caused largely by internal or external factors
behavior modification
a theory that explains learning
in terms of the antecedents and consequences of behavior

abc's!
categorical thinking
organizing people and objects
into preconceived categories
that are stored in our long-term memory
empathy
a person’s
understanding of and sensitivity to
the feelings, thoughts, and situation of others.
false consensus effect
a perceptual error
in which we overestimate
the extent to which others
have beliefs and characteristics
similar to our own.
fundamental attribution error
the tendency to see the PERSON rather than the SITUATION as the main CAUSE of that person’s BEHAVIOR
halo effect
halo effect -- a perceptual error whereby our general impression of a person, usually based on ONE prominent characteristic, colors our perception of OTHER characteristics of that person.
johari window
Johari Window -- a model of mutual understanding that encourages disclosure and feedback to increase our own open area and reduce the blind, hidden, and unknown areas.
learning
learning -- a relatively permanent change in behavior (or behavior tendency) that occurs as a result of a person’s interaction with the environment.
learning orientation
learning orientation -- The extent to which an organization or individual supports knowledge management,
particularly opportunities to
acquire knowledge through
experience and experimentation.
mental models
mental models -- visual or relational images in our mind representing the external world
perception
the process of receiving
information about
and making sense of
the world around us.
primacy effect
primacy effect -- a perceptual error in which we quickly form an opinion of people based on the first information we receive about them.
recency effect
recency effect -- a perceptual error in which the most recent information dominates our perception of others.
selective attention
selective attention -- the process of attending to some information received by our senses and ignoring other information.
self fulfilling prophecy
self-fulfilling prophecy -- occurs when our expectations about another person cause that person to act in a way that is consistent with those expectations.
self reinforcement
occurs whenever an employee
has control over a reinforcer
but doesn’t “take” it until
completing a self-set goal.
self serving bias
self-serving bias - the tendency to attribute our favorable outcomes to internal factors and our failures to external factors.
social learning theory
social learning theory -– A theory stating that much learning occurs by observing others and then modeling the behaviors that lead to favorable outcomes and avoiding behaviors that lead to punishing consequences.
stereotyping
stereotyping -- the process of assigning traits to people based on their membership in a social category.
tacit knowledge
tacit knowledge -- knowledge embedded in our actions and ways of thinking, and transmitted only through observation and experience.
attitudes
-- the cluster of beliefs, assessed feelings, and behavioral intentions toward a person, object, or event (called an attitude object).
cognitive dissonance
-- occurs when we perceive an inconsistency between our beliefs, feelings, and behavior.
continuance commitment
-- an employee’s calculative attachment to the organization, whereby an employee is motivated to stay only because leaving would be costly.
emotional dissonance
-- The conflict between required and true emotions.
emotional intelligence (EI)
-- The ability to monitor our own and others’ feelings and emotions, to discriminate between them and to use this information to guide our thinking and actions.
emotional labor
the effort, planning, and control needed to express organizationally desired emotions during interpersonal transactions.
emotions
- physiological, behavioral, and psychological episodes experienced toward an object, person, or event that create a state of readiness.
exit-voice-loyalty-neglect (EVLN) model
-- The four ways, as indicated in the name, that employees respond to job dissatisfaction.
general adaption syndrome
-- A model of the stress experience, consisting of three stages: alarm reaction, resistance and exhaustion.
organizational (affective) commitment
the employee’s emotional attachment to, identification with, and involvement in a particular organization.
psychological harassment
-- repeated and hostile or unwanted conduct, verbal comments, actions or gestures that affect an employee’s dignity or psychological or physical integrity and that result in a harmful work environment for the employee
resillience
-- the capability of individuals to cope successfully in the face of significant change, adversity, or risk.
sexual harassment
Unwelcome conduct of a sexual nature that detrimentally affects the work environment or leads to adverse job-related consequences for its victims.
stress
an adaptive response to a situation that is perceived as challenging or threatening to the person’s well-being.
stressors
-- any environmental conditions that place a physical or emotional demand on the person.
trust
positive expectations one person has toward another person in situations involving risk.
workaholic
A person who is highly involved in work, feels compelled to work and has a low enjoyment of work.
distributive justice
-- perceived fairness in the outcomes we receive
relative to our contributions and the outcomes and contributions of others.
drives
neural states that energize individuals to correct deficiencies or maintain an internal equilibrium.
empowerment
A psychological concept in which people experience more self-determination, meaning, competence and impact regarding their role in the organization.
equity theory
A theory that explains how people develop perceptions of fairness
in the distribution
and exchange of resources.
ERG theory
A needs hierarchy theory consisting of three fundamental needs – existence, relatedness, and growth
expectancy theory
-- A motivation theory based on the idea that WORK EFFORT is directed towards behaviors that people believe will lead to DESIRED OUTCOMES.
four-drive theory
-- A motivation theory based on the innate drives to acquire, bond, learn, and defend that incorporates both emotions and rationality.
goal setting
-- the process of motivating employees and
clarifying their role perceptions
by establishing performance objectives.
job characteristics model
-- A job design model that
relates the MOTIVATIONAL PROPERTIES of jobs to
specific personal and organizational CONSEQUENCES of those properties.
job design
the process of assigning tasks to a job,
including the interdependency of those tasks with other jobs.
job enrichment
-- Occurs when employees are given more responsibility for
scheduling, coordinating and planning their own work.
job specialization
The result of division of labor
in which each job includes
a subset of the tasks
required to complete the product or service.

WAITRESSES
CHEIFS
maslow's needs hierarchy theory
-- A motivation theory of needs arranged in a hierarchy, whereby people are motivated to fulfill a higher need as a lower one becomes gratified.
motivation
the forces within a person that affect the direction, intensity, and persistence of voluntary behavior.
needs
-- goal-directed forces that people experience.
positive organizational behavior
– a perspective of organizational behavior
that focuses on building positive qualities and traits
within individuals or institutions
as opposed to focusing on what is wrong with them.
procedural justice
justice – perceived fairness
of the procedures used
to decide the distribution of resources.
scientific management
-- systematically partitioning work
into its smallest elements and
standardizing tasks to achieve
maximum efficiency.
skill variety
The extent to which employees must use different skills and talents to perform tasks within their job
task identity
The degree to which a job
requires completion of a whole or an identifiable piece of work
task significance
-- The degree to which the job has a substantial impact on the organization and/or larger society