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71 Cards in this Set
- Front
- Back
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What are Values?
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A broad tendency to prefer certain states of affairs over others. Values do not predict behavior in psecific situations.
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What is Power Distance? |
The power between managers and subordinates.
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What is Uncertainty Avoidance?
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When people do not like ambiguous situations where they do not know the final outcome
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What are Attitudes?
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The result from the belief and values someone has. Your attitude contributes to the way you behave.
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What is Job Satisfaction?
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How you feel about your job.
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What determines Job Satisfaction?
Discrepancy |
The difference between the outcome that is wanted and the outcome that is perceived |
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What determines Job Satisfaction?
Fairness - Distributive fairness |
Working hard and getting the short end of the stick. (Equity Theory) Fairness occurs when people receive the outcomes they think they deserve from their job.
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What determines Job Satisfaction?
Fairness - Procedural Fairness |
The procedures and the way we work (are we being communicated clearly or are they just giving me bonuses without giving the info) is reasonable with the compensation we receive.
IT is determined by how outcomes are decided and allocated. |
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What determines Job Satisfaction?
Fairness - Interactional Fairness |
People are communicated with about their compensation and their work while informing them about the outcome.
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What is Disposition?
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People have predisposed feelings about work and changes or fairness may not change how one feels about work. It's built into them.
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What is a Mood?
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Less intense, long-lived. Can influence the way we do our job.
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What is an Emotion?
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Very intense, short lived. ex. Anger, frustration
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What is Emotional Contagion and Regulation?
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How emotions can spread amongst co-workers.
A job can ask you to always jittery and upbeat whereas another job ask you to surpress your emotions. |
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Key Contribution for Job Satisfaction
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Mentally Challenging Work, Potential Career Opportunities, Adequate Compensation and PEople
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Consequences of Job Satisfaction
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Absence from Work, Turnover and Performance
Performance(being satisfied does not result to better performance, you can be lucky or just smart) OCB, Organzational Citizenship Behaviour Customer satisfaction |
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OCB
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Voluntary, not included in the job description. The behavior and how the person portrays himself
Spontaneous, something that wasn't asked or ordered. Being a good citizen at work. Doing things that help the company become more effective. |
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What is Organizational Commitment?
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The linkage between employee and company.
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What is Affective commitment?
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People want to stay within the organization. THey choose and want to be there
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What is Continuance Commitment?
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People think they have to stay in the company.
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What is Normative Commitment?
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PEople think they should stay in the company. IT will benefit them long term. They feel obliged.
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What is Motivation? (4 charateristics)
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putting the effort toward a goal.
effort,direction,persistence and goal. |
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What is Instrinsic and Extrinsic motivation
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Comes from within, autonomous motivation is self driven.
Comes from the environment/external. |
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What is controlled motivation
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Extrinsic motivation, it is controlled by something other than you.
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What is SDT: Self Determination Thoery ?
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Intrinsic and extrinsic factors are used in SDT to explain what motivates people whether it's controlled or autonomous.
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Does Performance and MOtivavtion have a relationship?
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Not a perfect one, you can be very motivated and no perform well. Performance has many different variables like general cognitive ability that can help performance.
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What is General Cognitive Ability?
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General Cognitive Ability refers to how people process and keep information. MAnage and manipulate data in your head
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What is Emotional Intelligence?
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THe ability to manage your own feelings and emotions. Involves emphathy, trying to understand how other people feel.
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What is the Expectancy Theory?
What is First and second level outcomes? |
A process theory that states that motivation comes from the outcome you expect in your role. Similar around different culture.
First level: Organization Second Level: what's better for you. |
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What is Expectancy?
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The probability that a first-level outcome can be achieved.
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What is instrumentality?
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The probability that a particular first-level outcome will be followed by a second level outcome. IF you work well and get good numbers, you'll get a better bonus. Ex. a raise or bonus.
(I can get it if I do it) |
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What is Valence?
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The expected value of work outcomes to the extent to which they are attractive or unattractive.
The valence is the probability that you can get the raise/bonus. It is the perceived value of the reward. |
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What is Equity Theory?
