Management Organizational Behavior Exam 1

Front 1

What is Organizational Behavior?

Back 1

An interdisciplinary field dedicated to better understanding and managing people at work.

Front 2

Why Study OB

Back 2

To interact more effectively with others in organizations.

Front 3

S= A x M x O

Back 3

Sucess= Ability x Motivation x Opportunity

Front 4

What are the four Layers of Diversity

Back 4

1. Personality
2. Internal Dimensions (age, gender, race, ethnicity, etc…)
3. External Dimensions ( Geographic Location, Income, Personal Habits)
4. Organizational Dimensions (work location, seniority, functional level)

Front 5

Affirmative Action

Back 5

artificial intervention aimed at giving management a chance to correct an imbalance, an injustice, and/or outright discrimination. Never required to hire under qualified people.

Front 6

Managing Diversity

Back 6

enables all people to perform up to their maximum potential.

Front 7

What is underemployment?

Back 7

Occurs when a job requires less than a person’s full potential as determined by his or her formal education, training or skills.

Front 8

Glass Ceiling

Back 8

Invisible barrier blocking women and minorities from top management positions.

Front 9

Four ways to break glass ceiling

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1. Consistently exceeding performance expectations.
2. Developing a style with which male managers are comfortable.
3. Seeking out difficult or challenging assignments.
4. Having influential mentors.

Front 10

Social Categorization Theory

Back 10

Similarity leads to linking and attraction. Work group members are more pos inclined toward their group and the people within it if fellow group members are similar rather than dissimilar to ones self.

Front 11

Decision Making Theory

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Diversity leads to better task-relevant processes and decision making.

Front 12

What do managers do?

Back 12

1. Clarifies goals and objectives.
2. Encourages participation.
3. Plans and organizes
4. Has technical and administrative expertise.

Front 13

Secret Ingredients to being a successful Manager what does S= A x M x O stand before

Back 13

Fill In

Front 14

Espoused Values

Back 14

stated values and norms that are preferred by an organization.

Front 15

Enacted Values

Back 15

are the values and norms that actually are exhibited or converted into employee behavior.

Front 16

Four Functions of Organizational Culture

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1. Organizational Identity (Why I want to be a member of the organization)
2. Collective Commitment (Facilitate Employees to be committed to the organizational mission).
3. Social System Stability (The work environment is perceived as positive and reinforcing; conflict and change are effectively managed)
4. Sense-Making Device (Why the organization does what it does and how it intends to accomplish its long-term goals).

Front 17

4 Developmental networks associated with mentoring

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Receptive, Traditional, Opportunistic, Entrepreneurial

Front 18

Mentoring and its functions

Back 18

Career Functions
- Sponsorship, Exposure and Visibility, Coaching, Challenging Assignments, Protection
and
Psychological Functions
• Role Modeling, Acceptance and Confirmation, Counseling, Friendship

Front 19

Self-Esteem

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A belief about ones own worth based on an overall self-evaluation. Positive correlation between experience and self esteem

Front 20

Is a person’s belief about his or her chances of successfully accomplishing a specific task.
Similar to confidence, but efficacy is more specific

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Self-Efficacy

Front 21

Self Monitoring

Back 21

Observing one’s own behavior and adapting it to the situation. High self-monitoring is related to job success. Don't overdue high SM

Front 22

Big Five personality and its application (Remember OCEAN)

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1. Openness to experience (creative)- related to creative performance
2. Conscientiousness (hardworking) – related to job performance
3. Agreeable (warmhearted) -
4. Extraversion (sociable) – related to promotion salary
5. Neuroticism/Emotional stability (disimpassioned)

Front 23

Predictive validity

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can personality predict performance?

Front 24

Construct validity

Back 24

Whether personality tests can measure what is supposed to be measured.
Faking is a big threat

Front 25

What are the differences between internal LOC and external LOC?

Back 25

External Locus of Control – one’s life outcomes attributed to environmental factors such as luck or fate.

Internal Locus of Control – belief that one controls key events and consequences in ones life.

Internals Enjoy…
Greater work motivation
Stronger effort-performance expectations
Higher performance
More job satisfaction
Higher salaries and more promotions
Less Anxiety

Front 26

emotional intelligence

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High Emotional Intelligence is effectively keeping ones emotions under control

Front 27

Terminal Values

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desired end-states or life goals

Front 28

Instrumental Values

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the way in which you get to the goals or the methods you use.
KEY- Instrumental values direct us in determining how we should behave in the pursuit of our goal.

Front 29

Intrapersonal Value Conflict

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I want to be honest by reporting company financials accurately; My coworker values a bonus that would come from reporting booked income early.

Front 30

Interpersonal Value Conflict

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I want to be healthy by exercising regularly; I want to advance my career by working hard and be involved in my children’s life.

Front 31

Individual-Organization Value Conflict

Back 31

I want to be healthy; My organization values smoking.

Front 32

Attitude - Affective component

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the feelings or emotions about an object or situation.

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Attitude - Cognitive component

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beliefs or ideas one has about an object or situation.

Front 34

Attitude - Behavioral component

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how one intends to act toward someone or something.

Front 35

Why does organizational commitment matter?

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Because positive job satisfaction relates to positive organizational commitment which leads to positive job performance and less employee turnover.

Front 36

Three components of organizational commitment Affective Commitment

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The employee’s emotional attachment to, identification with, and involvement in the org.

Front 37

Three components of OC
Continuance Commitment

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Awareness of the costs associated with leaving the organization

Front 38

Three components of OC
Normative Commitment

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A feeling of obligation to continue employment.

Front 39

Withdrawal Cognition

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overall thoughts and feelings about quitting a job.

Front 40

Organizational Citizenship Behavior

Back 40

consists of employee behaviors that are beyond the call of duty.

Front 41

in this phase of the socialization process, the employee tries to reconcile unmet expectations and make sense of the new work environment.

Back 41

Encounter Phase

Front 42

People from _________ cultures give priority to individual freedom and choice

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Individualistic

Front 43

A ________ perception of time is most prevalent in North American culture

Back 43

monochronic

Front 44

The number of different people an individual is networked with and the various social system from which the networked relationships stem reflect the ___________.

Back 44

diversity of developmental relationships

Front 45

The most important source of self efficacy beliefs is ________.

Back 45

Prior Experience

Front 46

___________ is a goal incongruent emotion.

Back 46

Sadness

Front 47

___________ conflicts occurs when two individuals disagree as a result of their unique combinations of instrumental and terminal values.

Back 47

Interpersonal Value