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68 Cards in this Set
- Front
- Back
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What is the Resource based view argument
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people and OB practices can be rare and inimitable. History & wisdom, decisions, socially complex structures (i.e. organizational culture, trust [work environment] ) is not something that can be copied
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Does OB matter?
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there is no "magic bullet" OB practice
- there is no one thing that in and of itself can increase profitability - ppl are complex and depends on the context of situation |
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What are the four methods of how we know something in OB?
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method of experience
method of intuition method of authority method of science |
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what is method of experience indicate?
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because it's consistent with our experience we know R is true
(not always valid evidence) |
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describe method of intuition
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b/c is "stands to reason" and seems obvious or self evident
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describe method of science
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bc scientific studies have replicated a result using a variety of samples, settings and methods
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under method of science what is evidence based management?
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science should guide management education, much like it does for medical education
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Are the "methods of how we know something" valid?
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they are not always true, but they support Observational Behavior
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what is organization behavior(OB)
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field of study: devoted to understanding, explaining and improving the attitudes and behaviors of individuals and groups in organizations. Its not solely for the profit of the organization. its more for moral of employees. its focused on the general psychology of why things happen.
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what is human resource management (HMR)
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applies OB principles to organizational systems like employee selection and performance appraisal.
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strategic Management
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focuses on the product choices and industry characteristics that affect an organization's profitability
where someone fits |
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what are the primary outcomes studied in OB research
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job performance
organizational commitment |
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what affects job performance and organizational commitment
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individual
group organizational mechanisms |
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what does casual inference require
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1. the two variables are correlated (r)
positive or negative ranging from 0(no relationship) to +or- 1(perfect relationship 2. the presumed cause precedes the presumed effect in time 3. no alternative explanation exists for the r= ruled out all alternate explanations There needs to be a true experiment :random assignment to manipulated conditions |
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casual inference is?
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perceived unfairness
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meta-analysis does?
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takes all the "r's" for a given relatioship and calculates an average r, weighted by sample size
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what are does the number of an r-value mean
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.50=considered strong
.30= moderate .10=weak |
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is money the strongest motivator
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depends its based on the persons situation and values
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preventing conflict will increase productivity (true or false)
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depends on the task at hand and the workers motivation and creativity
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people who are satisfied with one job tend to be satisfied in other jobs
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true personality affects how they view the world
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what is job performance? and what are the three things that its based on
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the value of the set of employee behaviors that contribute either positively or negatively, to organizational goal accomplishment.
1. task performance 2. citizenship behavior 3. counterproductive behavior |
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what is task performance
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behaviors that directly involve in the transformation of resources into the goods or services that the organization produces
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what are the two types of task performance. DESCRIBE
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routine-well known response to demands that are routine and predictable
2. Adaptive- (adaptability) involves response to task demands that are novel, unusual or predictable. |
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What is the MARS model
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4 major factors that exhibit task performance
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what are the 4 major factors that contribute to the MARS model
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motivation
ability role perception situational factors you need all 4 to perform well |
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what are the most common problems with the task performance
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motivation and ability
p=ma |
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how to you increase motivation
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tying rewards to performance
fulfilling psychological needs promoting favorable job attitudes treating people fairly setting goals |
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how do you increase ability
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person job matching
selecting qualified people redesigning the job to match employee ability training |
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how to increase role perception
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communicating the tasks to perform
providing frequent feedback providing clear job description |
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increase situational factors
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diagnosing constraints
problem solving to reduce constraints |
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what are the two types of citizenship behavior
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interpersonal
organization |
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what are the three types of interpersonal citizenship behavior...describe
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helping- assisting coworkers
courtesy- keeping coworkers informed about things that are relevant to them makes their life easier sportmanship- maintaining positive attitude regardless |
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three types of organizational citizenship
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voice-speak up with constructive suggestions.
civic virtue- participation in the companies operations at a deeper then normal level boosterism-representing orgaization in a positive way when out of work |
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What is counterproductive behavior?
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behaviors that intentionally harm organizational goal accomplishment
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What is the primary counterproductive behavior?
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cyberloafing
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what does the economy lose billion of money to each year?
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gambling and porn
ha |
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what are predictors of citizenship and counterproductive behaviors?
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-perceptions of fair & unfair treatment
-affective organizational commitment -job satisfaction -conscientiousness & other personality variables -group norms and the social context |
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what does low integrity show?
