Reading...
Play button
Play button
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;
113 Cards in this Set
- Front
- Back
|
A collection of people who work together to achieve individual and organizational goals?
|
Organization
|
|
|
The study of factors that affect how individuals and groups act in organizations and how organizations respond to their environment?
|
Organizational Behavior
|
|
|
Two or more poeple who interact to acheive their goals?
|
Group
|
|
|
A group in which members work together intensively to achieve a common group goal?
|
Team
|
|
|
Three levels of analysis in Organizational Behavoir?
|
Individual
Group Organizational |
|
|
A person who supervises the activities of one or more employees?
|
Manager
|
|
|
High-Ranking executives who plan a company's strategy so that the company can achieve its goals?
|
Top-Management Team
|
|
|
The ability of an organization to achieve its goals?
|
Organizational Effectiveness
|
|
|
Process of planning, organizing, leading, and controlling and organizations human, financial, material, and other resources to increase effectiveness?
|
Management
|
|
|
Deciding how best to allocate and use resources to achieve organizational goals?
|
Planning
|
|
|
Four Functions of Management?
|
Planning
Organizing Leading Controlling |
|
|
Establishing a structure of relationships that diectates how members of an organization work together to achieve organizational goals?
|
Organizing
|
|
|
Encouraging and coordinating individuals and groups so that all organizational members are working to achieve organizational goals?
|
Leading
|
|
|
Groupds of employees who are given the authority and responsiblity to manage many different aspects of their own organizational behavior?
|
Self-Managed Teams
|
|
|
monitoring and evaluating individual, group, and organizational performance to see whether organizational goals are being achieved?
|
Controlling
|
|
|
A set of behaviors or tasks a person is expected to perform because of the posistion he or she holds in a group of organization?
|
Role
|
|
|
An ability to act in a way that allows a person to perform well in his or her role?
|
Skill
|
|
|
The ability to analyze and diagnose a situation and to distinguish between cause and effect?
|
Conseptual Skills
|
|
|
The ablilty to understand, work with, lead, and control the behavior of other people and groups?
|
Human Skills
|
|
|
Job-Specific knowlege and techniques?
|
Technical Skills
|
|
|
Organizations that take in resources from their external environment and convert or transform them into goods and services tat are sent back to their environments where cusomers buy them?
|
Open System
|
|
|
A rule or routine an employee follows to perform some task in the most effective way?
|
Organizational Procedure
|
|
|
The set of values of beliefs that a society considers important and the norms of behavior that are approved or sanctioned in that society?
|
National Culture
|
|
|
The values, belies, and moral rules that managers and wmployees should use to analyze or interpret a situationand then decide what is the right or appropriat way to behave?
|
Ethics
|
|
|
The condition of being happy, healthy, and prosperous?
|
Well-Being
|
|
|
An organizatio's obligations toward people or groups that are directly affected by its actions?
|
Social responsibility
|
|
|
Differences resulting from age, gender, race, ethnicity, religion, sexual orientation, and socioeconomic background?
|
Diversity
|
|
|
The people who work for a company overseas and are responsible for developing relatiohips with organizations in countries around the globe?
|
Expatriate Employees
|
|
|
The process of givin employees throughout an organiztion the authority to make important decisions and to be responsible for their outcomes?
|
Empowerment
|
|
|
People employed for temporary periods by an organization and who receive no benefits such as health insurance or pensions?
|
Contingent workers
|
|
|
The process of employing people and groups outside the organization, or other organizations, to perform specigic jobs or types of work activities that used to be performed by the organization itself?
|
Outsourcing
|
|
|
The pattern of reltively enduring ways that a person feels, thinks, and behaves?
|
Personality
|
|
|
Biological heritage, genetic makeup?
|
Nature
|
|
|
Life Experiences?
|
Nurture
|
|
|
The idea that an organization attracts and selects individuals with similar personalities and loses individuals with other types of personalities?
|
Attraction-Selection-Attrition Framework
|
|
|
The big five dimensions of personality?
|
Neuroticism
Extraversion Openness Conscientiousness Agreeableness |
|
|
A specific component of personality?
|
Trait
|
|
|
The tendency to experience positive emotional states and feel good about oneself and the world around one; also called positive affectivity?
|
Extraversion
|
|
|
The tendency to experience negative emotional states and view oneself and the world around one negatively; also called negative affectivity?
