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166 Cards in this Set

  • Front
  • Back

Define Organizational Behavior.

The study of what people think, feel, and do in and around organizations.

Define Organization.

Group of people who work interdependently toward some purpose.

What are the two key features of an organization?

1. Collective Entities


2. Collective Sense of Purpose

This is considered as the "ultimate dependent variable" in organizational behavior. This means that this is the outcome that most Organizational Behavior theories are ultimately trying to achieve.

Organizational Effectiveness

What are the four perspectives of Organizational Behavior?

1. Open Systems Perspective


2. Organizational Learning Perspective


3. High Performance Workplace Perspective


4. Stakeholder Perspective

Define Open Systems Perspective.

This perspective views organizations as complex organisms that "live" within an external environment with a permeable relationship.



How are an organization's subsystem organized?

Interdependently, so they interact with each other to transform inputs into various outputs

When does an organization maintain a good fit with their external environment?

When organization's inputs, processes, and outputs are aligned with the needs and expectations of external environment.

What are three ways to maintain good environmental fit?

1. Change company's products and services


2. Actively manage external environment


3. Change business or market location

Define Organizational Efficiency (A.K.A. Productivity).

The ratio of inputs to outputs. It is an indicator of the internal transformation process (how well an organization transforms inputs to outputs).

Define Organizational Learning Perspective.

Organizational effectiveness depends on the organization's capacity to acquire, share, use, and store valuable knowledge.

Define Intellectual Capital.

A company's stock of knowledge, including human capital, structural capital, and relationship capital.

Define Human Capital.

The knowledge, skills, abilities of employees.

Define Structural Capital.

The knowledge captured and retained in an organization's systems and structures (example: the layout of the production line).

Define Relationship Capital.

The value derived from an organization's relationships with customers, suppliers, and others that provide added mutual value for the organization.

What are the four organizational learning processes?

1. Knowledge Acquisition


2. Knowledge Sharing


3. Knowledge Use


4. Knowledge Storage

Define Knowledge Acquisition.

Includes extracting information and ideas from the external environment. (example: buying companies, a.k.a. grafting, hiring, individual learning).

Define Knowledge Sharing.

Involves distributing knowledge to others within the organization (example: communication, training, information systems, observation).

Define Knowledge Use.

Using knowledge to give the competitive advantage (example: knowledge awareness, sense making, autonomy, empowerment).

Define Knowledge Storage.

The process of holding knowledge for later retrieval (example: human memory, documentation, practices/habits, databases).

Define High-Performance Work Practices.

The belief that human capital is an important source of competitive advantage for organizations, therefore trying to generate the most value from human capital.

Define Stakeholders.

Anyone with a stake in the company (example: employees, stockholders, suppliers, labor unions, government).

Define Stakeholder Perspective.

Identifies specific people and social entities in external and internal environment and requires organizational leaders and employees to understand, manage, and satisfy interests of stakeholders.

Define Values.

Relatively stable, evaluative beliefs that guide our preferences for outcomes or courses of action in a variety of situations.

Define Corporate Social Responsibility.

Consists of organizational activities intended to benefit society and the environment, beyond the firms immediate financial interests or legal obligations.

Define Globalization.

Refers to economic, social, and cultural connectivity with people in other parts of t he world.

Define Surface-Level Diversity.

The observable demographic and other overt differences in people (example: race, ethnicity, gender, age).

Define Deep-Level Diversity.

Differences in the psychological characteristics of employees (example: personality, beliefs, values, attitudes).

Define Work-Life Balance.

Occurs when people are able to minimize conflict between their work and non-work demands.

Define Virtual Work.

Employees use information technology to perform their jobs away from the traditional, physical workplace.

Define Systematic Research Anchor.

Study organizations using systematic research methods.

Define Multidisciplinary Anchor.

Import knowledge from other disciplines, not just to create its own knowledge.

Define Evidence-Based Management.

Involves making decisions and taking actions on the basis of this research-derived evidence.

Define Contingency Anchor.

Recognizes that the effectiveness of an action may depend on the situation

Define Ability.

