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stupid mgmt > 2303 final > Flashcards

2303 final Flashcards

1
Q

What are the five basic personality dimensions?

A

Extraversion - talkative, sociable, passionate, assertive
Agreeableness - kind, cooperative, helpful, warm
Conscientiousness - organized, ambitious, hardworking
Emotional Stability (neuroticism) - nervous, moody, emotional, insecure
Openness to Experience - curious, imaginative, creative, complex

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2
Q

What are cultural values?

A

Shared beliefs about desirable end states or modes of conduct in a given culture
- cultural values provide societies with their own distinctive personalities

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3
Q

What is an individualistic culture?

A

Loosely knit social framework in which people take care of themselves and their immediate family
i.e. Canada, The Netherlands, France

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4
Q

What is a collectivist culture?

A

Tight social framework in which people take care of members of a broader in-group and act loyally to it
i.e. Indonesia, China, West Africa

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5
Q

What is low power distance?

A

Culture prefers that power be distributed uniformly where possible, in a more egalitarian fashion
i.e. Canada, Germany, The Netherlands

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6
Q

What is high power distance?

A

Culture accepts the fact that power is usually distributed unequally within organizations
i.e. Russia, China

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7
Q

What is masculine culture?

A

Culture values stereotypically male traits such as assertiveness and the acquisition of money and things

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8
Q

What is feminine culture?

A

Culture values stereotypically female traits such as caring for others and caring about quality of life

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9
Q

What is short-term orientation?

A

Culture stresses values that are more past- and present-oriented, such as respect for tradition and fulfilling obligations
i.e. Canada, Russia

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10
Q

What is long-term orientation?

A

Culture stresses values that are more future-oriented, such as persistence, prudence, and thrift
i.e. China, Japan

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11
Q

What is low uncertainty avoidance?

A

Culture tolerates uncertain and ambiguous situations and values unusual ideas and behaviors
i.e. Canada, The Netherlands

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12
Q

What is high uncertainty avoidance?

A

Culture feels threatened by uncertain and ambiguous situations and relies on formal rules to create stability

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13
Q

__ ability consists of verbal, quantitative, reasoning, spatial, and perceptual traits

A

Cognitive

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14
Q

__ ability consists of self-awareness and other awareness, emotional regulation, and use of emotions

A

Emotional

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15
Q

__ consists of strength, stamina, flexibility and coordination, psychomotor, and sensory

A

Physical

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16
Q

What is emotional intelligence?

A

Capabilities related to the management and use of emotions when interacting with others

  • sometimes labeled EQ or EI
  • This is especially vital in jobs that require a lot of emotional labor
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17
Q

What is self-awareness vs. other awareness?

A

Self-awareness: the ability of an individual to understand the types of emotions they are experiencing, the willingness to to acknowledge them, and the capability to express them accurately

Other awareness: the ability of an individual to recognize and understand the emotions that other individuals are feeling

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18
Q

__ refers to the ability to quickly recover from emotional experiences and control one’s feelings

A

Emotional Regulation

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19
Q

__ is the ability to harness emotions and use them to improve their chances of being successful in a given area

A

Use of Emotions

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20
Q

What is job satisfaction?

A

A pleasurable emotional state resulting from the appraisal of one’s job or job experiences
- Based on both cognition (calculated opinions of your job) and affect (emotional reactions to your job)

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21
Q

What is learning?

A

Permanent changes in an employee’s knowledge or skill that result from experience
- this has an impact on process of decision

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22
Q

Employees learn 2 types of knowledge:

A

1) Explicit - easy to communicate and teach

2) Tacit - more difficult to communicate; gained with experience

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23
Q

Employees learn through __ and __

A

Reinforcement; Social learning theory

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24
Q

__ processes are when learners focus on the critical behaviors exhibited by the model

A

Attentional

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25
Q

__ processes are when learners must remember the behaviors of the model once the model is no longer present

A

Retention

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26
Q

__ processes are when learners must have the appropriate skill set and be able to reproduce the behavior

A

Production

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27
Q

__ is when learners must view the model receiving reinforcement for the behavior and then receive it himself or herself

A

Reinforcement

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28
Q

What are methods of learning?