|
Neuroticism
|
|
|
The tendency to get along well with others?
|
Agreeableness
|
|
|
The extent to which a person is careful, scrupulous, and perserving?
|
Conscientiousness
|
|
|
The extent to which a person is original, had broad interests, and is willing to take risks?
|
Openness to experience
|
|
|
Describes peopole who believe that fate, lick or outside forces are responsible for what heppends to them?
|
External Locus of Control
|
|
|
Describes people who believe that ablility, effort or their own actions determine what happens to them?
|
Internal locus of Control
|
|
|
The extent to which people try to control the way they present themselves to others?
|
Self-Monitoring
|
|
|
A person who has an intense desire to achieve, it extremely competitive, and has a strong sense of urgency. Personality?
|
Type A
|
|
|
A person who tends to be easygoing and relaxed? Personality?
|
Type B
|
|
|
The desire to establish and maintain good relations with others?
|
Need for Affiliation
|
|
|
The desire to exert emotional and behavioral control or influence over others?
|
Need for power
|
|
|
The mental or physical capacity to do something?
|
Ability
|
|
|
Types of congantive ability?
|
Verbal, Numerical, Reasoning, Deductive, ability to remember, spatial ability, perceptual ability
|
|
|
The ability to understand and manage one's own feelings and emotioins and the feelings and emotions of other people?
|
Emotional Intelligence
|
|
|
One's personal convictions about what one should strive for in life and how one should behave?
|
Values
|
|
|
An employee's personal convictions about what outcomes one should expect from work and how one should behave at work?
|
Work Values
|
|
|
Wrlk values that are related to the nature of work itself?
|
Intrinsic Work Values
|
|
|
Work values that are related to the consequesnces of work?
|
Extrinsic work values
|
|
|
One's personal convictions about what is right and wrong?
|
Ethical Values
|
|
|
values that dictate that decisions should be made so that the decisions produce the greatest good for the greatest number of people?
|
Utilitarian values
|
|
|
Values that deictate that decisions should be made in ways that protect the fundamental rights and privileges of people affected by the decisions?
|
Moral Rights Values
|
|
|
Three components of work attitudes?
|
Affective component
Cognitive component Behavioral component |
|
|
Determinants of Job Satisfaction?
|
Personality
Values Social Influence Work Situation |
|
|
Behavior that is not required bt is necessary for organizational survival and effectiveness?
|
Organizational citizenship behavior
|
|
|
The commitment that exists when employees are happy to be members of an organization, believe in and feel good about the organization and what it stands for, are attached to the organization, and intend to do what is good for the organization?
|
Affective commitment
|
|
|
The commitment that exists when it is very clostly for employees to leave and organization?
|
Continuance Commitment
|
|
|
The process by which individuals select, organize, and interpret the input from their senses?
|
Perception
|
|
|
Perceptions that are as close as possible to the true nature of the target of perception?
|
Accurate Perceptions
|
|
|
An abstract knowledge structire that is stored in memory and makes possible the organization and interpretation of infomation about a target of perception?
|
Schema
|
|
|
A set of overly simplified and often inaccurate beliefs about the typical charactersitics of a particular group?
|
Stereotype
|
|
|
The need, values, and desires of a perceiver at the rime of perception?
|
Perceiver's motivational state
|
|
|
A systematic tendency to use or interpret information in a way that results in inaccurate perceptions?
|
Bias
|
|
|
The biased perception that results when the first information that a perceiver has about a target has an inordinately large influence on the perceiver's perception of the target?
|
Primacy effect
|
|
|
The Biased perception that results when perceptions of a target person are distorted by the perceiver's perception of others?
|
Contrast Effect
|
|
|
The biased perception that results when the perceiver's general impression of a target distorts his or her perception of the target on specific dimesnsions?
|
Halo Effect
|
|
|
The biased perception that results when knowing a target's standing on a predictor of performance influences the perceiver's perception of the targer?
|
Knowlege-of-predictor Bias
|
|
|
A prediction that comes true because a perceiver expects it to come true?
|
Self-Fulfilling Prophecy
|
|
|
An explanation of the cause of behavior?
|
Attribution
|
|
|
A group of theories that describe how people explain the causes of behavior?
|
Attribution theory
|
|
|
An attribution that assigns the cause of behavior to some characteristic of the targer?
