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109 Cards in this Set
- Front
- Back
- 3rd side (hint)
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Ob |
Investigate the impact that individuals, groups, organization structure have on behaviour within organizations |
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Inputs processes outcomes |
what are te three components of basic ob model |
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Organization |
A group of people that functions on a relatively continuous basis to achieve a common goal |
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Tqm |
Achieving customer satisfaction through improvements |
Customer satisfaction |
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Systematic study |
Examines behaviour to draw conclusions based on scientific evidence |
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Contingency approach |
Considers behaviour in the context in which it occurs |
Context |
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Ocb |
Not part of an employee's formal job description but promotes effective functioning of the organization |
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Productivity |
Performance measure that includes effectiveness and efficiency |
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Effectiveness |
Achievement of goals |
Goals |
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Efficency |
The ratio of effective work output to input required to do the work |
Ratio |
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Evidence based management |
Basing managerial decisions on the best available scientific evidence |
Scientific |
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Empowerment |
Giving employees freedom and ability to make own decisions |
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Psychology |
Seeks to measure explain and sometimes change behaviour of humans and other animals |
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Anthropology |
Works on cultures and environments. Changes in different countries |
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Ethics |
Study of moral values that guide behaviour and inform us wheather our actions are right or wrong |
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Job satisfaction |
The general attitude towards ones job |
Attitude |
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Individual group organization |
the three levels of ob are |
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Workplace diversity |
Based on gender race etc |
Heterogeneity |
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Political science |
Study of power |
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Withdrawal behaviour |
When you pull back from your workplace |
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Perception |
Organize, interpret in order to give meaning to their environment |
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Attribution theory |
Attempt to determine whether behaviour is internally or externally caused |
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Fundamental attribution error |
Underestimate external factors and overestimate internal when judging others |
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Projection |
Attributing ones own characteristics to other people |
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Stereotyping |
Judging someone on the basis of one's perception of the group to which they belong |
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Narcissism |
The tendency to be arragant with a grandiose sense of self importance |
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Core self evaluation |
Degree that people like or dislike themselves, sees themselves as capable |
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Mach |
Maintains emotional distance. Ends justifies the means |
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Self fulfilling prophecy |
A person will behave in ways consistent with how they are perceived by others |
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Proactive personality |
Identifies opportunities, shows initiative, takes action and perseveres until change occurs |
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Emotional dissonance |
Inconsistencies between the emotions people feel and the emotions they show |
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Emotional intelligence |
The ability to detect and manage emotional cues and info |
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Self serving bias |
To attribute your own success to internal factors while putting the blame on failure to external factors |
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Selective perception |
People's selective interpretation of what they see based on own interests background attitudes |
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Halo effect |
Drawing a general impression about an individual based on a single characteristic |
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Contrast effect |
Our reaction to one person is often influenced by other people we have just encountered |
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Distinctiveness consensus consistency |
what 3 rules apply when determining whether behaviour is internally or externally caused |
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Type a personality |
Time urgency achieve more in less time |
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Type b personality |
Not focused on time urgency too much doesn't feel guilty about time |
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Emotional intelligence |
The ability to detect and to manage emotional cues and information |
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Attribute success to internal factors failures to external factors |
Self serving bias |
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Evaluation is affected by comparisons with others recently encountered |
Contrast effect |
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Doesn't feel guilty about time |
Type b personality |
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Enjoys solitude |
Introvert |
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Attitudes |
Positive or negative feelings |
Likes |
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hofstede |
Who determined there are five dimensions of national culture |
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Organizational commitment |
Degree to which an employee identifies with an organization and it's goals. |
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Collectivism |
A tight social framework in which they are apart to look after them and protect them |
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Uncertainty avoidence |
Society is threatened by uncertainty |
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Future orientation |
People look to the future and value thrift persistence and tradion |
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Cognitive dissonance |
Difference between beliefs and actions |
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Exit |
Employee expresses dissatisfaction through leaving |
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Voice |
Employee expresses dissatisfaction through voicing concerns |
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Loyalty |
Employee expresses dissatisfaction through passively waiting for improvements, defends company to others |
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Neglect |
Employee expresses dissatisfaction through being absent, making mistakes or reduced effort |
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Values |
Conviction. They cloud objectivity |
Believe |
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Power distance |
A society that accepts that power is distributed unequally in organizations |
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Individualism |
Society encourages self reliance making own choices |
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Cultural intelligence |
Ability to understand someone's gestures from another culture |
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Employee engagement |
An individuals involvement with, satisfaction with and enthusiasm for their work |
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Perceived organizational support |
The degree to which employees believe an organization values their contribution and cares about their wellbeing |
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What are the 4 job satisfaction determiners |