A

Some people learn differently, as a function of the goals and activities that they prioritize

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29
Q

What are the common reasons for making bad decisions?

A
  • Limited information
  • Faulty perceptions
  • Faulty attributions
  • Escalation of commitment
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30
Q

What is anchoring bias?

A

Fixate on initial information

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31
Q

What is confirmation bias?

A

Seek to reaffirm past choices

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32
Q

What is availability bias?

A

Information that is easy to find and dramatic i.e. airline crashes

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33
Q

What is overconfidence bias?

A

Tendency to think we know more than we do

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34
Q

What are the 3 trust drivers?

A

1) Disposition
2) Cognition
3) Affect

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35
Q

What are ethics?

A

The degree to which the behaviors of an authority are in accordance with generally accepted moral norms

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36
Q

What are Kohlberg’s levels of moral development?

A
  • Preconventional level: concern for self
  • Conventional level: consideration of laws and norms
  • Principled level: adherence to internal moral code
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37
Q

Conscientiousness has a __ effect on Performance. Conscientious employees have __ levels of Task Performance. They are also more likely to engage in __ behavior

A

Moderate positive; higher; Citizenship (less likely to engage in counterproductive behavior)

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38
Q

Conscientiousness has a __ effect on Commitment. Conscientious employees have higher levels of __ commitment and __ commitment

A

Moderate positive; affective; normative

- conscientiousness has no effect on continuance commitment

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39
Q

__ refers to the structures and propensities inside people that explain their characteristic patterns of thought, emotion, and behavior

A

Personality

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40
Q

__ are defined as recurring regularities or trends in people’s responses to their environment

A

Traits

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41
Q

Conscientious employees prioritize __ striving, agreeable people prioritize __ striving, and extraverted people prioritize __ string

A

Accomplishment - strong desire to accomplish task-related goals;
Communion - strong desire to obtain acceptance in personal relationships;
Status - strong desire to obtain power and influence within a social structure

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42
Q

What is positive affectivity?

A

A dispositional tendency to experience pleasant, engaging moods such as enthusiasm, excitement, and elation.
aka the tendency to experience positive moods across situations

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43
Q

What is negative affectivity?

A

A dispositional tendency to experience unpleasant moods such as hostility, nervousness, and annoyance.
aka the tendency to experience negative moods

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44
Q

What is differential exposure?

A

Neurotic people are more likely to appraise day-to-day situations as stressful (and therefore feel like they are exposed to stressors more frequently)

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45
Q

What is differential reactivity?

A

Neurotic people are less likely to believe they can cope with the stressors that they experience

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46
Q

What is locus of control?

A

Reflects whether people attribute the causes of events to themselves or to the external environment.
- they tend to hold an EXTERNAL locus of control meaning that they think events occur around them by luck, chance, or fate

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47
Q

What is the key driver of creative thought?

A

Combination of cognitive ability and openness to experience

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48
Q

__ is defined as the shared values, beliefs, motives, identities, and interpretations that result from common experiences of members of a society and are transmitted across generations

A

Culture

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49
Q

What is the main purpose of Project GLOBE?

A

To examine the impact of culture on the effectiveness of various leader attributes, behaviors, and practices

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50
Q

What is ethnocentrism?

A

A propensity to view one’s own culture values as “right” and those of other cultures as “wrong”

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51
Q

__ tests ask applicants about their attitudes toward dishonesty, beliefs about the frequency of dishonesty, etc. __ tests do not reference dishonesty explicitly but instead assess more general personality traits that are associated with dishonest acts

A

Clear purpose; veiled purpose

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52
Q

What is gender egalitarianism (Project GLOBE)?

