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59 Cards in this Set
- Front
- Back
attribution process
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attribution process --
the perceptual process of deciding whether an observed behavior or event is caused largely by internal or external factors |
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behavior modification
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a theory that explains learning
in terms of the antecedents and consequences of behavior abc's! |
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categorical thinking
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organizing people and objects
into preconceived categories that are stored in our long-term memory |
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empathy
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a person’s
understanding of and sensitivity to the feelings, thoughts, and situation of others. |
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false consensus effect
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a perceptual error
in which we overestimate the extent to which others have beliefs and characteristics similar to our own. |
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fundamental attribution error
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the tendency to see the PERSON rather than the SITUATION as the main CAUSE of that person’s BEHAVIOR
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halo effect
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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.
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johari window
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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.
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learning
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learning -- a relatively permanent change in behavior (or behavior tendency) that occurs as a result of a person’s interaction with the environment.
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learning orientation
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learning orientation -- The extent to which an organization or individual supports knowledge management,
particularly opportunities to acquire knowledge through experience and experimentation. |
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mental models
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mental models -- visual or relational images in our mind representing the external world
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perception
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the process of receiving
information about and making sense of the world around us. |
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primacy effect
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primacy effect -- a perceptual error in which we quickly form an opinion of people based on the first information we receive about them.
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recency effect
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recency effect -- a perceptual error in which the most recent information dominates our perception of others.
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selective attention
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selective attention -- the process of attending to some information received by our senses and ignoring other information.
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self fulfilling prophecy
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self-fulfilling prophecy -- occurs when our expectations about another person cause that person to act in a way that is consistent with those expectations.
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self reinforcement
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occurs whenever an employee
has control over a reinforcer but doesn’t “take” it until completing a self-set goal. |
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self serving bias
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self-serving bias - the tendency to attribute our favorable outcomes to internal factors and our failures to external factors.
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social learning theory
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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.
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stereotyping
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stereotyping -- the process of assigning traits to people based on their membership in a social category.
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tacit knowledge
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tacit knowledge -- knowledge embedded in our actions and ways of thinking, and transmitted only through observation and experience.
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attitudes
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-- the cluster of beliefs, assessed feelings, and behavioral intentions toward a person, object, or event (called an attitude object).
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cognitive dissonance
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-- occurs when we perceive an inconsistency between our beliefs, feelings, and behavior.
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continuance commitment
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-- an employee’s calculative attachment to the organization, whereby an employee is motivated to stay only because leaving would be costly.
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emotional dissonance
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-- The conflict between required and true emotions.
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emotional intelligence (EI)
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-- 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.
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emotional labor
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the effort, planning, and control needed to express organizationally desired emotions during interpersonal transactions.
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emotions
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- physiological, behavioral, and psychological episodes experienced toward an object, person, or event that create a state of readiness.
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exit-voice-loyalty-neglect (EVLN) model
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-- The four ways, as indicated in the name, that employees respond to job dissatisfaction.
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general adaption syndrome
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-- A model of the stress experience, consisting of three stages: alarm reaction, resistance and exhaustion.
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organizational (affective) commitment
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the employee’s emotional attachment to, identification with, and involvement in a particular organization.
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psychological harassment
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-- 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
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resillience
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-- the capability of individuals to cope successfully in the face of significant change, adversity, or risk.
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sexual harassment
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Unwelcome conduct of a sexual nature that detrimentally affects the work environment or leads to adverse job-related consequences for its victims.
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stress
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an adaptive response to a situation that is perceived as challenging or threatening to the person’s well-being.
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stressors
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-- any environmental conditions that place a physical or emotional demand on the person.
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trust
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positive expectations one person has toward another person in situations involving risk.
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workaholic
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A person who is highly involved in work, feels compelled to work and has a low enjoyment of work.
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distributive justice
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-- perceived fairness in the outcomes we receive
relative to our contributions and the outcomes and contributions of others. |
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drives
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neural states that energize individuals to correct deficiencies or maintain an internal equilibrium.
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empowerment
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A psychological concept in which people experience more self-determination, meaning, competence and impact regarding their role in the organization.
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equity theory
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A theory that explains how people develop perceptions of fairness
in the distribution and exchange of resources. |
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ERG theory
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A needs hierarchy theory consisting of three fundamental needs – existence, relatedness, and growth
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expectancy theory
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-- A motivation theory based on the idea that WORK EFFORT is directed towards behaviors that people believe will lead to DESIRED OUTCOMES.
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four-drive theory
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-- A motivation theory based on the innate drives to acquire, bond, learn, and defend that incorporates both emotions and rationality.
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goal setting
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-- the process of motivating employees and
clarifying their role perceptions by establishing performance objectives. |
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job characteristics model
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-- A job design model that
relates the MOTIVATIONAL PROPERTIES of jobs to specific personal and organizational CONSEQUENCES of those properties. |
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job design
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the process of assigning tasks to a job,
including the interdependency of those tasks with other jobs. |
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job enrichment
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-- Occurs when employees are given more responsibility for
scheduling, coordinating and planning their own work. |
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job specialization
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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 |
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maslow's needs hierarchy theory
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-- A motivation theory of needs arranged in a hierarchy, whereby people are motivated to fulfill a higher need as a lower one becomes gratified.
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motivation
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the forces within a person that affect the direction, intensity, and persistence of voluntary behavior.
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needs
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-- goal-directed forces that people experience.
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positive organizational behavior
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– 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. |
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procedural justice
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justice – perceived fairness
of the procedures used to decide the distribution of resources. |
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scientific management
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-- systematically partitioning work
into its smallest elements and standardizing tasks to achieve maximum efficiency. |
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skill variety
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The extent to which employees must use different skills and talents to perform tasks within their job
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task identity
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The degree to which a job
requires completion of a whole or an identifiable piece of work |
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task significance
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-- The degree to which the job has a substantial impact on the organization and/or larger society
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