|
Internal Attribution
|
|
|
An attribution that assigns the cause of behavior to outside forces?
|
External Attribution
|
|
|
The tendency to overattribute behavior to internal rather thatn to external causes?
|
Fundamental attribution error
|
|
|
Requestoing or forcing an employee to perform sezual favors in order to receive some opportunity, or to avoid negative consequences?
|
Quid pro quo sexual harassment
|
|
|
Creating or maintaining a work environment that is offensive, intimidating, or hostile because of a person's sex?
|
hostile work environment
|
|
|
Learning that takes place when the learner recognizes the connection between a behavior and its consequences?
|
Operant Conditioning
|
|
|
The process by which the probability that a desired behavior will occure in increased by applying consequences that depend upon the behavior?
|
Reinforcement
|
|
|
The lessening of indesired behavior by removing the source of reinforcement?
|
Extinction
|
|
|
5 steps in organizational behavior modification?
|
ID
Measure Analyze Intervene Evaluate |
|
|
A learning thory that takes into account the fact that thoughts, feelings, and the social environment influence learning?
|
Social cognitive theory
|
|
|
Learning that accures when one person learns a bahavior by watching another person perform the behavior?
|
Vicarious learning
|
|
|
A person's belief about his or her ability to perform a particular behavior successfully?
|
Self-Efficacy
|
|
|
5 steps of the creative process
|
Recognition of a problem
Gathering Info Creat Ideas Selection of ideas Implementation |
|
|
Behavior that is performed for its own sake?
|
Intrinsically motivated work behavior
|
|
|
Behavior that is performed to acquire material or social rewards or to avoid punishment?
|
Extrinsically Motivated work behavior
|
|
|
A group of content theories about work motivation that focuses on employees' needs as the sources of motivation?
|
Need Theory
|
|
|
Maslow's Hierarchy of Needs?
|
Physiological Needs
Safety Needs Belongingness Needs Esteem Needs Self-Actualization Needs |
|
|
Alderfer's ERG Theory?
|
Existence needs
Relatedness needs Growth needs |
|
|
A process theory about work motivation that focuses on how employees make choices among alternative behaviors and levels of effort?
|
Expectancy Theory
|
|
|
In expectancy theory, the desirabililty of an outcome to an individual?
|
Valence
|
|
|
In expectancy theory, a perception about the extent to which performance of one or more behaviors will lead to the attainment of a particular outcome?
|
Instrumentality
|
|
|
A process theory about work motivation that focuses on employees' perceptions of the fairness of their work outcomes and inputs?
|
Equity Theory
|
|
|
The process of linking specific jobs and deciding what techniques, equipment, and procedures should be used to perform a task?
|
Job Design
|
|
|
A set of principles and practices designed to increase the perfrmance of individual employees by stressing job simplification and specialization?
|
Scientific Management
|
|
|
Studies that reveal exactly how long it takes to perform a task and the best way to perfrom it?
|
Time and motion studies
|
|
|
increasing the number of tasks an empoloyee perfroms but keeping all of the tasks at the same level of difficulty and responsibility?
|
Job Enlargment
|
|
|
Increasing an empoloyee's responsibility and control over his or her work?
|
Job enrichment
|
|
|
The degree to which a job allows an employee the freedom and independence to schedule work and decide how to carry it out?
|
Autonomy
|
|
|
5 Core Job Demensions?
|
Skill Variety
Task Identity Task significance Autonomy Feedback |
|
|
A goal-setting process in which a manger meets with his or her supervisor to set goals and evaluate the extent to which previously set goals have been achieved?
|
Management by Objectives
|
|
|
Evaluating performance to encourage employee motivation and performance and to provide information to be used in managerial decision making?
|
Performance Appraisal
|
|
|
Measure that are based on fact?
|
Objective measures
|
|
|
Measures that are based on individual perceptions?
|
Subjective measures
|
|
|
A performance appraisal in which an empoloyee's performance is evaluated by a number of people who are in a position to evaluate the employee's performance such as peers, superiors, subordinates, and customers or clients?
|
360-Degree Appraisal
|
|
|
A plan that bases pay on performance?
|
Merit pay plan
|
|
|
The experience of opportunities or threats that people perceive as important and also perceive they might not be able to handle or deal with effectively?
|
Stress
|