A

The culture promotes gender equality and minimizes role differences between men and women

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53
Q

What is assertiveness (Project GLOBE)?

A

The culture values assertiveness, confrontation, and aggressiveness in social relationships

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54
Q

What is future orientation (Project GLOBE)?

A

The culture engages in planning and investment in the future while delaying individual/collective gratification

55
Q

What is performance orientation (Project GLOBE)?

A

The culture encourages and rewards members for excellence and performance improvements

56
Q

What is humane orientation ((Project GLOBE)?

A

The culture encourages and rewards members for being generous, caring, kind, fair, and altruistic

57
Q

What is value-percept theory?

A

Job satisfaction depends on whether you PERCEIVE that your job supplies the things that you VALUE

58
Q

Satisfaction with __ is the single strongest driver of overall job satisfaction, with __ satisfaction and __ satisfaction also being strong drivers

A

The work itself;

supervision; coworker

59
Q

__ reflects the degree to which work tasks are viewed as something that “counts” in the employee’s system of philosophies and beliefs

A

Meaningfulness of work
- trivial tasks tend to be less satisfying than tasks that make employees feel like they’re contributing in a meaningful way

60
Q

__ captures the degree to which employees feel that they’re key drivers of the quality of the unit’s work

A

Responsibility for outcomes

61
Q

__ reflects the extend to which employees know how well (or how poorly) they’re doing

A

Knowledge of results

- many employees work in jobs where they never find our about their mistakes

62
Q

What is job characteristics theory?

A

Argues that 5 core job characteristics (variety, identity, significance, autonomy, and feedback) “VISAF” result in high levels of the 3 psychological states, making work tasks more satisfying

63
Q

When a job has high __, employees can point to something and say “there, I did that.” The transformation from inputs to finished product is very visible, and the employee feels a distinct sense of beginning and closure

A

Identity

64
Q

__ is the degree to which the job provides freedom, independence, and discretion to the individual performing the work

A

Autonomy

65
Q

__ is the degree to which the job requires a number of different activities that involve a number of different skills and talents

A

Variety

66
Q

__ is the degree to which the job has a substantial impact on the lives o other people. The belief that this job REALLY MATTERS

A

Significance

67
Q

__ is the degree to which carrying out the activities required by the job provides employees with clear information about how well they’re performing. Feedback directly from the job, as opposed to coworkers / supervisors

A

Feedback

68
Q

__ is where duties and responsibilities associated with a job are expanded to provide more variety, identity, autonomy, etc. Research suggests that this can boost job satisfaction levels

A

Job enrichment

69
Q

__ is where employees can shape, mold, redefine their jobs in a proactive way. i.e. altering the boundaries of their jobs by switching certain tasks

A

Job crafting

70
Q

Moods can be categorized in 2 ways: __ and __

A

Pleasantness; activation

71
Q

__ is where the workplace events can generate affective reactions- reactions that can go on to influence work attitudes and behaviors

A

Affective events theory

72
Q

__ is the need to manage emotions to complete jobs successfully i.e. flight attendants are trained to “put on a happy face” in front of passengers

A

Emotional labor

73
Q

Research on __ shows that one person can “catch” or “be infected by” the emotions of another person

A

Emotional contagion

74
Q

Job satisfaction is correlated moderately with citizenship behavior. What is citizenship behavior?

A

Satisfied employees engage in more frequent “extra mile” behaviors to help their coworkers and their organization. Positive feelings increase their desire to interact with others and often result in spontaneous acts of helping and other instances of good citizenship

75
Q

__ commitment is emotion-based, as in the desire to remain a member of an organization due to an emotional attachment. __ commitment is cost-based, as in the desire to remain a member of an organization because you need to (money). __ commitment is obligation-based, as in the desire to remain due to a feeling of obligation

A

Affective (I’d miss my coworkers); Continuance (my salary and benefits get us a nice house); Normative (my boss has invested so much time in me and training me)

76
Q

__ is the degree to which employees feel a sense of happiness with their lives

A

Life satisfaction; people feel better about their lives when they feel better about their jobs

77
Q

__ reflects the perceived fairness of an authority’s decision making

A

Justice

78
Q

What is disposition-based (trust)?

