Orgabev Midterm

Front 1

Organization

Back 1

Social unit composed of 2 or more people working towards a common set of goals

Front 2

Behavior

Back 2

The way one conducts oneself, especially towards others

Front 3

Management Roles

Back 3

Planning, Leading, Organizing, Controlling

Front 4

Contributing Fields to OB (5)

Back 4

Sociology, Anthropology, Social Psychology, Political Science, Psychology

Front 5

Personal Characteristics (4)

Back 5

Age, Gender, Marital Status, Tenure

Front 6

Ability

Back 6

An individuals capacity to perform the various tasks in a job

Front 7

Types of Ability (2)

Back 7

Physical ability, intellectual ability

Front 8

Foundations of Organizational Behavior (3)

Back 8

Personal Characteristics, Ability, Learning

Front 9

Types of Learning

Back 9

Classical Conditioning

Operant conditioning

Social Learning

Front 10

Values

Back 10

Basic convictions that specific mode of conduct is personally or socially preferable to an opposite mode of conduct

Front 11

Values

Back 11

Basic convictions that specific mode of conduct is personally or socially preferable to an opposite mode of conduct

Front 12

Value system

Back 12

Hierarchy based on ranking of an individual’s values in terms of their intensity

Front 13

Cultural Dimensions Theory by Hofstede (6)

Back 13

Power distance (high or low)

Individualism vs. Collectivism

Uncertainty Avoidance (high or low)

Masculinity vs. Femininity

Long term vs. Short term

Indulgence vs. Self restraint

Hint 13

Front 14

Attitudes

Back 14

Evaluative statements of judgements concerning objects

Front 15

Components of Attitude (3)

Back 15

Cognitive component

Affective component

Behavioral component

Front 16

Personality

Back 16

The sum total ways in which an individual reacts and interacts with others

Front 17

Personality Determinants (3)

Back 17

Heredity

Environment

Situation

Hint 17

Front 18

Personality Attributes (6)

Back 18

Locus of control

Machiavellianism

Self-esteem

Self-monitoring

Risk taking

Type A

Front 19

Myers Briggs Type Indicator

Back 19

A personality test that taps four characteristics and classifies people into 16 personality types

Front 20

Types of emotions (6)

Back 20

Emotions

Affect

Mood

Felt emotions

Displayed emotions

Emotional labor

Hint 20

Front 21

Dimension of emotions (4)

Back 21

Variety

Intensity

Frequency

Duration

Front 22

6 universal Emotions

Back 22

Happiness

Surprise

Fear

Sadness

Anger

Disgust

Front 23

Emotional intelligence

Back 23

Assortment of non-cognitive skills, capabilities, and competencies that influence a persons ability to succeed in coping with environmental demands and pressures

Front 24

5 dimensions of Emotional Intelligence

Back 24

Self awareness

Self management

Self motivation

Empathy

Social skills

Front 25

Job Fit

Back 25

Extent to which an individual’s ability matches the requirements of the job

Front 26

Motivation

Back 26

Process that accounts for an individual’s intensity, direction, and persistence of effort toward attaining a goal

Front 27

6 Motivation theories

Back 27

Maslow’s hierarchy of needs

Theory X and Y

Two factor (motivation-hygiene) theory

McClelland’s Theory of needs

Goal setting theory

Reinforcement theory

Front 28

Maslow’s hierarchy of Needs

Back 28

Motivation theory developed by Abraham Maslow where he explains that every human being exists a hierarchy of needs

Front 29

Maslow’s hierarchy of Needs

Back 29

Motivation theory developed by Abraham Maslow where he explains that every human being exists a hierarchy of needs

Hint 29

Front 30

The 5 needs according to Maslow’s hierarchy

Back 30

Physiological

Safety

Social

Esteem

Self-actualization

Front 31

Theory X and Y

Back 31

Theory developed by Douglas McGregor that suggests two views on individuals

Front 32

Theory X and Y

Back 32

Theory developed by Douglas McGregor that suggests two views on individuals

Front 33

Theory X

Back 33

Type under motivation theory X and Y wherein employees dislike work, lazy, dislike responsibility and needs to be coerced

Front 34

Theory Y

Back 34

Type of motivational Theory X and Y wherein employees like work, creative, seek responsibility, and can exercise self-direction