Includes both the natural aptitudes and the learned capabilities required to complete a task successfully.

What are the three levels of analysis anchor?

To understand Organizational Behavior events from three levels of analysis:


1. Individual


2. Team


3. Organization

Define Motivation.

Represents the forces within a person that affect his or her direction, intensity, and persistence of voluntary behavior.

What is the MARS model of individual behavior?

1. Motivation


2. Ability


3. Role Perceptions


4. Situational Factors

Define Role Perceptions.

Refer to how clearly people understand the job duties assigned to or expected of them.

Define Situational Factors.

Conditions beyond employee's immediate control that constrain or facilitate behavior and performance.

Define Task Performance.

Goal-directed behaviors under an individual's control that support organizational objectives.

Define Organizational Citizenship Behaviors.

Various forms of cooperation and helpfulness to others that support the organization's social and psychological context.

Define Counterproductive Work Behaviors.

Voluntary behaviors that have the potential to directly or indirectly harm the organization.

Define Presenteeism.

Attending scheduled work when one's capacity to perform is significantly diminished by illness or other factors.

Define Personality.

The relatively enduring pattern of thoughts, emotions, and behaviors that characterize a person, along with the psychological process behind those characteristics.

What is the Five Factor Model?

Five broad dimensions representing most personality traits:


1. Conscientiousness


2. Emotional Stability


3. Openness to experience


4. Agreeableness


5. Extroversion


(CANOE)

What is Conscientiousness?

Organized, dependable, goal-focused, thorough, disciplined, methodical, and industrious.

What is Neuroticism?

Anxious, insecure, self-conscious, depressed, and temperamental.

What is Extraversion?

Outgoing, talkative, sociable, and assertive.

What is Agreeableness?

Trusting, helpful, good-natured, considerate, tolerant, selfless, generous, and flexible.

What is Openness to Experience?

Imaginative, creative, unconventional, curious, nonconforming, autonomous, and perceptive.

What is the Myers-Briggs Type Indicator (MBTI)?

Instrument designed to measure the elements of Jungian personality theory, particularly preferences regarding perceiving and judging information.

What are the four elements of the MBTI?

1. Getting Energy (extraversion vs. introversion)


2. Perceiving Information (sensing vs. intuitive)


3. Making Decisions (thinking vs. feeling)


4. Orienting to the External World (judging vs. perceiving)

What is the difference between self-enhancement and self-transcendence?

Self-enhancement: how much a person is motivated by self-interest.




Self-transcendence: the motivation to promote the welfare of others and nature

What is the difference between openness to change and conservation?

Openness to Change: the extent to which a person is motivated to pursue innovative ways




Conservation: the extent to which a person is motivated to preserve the status quo

Define Value Congruence.

How similar a person's values hierarchy is to the values hierarchy of the organization, a coworker, or another source of comparison.

Define Organization Values Congruence

Occurs when a person's values are similar to the organization's dominant values.

Define Espoused-Enacted Value Congruence.

How consistent values apparent in our actions are with what we say we believe in.

What are the three ethical principles?

1. Utilitarianism


2. Individual Rights


3. Distributive Justice

Define Utilitarianism.

This principle advises us to seek the greatest good for the greatest number of people.

Define Individual Rights.

This principle reflects the belief that everyone has entitlements that let her or him act in a certain way.

Define Distributive Justice.

This principle suggests that people who are similar to each other should receive similar benefits and burdens; those who are dissimilar should receive different benefits and burdens in proportion to their dissimilarity.

What is the difference between Moral Intensity and Moral Sensitivity.

Moral Intensity: The degree to which an issue demands the application of ethical principles.



Moral Sensitivity: A person's ability to recognize the presence of an ethical issue and determine its relative importance.

What is mindfulness?

A predictor of moral sensitivity, it refers to a person's receptive and impartial attention to and awareness of the present situation as well as to one's own thoughts and emotions in that moment.

What is the difference between Individualism and Collectivism?

Individualism: the extent to which we value independence and personal uniqueness.




Collectivism: the extent to which we value our duty to groups to which we belong and to group harmony.

Define Power Distance.