A

Your personality traits include a general propensity to trust others

79
Q

What is cognition-based (trust)?

A

Rooted in a rational assessment of the authority’s trustworthiness

80
Q

What is affect-based (trust)?

A

It depends on feelings toward the authority that go beyond any rational assessment

81
Q

__ is a general expectation that the words, promises, and statements of individuals and groups can be relied upon

A

Trust propensity

82
Q

__ is defined as the skills, competencies, and areas of expertise that enable an authority to be successful in some specific area

A

Ability

83
Q

__ is defined as the perception that the authority adheres to a set of values and principles that the trustor finds acceptable

A

Integrity

- a sense that authorities keep their promises and do what they say they will do

84
Q

__ reflects the perceived fairness of decision-making OUTCOMES

A

Distributive justice

85
Q

__ reflects the perceive fairness of decision-making PROCESSES

A

Procedural justice

86
Q

__ reflects the perceived fairness of the treatment received by employees from authorities

A

Interpersonal justice

- whether authorities treat employees in a dignified and sincere manner

87
Q

__ reflects the perceived fairness of the communications provided to employees from authorities

A

Informational justice

88
Q

What does the four-component model of ethical decision making state?

A

Argues that ethical behaviors result from a multistage sequence beginning with moral awareness, continuing on to moral judgment, then to moral intent, and ultimately to ethical behavior

89
Q

What does the four-component model of ethical decision making state?

A

Argues that ethical behaviors result from a multistage sequence beginning with moral awareness (1), continuing on to moral judgment (2), then to moral intent (3), and ultimately to ethical behavior

90
Q

__ captures the degree to which an issue has ethical urgency

A

Moral intensity

- an issue is high in moral intensity if the potential for harm is perceived to be high

91
Q

__ captures the degree to which people chronically perceive and consider issues of morality during their experiences

A

Moral attentiveness

92
Q

__ reflects the process people use to determine whether a particular course of action is ethical or not

A

Moral judgment

93
Q

What is cognitive moral development (kohlberg’s theory)?

A

Argues that as people age and mature, they move through various stages of moral development- each more mature and sophisticated than the prior one

94
Q

According to Kohlberg, people begin their moral development at the __ stage; and as people mature, their moral judgment reaches the __ stage

A

Preconventional; conventional

95
Q

According to Kohlberg, people begin their moral development at the __ stage; and as people mature, their moral judgment reaches the __ stage

A

Preconventional (viewed in terms of consequences); conventional (viewed in terms of family and friends expectations)

96
Q

What is Utilitarianism (consequentialist)?

A

An act is morally right if it results in the GREATEST AMOUNT OF GOOD for the GREATEST NUMBER OF PEOPLE

97
Q

What is Egoism?

A

An act is morally right if the decision maker freely decides to pursue either SHORT-TERM OR LONG-TERM INTERESTS

98
Q

What are Ethics of Duties (nonconsequentialist)?

A

An act is morally right if it fulfills the “categorical imperative” - an unambiguously explicit set of 3 CRUCIAL MAXIMS:

1) the act should be performable by everyone with no harm to society
2) the act should respect human dignity
3) the act should be endorsable by others

99
Q

What are Ethics of Rights?

A

An act is morally right if it respects the natural rights of others i.e. right to life, liberty, justice, expression, association, consent, privacy, and education

100
Q

What are Virtue Ethics?

A

An act is morally right if it allows the decision maker to lead a “GOOD LIFE” by adhering to virtues like wisdom, honesty, courage, friendship, mercy, loyalty, modesty, and patience (Aristotle)

101
Q

What is moral intent?

