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65 Cards in this Set
- Front
- Back
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Behavioral Sciences
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-The field that seeks knowledge of all aspects of behaviors in organizational settings by the use of the scientific method
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Scientific Management
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-An early approach to management and organizational behavior emphasizing the importance of designing jobs as efficiently as possible
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Time-and-Motion Study
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-A type of applied research designed to classify and streamline the individual movements needed to perform a job so as to find the "one best way" to perform it
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Human Relations Movement
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-A perspective on organizational behavior that rejects the primarily economic orientation of scientific management and instead recognizes the importance of social processes in work settings
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Classical Organizational Theory
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-An early approach to the study of management that focused on the most efficient way of structuring organizations
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Bureaucracy
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-An organizational design developed by Max Weber that attempts to make organizations operate efficiently through clear hierarchy of authority in which people perform well-defined jobs
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Theory X
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-A traditional philosophy of management suggesting that most people are lazy, irresponsible, and work hard only when forced to do so
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Theory Y
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-A philosophy of management suggesting that under the right circumstances, people are fully capable of working productively and accepting responsibility for their work
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Contingency Approach
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-A perspective suggesting that organizational behavior is affected by many interacting factors. How someone will behave is said to be contingent on many different variables at once.
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Open Systems
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-Self-sustaining systems that transform input from the external environment into output, which the system then returns to the environment.
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Globalization
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-The process of interconnecting the world's people regarding the cultural, economic, political, technological, and environmental aspects of their lives
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MultiNational Enterprises (MNE's)
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-Organizations with significant operations spread throughout various nations but headquartered in a single nation
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Expatriates (Expats)
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-People who are citizens of one country but who live and work in another
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Culture
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-The set of values, customs, and beliefs people have in common with other members of a social unit. (ex: a nation)
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Repatriation
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-The process of readjusting to one's own culture after spending time away from it
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Contingent Workforce
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-People hired temporarily by organizations to work as needed for finite periods of time
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Attribution
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-The process through which individuals attemot to determine the causes behind other's behavior
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Kelley's theory of Causal Attribution
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-The approach suggesting that people will believe others' actions to be caused by internal or external factors based on three types of information: consensus, consistency, and distinctiveness
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Consensus
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-In Kelley's theory of casual attribution, information regarding the extent to which other people behave in the same manner as the person who we're judging.
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Consistency
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-In Kelley's theory of causal attribution, information regarding the extent to which the person who we're judging acts the same way at other times.
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Distinctiveness
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-In Kelley's theory of causal attribution, information regarding the extent to which a person behaves in the same manner in other contexts.
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Fundamental Attribution error
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-The tendency to attribute others' actions to internal causes (ex: their traits) while largely ignoring external factors
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Halo Effect
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-The tendency for our overall impressions of others to affect objective evaluations of their specific traits such as perceiving high correlations between characteristics that may be unrelated
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Similar-to-Me effect
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-The tendency for people to perceive in a positive light others who they believe are similar to themselves in any of several different ways
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First-Impression error
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-The tendency to base judgements of others on our earlier impressions of them
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Selective Perception
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-The tendency to focus on some aspects of the environment and to ignore others
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Stereotype
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-Beliefs that all members of specific groups share similar traits and are prone to behave in the same way
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Impression Management
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-Efforts by individuals to improve how they appear to others
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Learning
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-A relatively permanent change in the behavior resulting from experience
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Operant Conditioning
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-The form of learning in which people associate the consequences of their actions with the actions themselves. Behaviors with positive consequences are acquired; behaviors with negative consequences are eliminated
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Law of Effect
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-The tendency for behaviors leading to desirable consequences to be strengthened and for behaviors leading to undesirable consequences to be weakened
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Positive Reinforcement
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-The process through which people learn to perform behavior that leads to the presentation of desired outcomes
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Negative Reinforcement
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-The prcoess through which people learn to perform acts that lead to the removal of undesired events
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Punishment
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-Decreasing undesirable behavior by folliwing it with undesirable consequences
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Extinction
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-The process through which responses that are no longer reinforced tend to gradually diminish in strength
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Continuous Reinforcement
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-A schedule of reinforcement in which all desired behaviors are reinforced
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Partial Reinforcement
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-A schedule of reinforcement in which only some desired behaviors are reinforced. Types include fixed interval, variable interval, fixed ration, and variable ratio
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Observational Learning
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-The form of learning in which people acquire new behaviors by systematically observing the rewards and punishments given to others
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360-degree feedback
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-The practice of collecting performance feedback from multiple sources at various organizational levels
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Personality
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-The unique and relatively stable pattern of behaviors, thoughts, and emotions shown by an individual
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Reliability
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-The extent to which a test yields consistent scores on various occasions
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Validity
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-The extent to which a test actually measures what it claims to measure (its accuracy)
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Conscientousness
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-The extent to which individuals are hardworking, organized, dependable, and persevering versus lazy, disorganized, and unreliable
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Openness to Experience
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-The extent to which individuals are creative, curious, and cultured versus practical and with narrow interests
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Emotional Stability
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-The degree to which individuals are insecure, anxious, depressed, and emotional versus calm, self-confident, and secure
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Extraversion
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-The degree to which individuals are gregarious, assertive, and sociable versus being reserved, timid, and quiet
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Agreeableness
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-The extent to which individuals are cooperative and warm versus cold and belligerent
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Positive Affectivity
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-The tendency to experience positive moods and feelings in many setting and under many different condtitions
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Negative Affectivity
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-The tendency to experience negative moods in many settings and under many different conditions
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Type A behavior
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-A pattern of behavior involving high levels of competitiveness, time urgency, and irritability
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Type B behavior
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-A pattern of behavior characterized by a casual, laid-back style
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Self-Efficacy
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-An individual's beliefs concerning his or her ability to perform specific tasks successfully
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Self-Monitoring
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-A personality trait involving the extent to which individuals adapt their behavior to specific situations, primarily to make the best possible impression on others
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Machiavellianism
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-A personality trait involving a willingness to manipulate other's for ones own purposes
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Achievement Motivation
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-The strength of an individual's desire to excel, to suceed at difficult tasks, and to do them better than others
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Cognitive Intelligence
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-The ability to understand complex ideas, adapt effectively to the environment, learn from experience, engage in various forms of reasoning, and overcome obstacles by careful thought
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Practical Intelligence
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-Adeptness at solving the practical problems of everyday life
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Tacit Knowledge
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-Knowledge about how to get things done
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Emotional Intelligence
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-A cluster of skills, relating to the emotional side of life (Ex: the ability to recognize and regulate our own emotions, to influence those of others, to self-motivate)
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Interactionist Perspective
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-The view that behavior is a result of a complex interplay between personality and situational factors
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Benchmarking
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-The process of comparing one's own products or services with the best from one's competitors
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Hypothesis
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-Logically derived testable statements about the relationships between variables that follow from a theory
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Perception
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The process through which people select, organize, and interpret information
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Transfer of Training
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-The degree to which skills learned during training sessions may be applied to performance of one's job
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Paradigm
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-A set of rules and regulations that establish the boundaries of a territory and tell us how to act within the boundaries to be successful
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