Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
50 Cards in this Set
- Front
- Back
national culture |
beliefs, rituals, rules and customs that characterize the population of a nation |
|
values |
guidelines and beliefs used when person is confronted with a situation where a choice must be made |
|
Organizational culture |
what employees perceive and how this perception creates a pattern of beliefs and values |
|
socialization |
activities by which a person comes to appreciate the values, abilities and behaviors for a new employee into their culture |
|
PO fit |
the extent to which a persons values and personality line up with the culture of an organization |
|
ability |
a persons talent to perform a mental or physical task |
|
tactic knowledge |
work related practical know-how that employees acquire through observation and direct experience on the job |
|
attitude |
mental states of readiness for need arousal |
|
cognition |
what people know about themselves and their environment |
|
cognitive dissonance |
mental state of anxiety that occurs when there is conflict among and individuals conniptions (attitude or belief) after a decision has been made |
|
extroversion |
one of the big 5 personality dimensions; a trait that indicates a persons social behavior |
|
emotional stability |
on of the big 5; ability to be calm, serene relaxed and secure |
|
agreeableness |
one of big 5; tendency to be courteous, forgiving |
|
conscientiousness |
one of big 5; tendency to be dependable, organized |
|
openness to experience |
one of big 5; reflects the extent to which someone is broadminded, creative |
|
locus of control |
specifies a persons belief that he does or does not master his fate |
|
self-efficacy |
persons belief that they can complete a job successfully |
|
emotional intelligence |
ability to manage ones own and others emotions in order to guide ones behavior and achieve goals |
|
perception |
process by which a person gives meaning to environmental stimuli. Involves observing and interpreting information |
|
pygmalion effect |
self fulfilling prophecy that causes a person to behave in a positive manner to meet expectations |
|
golem effect |
self fulfilling prophecy that causes a person to have in a negative manner to meet low expectations |
|
stereotyping |
a translation step in the perceptual process that people use to classify or categorize events, people, or situations |
|
prejudice |
stereotype that doesn't change even when ion disputing to it is presented |
|
halo effect |
in perception it occurs when a person allows one important factor or characteristic to bias his or her view |
|
similar to me errors |
using yourself as a benchmark against which others are judged |
|
attribution theory |
process by which individuals attempt to explain the reasons for events |
|
distinctiveness |
in att theory the degree to which a person behaves similarly in different situations |
|
consistency |
in att theory the degree to which a person engages in the same behaviors at different times |
|
consensus |
in att theory the degree to which other people are engaging in same behavior |
|
internal attribution |
tendency to assume that events are caused by factors within a persons control |
|
external attribution |
events caused by factors outside of a persons control |
|
self serving bias |
take credit for good work and deny responsibility for bad work |
|
impression mgmt |
attempt to influence others perception of you |
|
needs |
deficiencies that an individual experiences |
|
Maslow's Need hiearchy |
1) physiological (food) 2) safety and security (security from threatening events) 3) belongingness, social and love (friendship, interaction) 4) esteem (self-esteem) 5) self actualization ( fulfill oneself by making maximum use of abilities, skills, potential) |
|
job enrichment |
increases motivation by building challenge, responsibility recognition and growth opportunities into a persons job |
|
expectancy theory |
theory of motivation that suggests employees are more likely to be motivated when they perceive their efforts will result in successful performance (pay raise, promotion) |
|
equity theory |
explains how peoples perceptions of how fairly they are treated in social exchanges at work |
|
psychological contract breach |
employee perception that organization fails to fulfill unwritten exchane agreement |
|
job design |
process of specifying tasks, duties of job |
|
QWL |
mgmt philosophy and practice that enhance employee dignity, introduce cultural change, and provide opportunities for growth and development |
|
job satisfaction |
feelings, beliefs and attitudes that employees have about their jobs |
|
job range |
number of operations that a job occupant performs to complete a task |
|
job depth |
amount of control an individual has to change surrounding environment |
|
job enlargement/rotation |
making job not as specific/ performing several boring tasks instead of just one |
|
job enrichment |
factors that meet individuals needs for psychological growth( responsibility, job challenge, achievement) |
|
Total quality mgmt |
an organization culture that is dedicated to continuous improvement and production of high quality products and services |
|
benchmarking |
organizations monitor and adapt the best practice of their competitors |
|
six sigma |
quality standard that specifies no more than 3.4 defects per million opportunities |
|
job performance |
set of employee work related behaviors designed to accomplish organizational goals |