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49 Cards in this Set
- Front
- Back
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What is Organisational Behavioral
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It the study if the behavior and attitudes of people on organisations
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What are the three units of analysis in OB
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1) Individual - micro
2) Group - micro 3) Organisation - Macro |
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Whats the difference between OB and Management
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OB is concerned with describing organisational phenomena and management is a professional discipline which stress applied skills
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What are the three components of a managers job
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1) Technical
2) Conceptual 3) Human |
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What features of a managers job would be classified as supervisional
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1) Managing individual performance
2) Instructing subordinates |
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What features of a managers job would be classified as middle management
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1) Represent staff
2) Managing group performance |
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What features of a managers job would be classified as Executive
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1) Co-ordinating inter-dept groups
2) Monitoring business environment |
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What happens to a manager as regards his role as he move higher in organisation
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The technical side of his role diminhes and conceptual and human aspect takes more time
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What is the SOBC model of individual behaviour
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1) Stimulus
2) Organism 3) Behavior - actions 4) Consequences - outcome |
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What did Kurt Lewin postulate about human bahaviour
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its a function of Person and Environment B=F(P,E)
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What are values
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Are enduring beliefs that a specific mode of conduct or end state of exsistence is personally/socially preferable to another
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What are instrumental values
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The means to achieve a goal by using acceptable behavior to achieve an end state
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Give some examples of Instrumental values
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Ambition, self-control, competence
responsibility |
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What are terminal Values
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the goals to be achieved or the appropriateness of desired end state
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Give an example of terminal values
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Achievement, social status, happiness
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What is locus of control
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An individual belief that ones actions influence the outcomes of experiences in life
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What is an internaliser
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A person who has an internal locus of control - beliefs they can change the outcome of experience through their behavior
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What is an externaliser
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A person with a external locus of control - believe the outcomes in their life is not within there control
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What affect does having an internaliser have on your org
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They will work harder when rewards are based on skill and performance - expects strong cause and affect outcome from their behavior
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What affect does having an externaliser have on your org
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They can experience adverse emotional reaction to co-workers, not likely to respond to performance related pay etc
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What characteristics will internalisers show
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Self-motivated
study hard creative seeks challenges deals with change well |
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What characteristics will a externaliser show
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Helplessness
unmotivated careless resistant to change |
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What do extroverts need
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to obtain as much social stimulation as possible - outgoing
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What do introverts need
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internal stimulation, avoid social situations contemplative
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What affect can introverts have on a organisation
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- long tenure, fewer absences, perform better with few distractions, like self driven assignments
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What affect can extroverts have on a organisation
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- tend to act out when bored, look for social rewards, group participation
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When an employee is described as high Mach what does this mean
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He has Machiavellian personality tendencies
1) End justifies the means 2) Will manipulate other to his way of thinking 3) cool and aloof 4) highly rational; 5) gets pleasure from manipulation of others |
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How is Machiavellian tendencies measured
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Mach V scale
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What are the three socially acquired needs (McClelland)
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1) Achievement
2) Affiliation 3) Power |
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What are the characteristics of a person with the socially acquired need for Achievement
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1) will take moderate risks in goal pursing
2) Needs immediate feedback on performance and progress 3) finds task to be intrinsically rewarding 4) defines work in terms of success instead of failure 5) gets totally adsorbed until task is complete. |
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How can management use the concept of socially acquired need for achievement
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1) Used in job screening
2) use for promotion factor 3) Job design - needs to be moderately challenging 4) rewards have to be linked with performance 5) reward creativity |
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What are the characteristics of a person with the socially acquired need for affiliation
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1) belonging, social involvement
2) emphasizning with group members 3) will solve or confront group problems which affect moral 4) likes social praise |
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How can management use the concept of socially acquired need for affiliation
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1) Allow individuals to arbitors in work-groups
2) evaluate social demands of the job for employees with high affiliation need 3) allow individuals to be involved in community affairs which parallel work interests 4) develop as many social rewards as possible 5) be aware a person like this may feel social harmony is more important then productivity |
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What is the difference between "Personalized need for Power" and "socialized need for Power"
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Personalized Need for Power - behavioral oriented towards influencing other for personal gain, looks for opportunity to gain control
Socialized need for Power - behaviors orientates towards fulfilling personal goals by raising esteem of colleagues and subordinates |
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What are the consequence to the work environment of a person with a Personalized need for Power
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1) often unproductive
2) rejects job responsibilities to follow personal goals 3) can create a tense work environment |
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What determines job sanctification
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1) the work itself
2) pay 3) follow workers 4) supervision 5) promotions |
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How does expectation fit into job satisfaction
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a persons expectations of the job before stating are a major determining factor of job satisfaction in the early years -- hence companies use interns
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What are the organisational determinants of job satisfaction
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1) Supervision
2) Job challenge 3) Job clarity 4) Incentives |
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How does "supervision" help job satisfaction
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Good supervision; support employees esteem and self worth, will include employees in decision, they do not feel divorced for the decision making process
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How does "job Challenge" help job satisfaction
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Jobs should be designed to include challenge, the use of employees skill, involve creativity and some risk taking on the employees part
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How does "Job Clarity" help job satisfaction
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if an employee is clear on what is expected of him, gets feedback on performance and is able to be involved in job issues he will feel more satisfaction
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How do "incentives" help job satisfaction
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Two types
1) Extrinsic - pay, promotion, praise, status 2) intrinsic - feeling challenge, skill are used, feeling of accomplishment |
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How does "Equity Theory" relate to job satisfaction
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Equity Theory - employees make comparsions about the rewards they receive and the efforts they put and the rewards and efforts put in by other employees
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Can you give an example of Equity Theory in relation to pay rises
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My Rise
--------------------------------------- My efforts and Performance compared to Co-workers rise ----------------------------- co-workers efforts |
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What are the consequences of high job satisfaction for the Organisation
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1) Employee mental and physical health increase (less sick leave)
2) Lower turnover 3) lower unexcused absences |
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How do the following relate to Job satisfaction
1) Performance 2) Intrinsic/extrinsic rewards 3) Equity theory |
Performace is related to the intrinsic and extrinsic rewards, job satisfaction is related to performance and equity theory (perceived equity of rewards)
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How would you define "Organisational commitment"
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It is defined as the strength of the employee identification with the organisation
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What are the component of organisational commitment
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1) Believe and acceptance of org goals
2) personal and orgs values aligned 3) Willingness to exert considerable effort on behave of org 4) Desire to maintain membership of org |
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How would you define "job involvement"
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Its defined as a work attitude defined as the degree to which an employee identifies with their job, participates actively in it and consider it a key determinant of their self-worth
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