The extent to which people accept unequal distribution of power in a society.

Define Uncertainty Avoidance.

The degree to which people tolerate ambiguity (low uncertainty avoidance) or feel threatened by ambiguity and uncertainty (high uncertainty avoidance).

Define Achievement-Nurturing Orientation.

Reflects a competitive versus cooperative view of relations with other people.

Define Self-Concept.

Refers to an individual's self-beliefs and self-evaluations.

What is the difference between Self-Enhancement and Self-Verification?

Self-Enhancement: Inherent motivation to have a positive self-concept.



Self-Verification: Inherent motivation to confirm and maintain the existing self-concept.

Define Self-Efficacy.

Person's belief that he or she has the ability, motivation, correct role perceptions, and favorable situation to complete a task successfully.

Define Locus of Control.

Person's general belief about the amount of control he or she has over their personal life events.

Define Social Identity Theory.

People define themselves by the group to which they belong or have an emotional attachment.

Define Halo Effect.

The perceptual error whereby our general impression of a person, usually based on one prominent characteristic, colors our perception of other characteristics of that person.

Define Recency Effect.

Most recent information dominates perception.

Define Johari Window.

The model of mutual understanding that encourages disclosure and feedback to increase our own open area and reduce the blind, hidden, and unknown areas.

What are the two features of all emotions?

Evaluation and Activation.

What is the difference between Perception and Selective Attention?

Perception: The process of receiving information about and making sense of the world around us.




Selective Attention:

Define Confirmation Bias.

The process of screening out information that is contrary to our values and assumptions and to more readily accept confirming information.

Define Categorical Thinking.

Organizing people and objects into preconceived categories that are stored in our long-term memory.

Define Mental Models.

Knowledge structures that we develop to describe, explain, and predict the world around us.

Define Stereotyping.

The process of assigning traits to people based on their membership in a social category.

Define Attribution Process.

The perceptual process of deciding whether an observed behavior or event is caused largely by internal or external factors.

Define Self-Serving Bias.

The tendency to attribute our favorable outcomes to internal factors and our failures to external factors.

Define Fundamental Attribution Error.

The tendency to overemphasize internal causes of another person's behavior while discounting or ignoring the external causes of their behavior.

Define Self-Fulfilling Prophecy.

The perceptual process in which our expectations about another person cause that person to act more consistently with those expectations.

Define Positive Organizational Behavior.

Suggests that focusing on the positive rather than negative aspects of life will improve organizational success and individual well-being.

Define False Consensus Effect.

Overestimating how many others have similar beliefs or traits like ours.

What is the difference between the primacy effect and the recency effect?

Primacy Effect: Our tendency to quickly form an opinion of people on the basis of the first information we receive about them.




Recency Effect: Occurs when the most recent information dominates our perceptions.

Define Contact Hypothesis.

Under certain conditions, people who interact with each other will be less perceptually biased, because they have a more personal understanding of the other person and their group.

Define Empathy.

A person's understanding of and sensitivity to the feelings, thoughts, and situations of others.

Define Global Mindset.

An individual's ability to perceive, appreciate, and empathize with people from other cultures and to process complex cross culture information.

Define Emotions.

Physiological, behavioral, and psychological episodes experienced toward an object, person, or event that create a state of readiness.

Define Attitudes.

The cluster of beliefs, assessed feelings, and behavioral intentions toward a person, object, or event.

What is the Model of Emotions, Attitudes, and Behaviors?

1. Perceived environment


2. Beliefs


3. Feelings


4. Behavioral Intentions


5. Behavior

What is the difference between cognitive dissonance and emotional dissonance?

Cognitive Dissonance: When people perceive that their beliefs, feelings, and behavior are incongruent.




Emotional Dissonance: The psychological tension experienced when the emotions people are required to display are different from how they actually feel.

Define Emotional Labor.

The effort, planning, and control needed to express organizationally desired emotions during interpersonal transactions.

Define Emotional Intelligence.

A set of abilities to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion and regulate emotion in oneself and others.

Define Job Satisfaction.

A person's evaluation of his or her job and work context.

What is the EVLN model?