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shows an increase in counterproductive behavior
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How do job attitudes affect behavior?
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-Employees tend to reciprocate the benefits they receive (ppl feel internal sense that if someone does something nice for them, they have to return)
-employees also tend to "settle the score" when they are mistreated (feel obligated to reciprocate) |
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What is the relationship between job satisfaction and citizenship behavior?
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people more satisfied (better mood) have more citizenship and are more likely to help
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what are the positive reciprocity norm and negative reciprocity norms that affect of Job attitudes?
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pos: you scratch my back, ill scratch yours
neg: eye for an eye, more likely to withdraw from citizenship behavior |
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What is organizational commitment?
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an employee's desire to remain a member of the organization
(predicts turnover intentions and behaivior) |
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what is withdrawl behavior?
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pyschological & physical actions to avoid the work situation (day dreaming and absenteeism)
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what are the 3 types of commitment?
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affective commitment (want)
continuance commitment (need) normative commitment (ought to) |
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what is affective commitment?
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a desire to remain due to an emotional attachment to and involvement with the organization
*more likely to do citizenship behavior |
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What is continuance commitment?
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a desire to remain because the costs associated with leaving are high (ex. high embeddedness)
- not always a good thingk (ex. golden handcuffs:keeping ppl who dont want to be there) |
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What is normative commitment?
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a desire to remain due to a feeling of obligation (similar to affective)
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In normative commitment why does one feel obliged to stay?
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1) reciprocity
2) values and beliefs ex.if you hire him, then he owes it to the company to do his best |
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What is affective commitment associated with?
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indicates less turnover, more citizenship behavior and greater identification with the organization (becoming one)
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what does affective commitment foster?
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-perceived fairness and trust
-perceived organization support:feeling valued and cared for by the organization -organization comprehension-being connected to events and people and understanding the company & its future |
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what has a big effect on affect commitment?
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when lay offs occur AC goes down
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What affects overall job satisfaction?
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it is a collection of attitudes about specific facets of the job
-supervisor -promotion -co workers -pay and benefits - work itself |
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what is the # 1 driver of job satisfaction?
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work itself
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What do many people assume is the #1 driver of job satisfaction?
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pay & benefits
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what does job satisfaction represent?
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how you feel and what your think about your job
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What are the 4 responses to dissatisfaction (withdrawal)?
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EVLN
Exit Voice Loyalty Neglect |
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What does Exit indication in the response to dissatisfaction?
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-leaving the situation; withdrawal
-quitting, transferring |
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What does Voice indicate in the ELVN response to dissatisfaction?
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-attempt to change the situation
-problem solving, grievances |
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what does Loyalty EVLN response to dissatisfaction indicate?
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-patiently waiting for the situation to improve
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What does Neglect EVLN response to job dissatisfaction indicate?
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-reducing work effort/quality
-increasing absenteeism |
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What are the 4 types of employees?
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Stars
Citizens Lone Wolves Apathetics |
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Describe a STAR employee and do they respond to dissatisfaction
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high commitment and high performance
-role models for other employees -tend to respond to negative events with voice (care abt the place and want to change it since they are prob. on good terms with boss and can change it) |
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Describe a CITIZEN employee and how they respond to dissatisfaction.
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high commitment and low performance
-perform "extra-role" activities that are needed to make the organization function smoothly -tend to respond to negative events with loyalty |
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Describe a LONE WOLF employee and how they respond to dissatisfaction.
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low commitment and high performance
-motivated to achieve goals for themselves not necessarily for their company -tend to respond to negative events with exit |
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Describe APATHETICS and how they respond to dissatisfaction.
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low commitment and performance
-exert the minimum level of effort needed to keep their jobs -tend to respond to negative events with neglect |
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Are happy workers more productive workers?
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higher job satisfaction relates to better task performance, but not strongly (ie. r=0.25)
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why isn't the relationship between job satisfaction and task performance in happy workers stronger?
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-general attitudes are poor predictors of specific behaviors (ie.EVLN suggests multiple responses to dissatisfaction)
-Weak reverse causality effects: Job performance affects satisfaction when performance is rewarded (usually not done well, would see stronger correlation if done well) -job satisfaction has little effect on task-based motivation in jobs with little employee control |
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When does happy workers create more productive workers?
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-when "happy" includes higher job satisfaction, affective commitment, and perceived fairness
-when "productive" includes better task performance, more citizenship behavior and less counterproductive behavior |