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A process theory that states that motivation stems from comparing themselves to another person doing the same job. ex. I'm getting paid the same as someone else who has a BCOM and I have a masters.
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What is Goal Setting Theory?
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Setting specific and reasonable goals to committed employees.
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What makes Goals motivational? (4)
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Specific, Challenging, Committed and Feedback
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Potential Cultural implications to Goal setting?
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SOme cultures value different theories. Some cutltures look short term, other look long term.
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What kind of motivation is Money?
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Extrinsic motivation
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What kind of motivation is the Job?
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Intrinsic Motivation
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What is Task Identity?
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Looking at the job process from start to finish
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What is Task Significance?
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The impact your work does on others
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What is skill variety?
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Doing different roles and jobs that ask for a variety of skills.
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What is autonomy?
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The freedom in one's schedule
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What is Feedback?
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information about the effectiveness of one's work performance
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What is poor diagnosis?
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Job enlargement, giving people more work with no real compensation
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What is LAck of Desire or Skill?
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Some people have no desire to be better at what they do.
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What is Demand for Rewards?
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Some employees will demand for more rewards such as pay.
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What is Union Resistance?
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ttt
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What is Supervisory Resistance?
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When you feel like you know more than your manager and think that you can do what you want.
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What is MBO (Management by Objective)
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When you have a sit down with the manager and seek ways to enhance your skills and create goals that you hope to achieve at the year end. (TD)
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What are some problems with MBO?
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Lack of commitment, if employees don't achieve goals, it could be less motivating, overemphasis on short term goals.
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ALternative working Schedules
What is Flex Time? |
Flex time is when start and finish times are flexible.
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What is Compressed Week?
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Working more during a day but working less days.
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What is Job and Work Sharing?
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Sharing the job with someone else, cutting the work in two. Work Sharing is when you don't lay off people, instead you just give 2 people the role and they do not have to work all day.
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What is Telecommunting?
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Working from home but still being able to speak to employees and stay in touch with the office with communication technology.
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What is a group?
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Two or more people working together.
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What is an informal group?
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People come together naturally but they are not put together to fulfill a goal/objective.
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What are the stages of group development?
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Forming, Storming, Norming, Performing and Adjourning.
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What is Forming?
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Testing the waters, meeting group members.
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What is Storming?
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Conflicts emerge and problems occur.
Potential leaders arise. |
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What is Norming?
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PRoblems are resolved and they develop social consensus. Compromise is necessary.
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What is Performing?
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With its social
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Do all groups go through the 5 stages?
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They know each other, their company may have guidelines on how the group has to operate so they might not have to go through forming/storming/norming.
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What is Adjourning?
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The lifespan of the group. Most groups end up breaking up and not communicating again.
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What is Punctuated Equilibrium?
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Phase 1. The first meeting, this is where we meet for the first time. Not a lot is being done in the beggining. It's the midpoint transition where groups either go upward or downward. This is where we see if people will be more successful or less successful.Phase 2. Performance phase where we make it to the finally deadline. |
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The group structure and its consequences
Diversity and cohesion |
More diverse is less cohesive at the beggining but over time cohesion improves as the barriers break down.
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The group structure and its consequences
Cohesion and large groups. |
Large groups, less impact for some people, communication will suffer because there's too many people
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What is Additive Tasks?
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Working together, work by each individual is dependant on the sum.
Overall is the sum of the parts |
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What is disjunctive tasks?
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There is a leader that does most of the work. the success is dependant on the best member in the group.
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What is conjunctive tasks?
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It is dependant on the weakest link. The weakest link will always have to touch the process and will slow down the process. Ex. Assembly line, one duster and 5 strong workers.
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What are GRoup Norms?
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Social expectations that are known by everyone in the group.
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IS Group Cohesiveness is good?
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Not always good, depends on what they are cohesive about. Group cohesiveness is good if it's aligned with the goal of the organization.
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What is social loafing?
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When you have people who do not do anything.
Free riding and sucker-effect. Free riding -> you don't do anything and you just go for the ride. Sucker-Effect -> You aren't going to work if no one else works. |