Four ways that employees respond to job dissatisfaction.

What is the Service Profit Chain Model theory?

A theory explaining how employees' job satisfaction influences company profitability indirectly through service quality, customer loyalty, and related factors.

What is the Service Profit Chain Model theory model?

1. Employee Satisfaction and Commitment


2. Employee Retention, Motivation, and Behavior


3. Service Quality


4. Customer Satisfaction/Perceived Value


5. Customer Loyalty and Referrals


6. Company Profitability and Growth

What is the difference between Affective Organizational Commitment and Continuance Commitment?

Affective Organizational Commitment: An individual's emotional attachment to, involvement in, and identification with an organization.




Continuance Commitment: An individual's calculative attachment to an organization.

What is the difference between Trust and Stress?

Trust: The positive expectations one person has toward another person in situations involving risk




Stress: An adaptive response to a situation that is perceived as challenging or threatening to the person's well-being.

Define General Adaptation Syndrome.

A model of the stress experience, consisting of three stages: alarm reaction, resistance, and exhaustion.

Define Stressors.

Any environmental conditions that place a physical or emotional demand on a person.D

Define Psychological Harassment.

Repeated hostile or unwanted conduct, verbal comments, actions, and gestures that undermine an employee's dignity or psychological or physical integrity.

Define Workaholic.

A person who is highly involved in work, feels compelled to work, and has a low enjoyment of work.

Define Motivation.

Forces within a person that affects direction, intensity, and persistence of voluntary behavior.

Define Employee Engagement.

An individual's emotional and cognitive (logical) motivation, particularly a focused, intense, persistent, and purposeful effort toward work-related goals.

Define Drives.

Hardwired characteristics of the brain that correct deficiencies or maintain an internal equilibrium by producing emotions to energize individuals.

Define Needs.

Goal-directed forces that people experience.

Define 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.

Describe the Maslow's Need Hierarchy Pyramid.

1. Physiological Needs


2. Safety


3. Belongingness


4. Esteem


5. Self-Actualization

What are the three needs that are learned?

1. Need for Achievement


2. Need for Affiliation


3. Need for Power

What are the four drives in the Four-Drive Theory?

1. Drive to acquire


2. Drive to bond


3. Drive to comprehend


4. Drive to defend

Define Expectancy Theory.

A motivation theory based on the idea that work effort is directed toward behaviors that people believe will lead to desired outcomes.




We are motivated to achieve the goals with the highest pay-off.

What is the difference between E-to-P expectancy and P-to-O expectancy?

E-to-P: the individual's perception that his or her effort is enough for a task.




P-to-O: the individual's perception that there is a probable chance where doing something will lead to a particular outcome.

Define Valence.

The anticipated satisfaction or dissatisfaction that an individual feels toward an outcome.

Define Organizational Behavior Modification (OB Mod).

A theory that explains employee behavior in terms of the antecedent conditions and consequences of that behavior.

Define Social Cognitive Theory.

Much learning and motivation occurs by observing and modeling others, as well as by anticipating the consequences of our behavior.

Define Self-Reinforcement.

Rewarding or punishing themselves for exceeding or falling short of their self-set standards of excellence.

Define Goal Setting.

The process of motivating employees and clarifying their role perceptions by establishing performance objectives.

Define Balanced Scorecard.

A goal-setting and reward system that translates the organization's vision and mission into goals.

Define Strengths-Based Coaching.

Focuses on positive feedback, building and leveraging the employee's strength

Define Multisource Feedback.

Information about an employee's performance collected from a full circle of people.

What is the difference between distributive justice and procedural justice?

Distributive Justice: Perceived fairness in the individual's ratio of outcomes to contributions relative to a comparison other's ratio out outcomes to contributions.



Procedural Justice: Perceived fairness of the procedures used to decide the distribution of resources.

Define Equity Theory.

A theory explaining how people develop perceptions of fairness in the distribution and exchange of resources.

Define Job Design.

Assigning tasks to a job, including interdependency of those tasks with other jobs.

Define Job Enlargement.

Adding tasks to an existing job.

Define Job Enrichment.