Front 35

Two factor (Motivation-hygiene) theory

Back 35

Henry proposed by Fredrick Hazerberg that suggests two views on individuals

Front 36

Two views of the two factor Theory by Harzberg

Back 36

Hygiene (extrinsic) - factors that when adequate in a job prevent dissatisfaction e.g. company policy

Motivators (intrinsic) - factors that when emphasized promotes satisfaction e.g. personal growth

Front 37

McClelland’s Theory of Needs

Back 37

Motivation theory composed of achievement, power and affiliation

Front 38

McClelland’s Theory of Needs

Back 38

Motivation theory composed of achievement, power and affiliation

Front 39

3 needs according to McClelland

Back 39

Achievement (N ach)

Power (N pow)

Affiliation (N aff)

Front 40

Goal setting theory

Back 40

Motivation theory wherein specific reasonably difficult goals with feedback lead to high performance

Front 41

Goal setting theory

Back 41

Motivation theory wherein specific reasonably difficult goals with feedback lead to high performance

Front 42

Reinforcement Theory

Back 42

Motivation theory that proposes that reinforcement conditions behavior

Front 43

Goal setting theory

Back 43

Motivation theory wherein specific reasonably difficult goals with feedback lead to high performance

Front 44

Reinforcement Theory

Back 44

Motivation theory that proposes that reinforcement conditions behavior

Front 45

Push and Pull factors

Back 45

Refers to a perspective in geography that helps the migration of people

Front 46

Goal setting theory

Back 46

Motivation theory wherein specific reasonably difficult goals with feedback lead to high performance

Front 47

Reinforcement Theory

Back 47

Motivation theory that proposes that reinforcement conditions behavior

Front 48

Push and Pull factors

Back 48

Refers to a perspective in geography that helps the migration of people

Front 49

Job Satisfaction

Back 49

A general attitude towards ones job, the difference between the amount of rewards workers receive and the amount they believe they should receive

Front 50

Perception

Back 50

A process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment

Front 51

Perception

Back 51

A process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment

Front 52

Situations affecting perception (3)

Back 52

Time

Work setting

Social setting

Front 53

Perception

Back 53

A process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment

Front 54

Situations affecting perception (3)

Back 54

Time

Work setting

Social setting

Front 55

Factors affecting the perceiver (5)

Back 55

Attitudes

Motives

Interests

Experience

Expectations

Front 56

Perception

Back 56

A process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment

Front 57

Situations affecting perception (3)

Back 57

Time

Work setting

Social setting

Front 58

Factors affecting the perceiver (5) is

Back 58

Attitudes

Motives

Interests

Experience

Expectations

Front 59

Factors affecting a target of perception (6)

Back 59

Novelty

Motion

Sounds

Size

Background

Proximity

Hint 59

Front 60

Perception Theories (7)

Back 60

Attribution theory

Self-serving bias

Selective perception

Halo Effect

Contrasts effects

Projection

Stereotyping

Hint 60

Front 61

Perception Theories (7)

Back 61

Attribution theory

Self-serving bias

Selective perception

Halo Effect

Contrasts effects

Projection

Stereotyping

Hint 61

Front 62

Problem

Back 62

Discrepancy between a current state and a desired state

Front 63

Perception Theories (7)

Back 63

Attribution theory

Self-serving bias

Selective perception

Halo Effect

Contrasts effects

Projection

Stereotyping

Hint 63

Front 64

Problem

Back 64

Discrepancy between a current state and a desired state

Front 65

Decisions

Back 65

Choices made from two or more alternatives

Front 66

Perception Theories (7)

Back 66

Attribution theory

Self-serving bias

Selective perception

Halo Effect

Contrasts effects

Projection

Stereotyping

Hint 66

Front 67

Problem

Back 67

Discrepancy between a current state and a desired state

Front 68

Decisions

Back 68

Choices made from two or more alternatives

Front 69

2 decision making approaches

Back 69

Intuition

Bounded reality

Front 70

Rational Decision Making model (6 steps)

Back 70

Define the problem

Identify the criteria

Allocate weights to the criteria

Develop alternatives

Evaluate alternatives

Select the best alternative