Mentally challenging work exquiable supportive working conditions and supportive colleagues |
MESS |
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exit |
turnover is an example of |
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Long term orientation |
The American dream. Look too the future the world is your oyster |
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Attribution theory |
When individuals attempt to determine whether behaviour is internally or externally caused |
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High self monitors |
Show considerable adaptability in adjusting their behavior to external situations. They are highly sensitive to external cues. And can be have differently in varying situations |
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Low self monitors |
They tend to display their true disposition and attitudes in every situation. Tend to pay less attention of the behaviour of others |
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Conscientiousness |
Which of the five personality dimensions is most important in predicting job performance |
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Productivity |
One of ob major concerns is |
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Cognitive dissonance |
Difference between actions and beliefs |
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Selective perception |
I bought a red car and now I really notice red cars |
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Women people with disabilities aboriginals visible minorities |
Protected groups (4) |
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Cognitive dissonance |
Difference between actions and beliefs |
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What is evidence that the organization is able to exist and grow over the long term |
Organizational survival |
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What refers to what people do in an organization and how they perform |
Behavior |
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True or false. Evidence based management and systematic study add to intuition |
True |
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True or false. The fact people behave differently at different times means that we cannot offer reasonably accurate explanations of human behavior or make valid predictions |
False |
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What approach argues that the ultimate explanation for an individuals personality is a person's genes |
Heredity |
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According to Meyers Briggs type indicator ______ types are practical and they prefer routine and order |
Sensing |
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What is the personality trait that measures an individuals ability to adjust behaviour to external situational factors |
Self monitoring |
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What personality is when someone takes the initiative to create change in their environment despite constraints and obstacles |
Proactive |
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According to the text book people in most cultures appear to experience certain positive and negative emotions but the _____ of their experience as well as their intensity vary to some degree |
Frequency |
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When an employee engages in voluntary actions that violate established norms and threaten the organization it's members or both this is known as |
Employee deviance |
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True or false. Individuals behave in a given manner in the workplace based on the way they perceive their environment but rather on what the organization believes their environment to be |
False |
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U were overlooked for promotion in favor of an individual with less experience. When announced u masked your shock by clapping and congratulating him. What emotion is this |
Displayed emotion |
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When dealing with emotions ____ acting deals with one's displayed emotions and ____ acting deals with one's felt emotions |
Surface deep |
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____ is when an employee expresses organizationally desired emotions during interpersonal interactions |
Emotional labour |
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The most important reason why managers must know how to measure personality is that personality tests are extremely useful in ____ |
Hiring decisions |
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What are the 2 dominant frameworks for identifying personality traits |
Big 5 personality model and Myers Briggs |
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Being skeptical critical independent is what according to Meyers Briggs |
Visionary |
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Perception is the process by which individuals ____ and ____ their impressions to give meaning to their environment |
Organize interpret |
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In addition to environmental and heredity factors the third determant of personality is |
The situation |
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When perception is studied across different cultures researchers find that ______ |
Perception is not universal it varies by culture |
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Despite the fact that interpretations will differ among employees managers must recognize that each interpretation is in fact ____ for each employee |
Reality |
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Which of the following terms is not related to the others: emotions affect moods and attitudes |
Attitudes |
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In the big 5 personality model the personality dimension that describes the degree to which a person is cooperative warm and trusting is ____ |
Agreeableness |
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Salespeople face rejection on a daily basis studies show that the majority of successful Salespeople have positive ____ because they are able to continue selling despite the negative aspects associated with a career in sales |
Core self evaluations |
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A comfortable life a sense of accomplishment and inner harmony are all examples of what type of values |
Terminal |
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What r 2 major factors that can lead to a potential clash of values in Canadian workplace |
Generational and cultural differences |
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True or false. Most of research on job satisfaction has been conducted in US people in other industrialized nations are much less likely to form judgments of job satisfaction |
False |
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Rory feels that he is stuck in a boring repetitive job. He likely has ____ |
Core self evaluation |
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If free is commenting on how angry he is about how little he is paid this relates to the _____ component of attitude |
Affective |
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The component of attitude that relates in an intention to behave in a certain way toward someone or something is called the ____ component |
Behavioural |
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Goals that individuals would like to achieve in their lifetime are known as |
Terminal goals |
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The employees belief in the degree to which they affect their work environment their competence the meaningfulness of their job and their perceived autonomy in their work is known as |
Perceived organizational support |
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An individuals calculation to stay with the organization based on the perceived costs of leaving the organization is referred to as what |
Continuance commitment |
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If shauna thinks her supervisor is unfair this relates to the ____ component of an attitude |
Cognitive |
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According to globe ____ is the extent to which a society encourages people to be tough confrontational assertive and competitive versus modest and tender |
Gender differentiation |
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True or false. Canadians and South Koreans are close to each other then either is to the Chinese |
True |
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