Gives employees more responsibility for scheduling, coordinating, planning work.

Define Natural Grouping.

Stitching highly interdependent tasks into one job.

Define Job Evaluation.

Systematically rating the worth of jobs within an organization by measuring the required skill, effort, responsibility, and work conditions.

Define Gainsharing Plan.

A team-based reward that calculates bonuses from the work unit's cost savings and productivity improvement.

Define Employee Stock Ownership Plans.

A reward system that encourages employees to buy company stock.

Define Stock Options.

A reward system that gives employees the right to purchase company stock at a future date at a predetermined price.

Define Profit-Sharing Plan.

A reward system that pays bonuses to employees on the basis of the previous year's level of corporate profits.

Define Job Specialization.

The result of a division of labor, in which work is subdivided into separate jobs assigned to different people.

Define Scientific Management.

The practice of systematically partitioning work into its smallest elements and standardizing tasks to achieve maximum efficiency.

Define Motivator-Hygiene Theory.

Herzberg's theory stating that employees are primarily motivated by growth and esteem needs, not by lower-level needs.

Define Job Characteristics Model.

A job design model that relates the motivational properties of jobs to specific personal and organizational consequences of those properties.

Define Skill Variety.

The extent to which employees must use different skills and talents to perform tasks within their jobs.

Define Task Identity.

The degree to which a job requires completion of a whole or an identifiable piece of work.

Define Task Significance.

The degree to which a job has a substantial impact on the organization and/or larger society.

Define Autonomy.

The degree to which a job gives employees the freedom, independence, and discretion to schedule their work and determine the procedures used in completing it.

Define Empowerment.

A psychological concept in which people experience more self-determination, meaning, competence, and impact regarding their role in the organization.

Define Self-Leadership.

The process of influencing oneself to establish the self-direction and self-motivation needed to perform a task.

Define Self-Talk.

The process of talking to ourselves about our own thoughts or actions.

Define Mental Imagery.

The process of mentally practicing a task and visualizing its successful completion.

What are the steps in the Rational Choice Decision Making Process?

1. Identify the problem.


2. Choose the best decision process.


3. Discover or develop ideas.


4. Select the choice with the highest value.


5. Implement selected choice.


6. Evaluate selected choice.

Define Decision Making.

The conscious process of making choices among alternatives with the intention of moving toward some desired state of affairs.

Define Rational Choice Paradigm.

The view in decision making that people should, and typically do, use logic and all available information to choose the alternative with the highest value.

Define Subjective Expected Utility.

The probability (expectancy) of satisfaction (utility) resulting from choosing a specific alternative in a decision.

Define Bounded Rationality.

The view that people are bounded in their decision-making capabilities, including access to limited information processing, and tendency toward satisficing rather than maximizing when making choices.

Define Implicit Favorite.

Preferred alternative that the decision maker uses repeatedly as a comparison with other choices.

Define Anchoring and Adjustment Heuristic.

A natural tendency for people to be influenced by an initial anchor point, such that they do not sufficiently move away from that point, as new information is provided.

Define Availability Heuristic.

The tendency to estimate the probability of something occurring by how easily we can recall those events.

Define Representative Heuristic.

We pay more attention to whether something resembles something else than to more precise statistics about its probability.

Define Satisficing.

Choosing an alternative that is satisfactory or "good enough" rather than the alternative with the highest value.

Define Intuition.

The ability to know when a problem or opportunity exists and to select the best course of action without conscious reasoning.

Define Scenario Planning.

A systematic process of thinking about alternative futures and what the organization should do to anticipate and react to those environments.

Define Escalation of Commitment.

The tendency to repeat an apparently bad decision or allocate more resources to a failing course of action.

Define Prospect Theory Effect.

A natural tendency to experience stronger negative emotions when losing something of value than the positive emotions when gaining something of equal value.

Define Creativity.

The development of original ideas that make a socially-recognized contribution.

Define Divergent Thinking.

Reframing the problem in a unique way and generating different approaches to the issue.

Define Employee Involvement.

Refers to the degree to which employees influence how their work is organized and carried out.