A

Reflects an authority’s degree of commitment to the moral course of action
i.e. many unethical people know and understand what they’re doing is wrong but choose to do it anyway

102
Q

What is moral identity?

A

The degree to which a person self-identifies as a moral person
i.e. we may define it by what we do, where we come from, family status etc.

103
Q

How do organizations become more trustworthy?

A

By emphasizing corporate social responsibility, a perspective that acknowledges that the responsibilities of a business encompass the economic, legal, ethical, and citizenship expectations of society

104
Q

Trust has a __ relationship with job performance and a __ relationship with organizational commitment

A

Moderate positive;

strong positive

105
Q

What is decision making?

A

Refers to the process of generating and choosing from a set of alternatives to solve a problem

106
Q

__ is the information that’s relatively easily communicated and a large part of what companies teach during training sessions

A

Explicit knowledge

i.e. reading a textbook

107
Q

__ is what employees can typically learn ONLY through experience. It is not easily communicated but could be the most important aspect of what we learn in organizations

A

Tacit knowledge

108
Q

There are 4 specific consequences typically used by organizations to modify employe behavior, known as the __

A

Contingencies of reinforcement

109
Q

__ occurs when a positive outcome follows a desired behavior. It is the most common type of reinforcement

A

Positive reinforcement i.e. increased pay, promotions, praise from manager

110
Q

__ ocurs when an unwanted outcome is removed following a desired behavior

A

Negative reinforcement i.e. performed a task for the specific reason of not getting yelled at

111
Q

__ occurs when there is the removal of a consequence following an unwanted behavior

A

Extinction

112
Q

__ is the simplest schedule and happens when a specific consequence follows each and every occurrence of a desired behavior

A

Continuous reinforcement

113
Q

__ is probably the most common form of reinforcement schedule. Workers are rewarded after a certain amount of time, and the length of time between reinforcement periods stays the same

A

Fixed interval schedule i.e. getting a paycheck

114
Q

__ are designed to reinforce behavior are more random points in time. i.e. Supervisor walking around at random points every day

A

Variable interval schedule

115
Q

__ reinforce behaviors after a certain number of them have been exhibited

A

Fixed ratio schedule

i.e. manufacturing plant with piece-rate pay systems where workers are paid according to the # of items they produce

116
Q

__ reward people after a varying number of exhibited behaviors

A

Variable ratio schedule

i.e. Salespeople are often compensated based on commission because they receive extra pay every time they sell an item

117
Q

What is social learning theory?

A

People in organizations have the ability to learn through the observation of others

118
Q

When employees observe the actions of others, learn from what they observe, and then repeat the observed behavior, they’re engaging in __

A

Behavioral modeling

119
Q

__ is where building competence is deemed more important than demonstrating competence. These people enjoy working on new tasks even if they fail during their early experiences

A

Learning orientation

120
Q

__ focus on demonstrating their competence so that others think favorably of them

A

Performance-prove orientation

121
Q

__ focus on demonstrating their competence so that others will not think poorly of them

A

Performance-avoid orientation

122
Q

__ are decisions that become somewhat automatic because people’s knowledge allows them to recognize and identify a situation and the course of action that needs to be taken

A

Programmed decisions

123
Q

When a situation arises that is new, complex, and not recognized, it calls for a __ on the part of the employee

A

Nonprogrammed decision
i.e. employees have to make sense of their environment, understand the problem, and come up with solutions to overcome them

124
Q

__ offers a step-by-step approach to making decisions that maximize outcomes by examining all available alternatives

A

Rational decision-making model

125
Q

What is bounded rationality?

A

The notion that decision makers simply do not have the ability or resources to process all available information and alternatives to make an optimal decision

126
Q

What is satisficing?

A

When decision makes select the first acceptable alternative considered
(they also tend to come up with alternatives that are straightforward and not that different from what they’re already doing)

127
Q

__ is a false assumption that people make when it comes to other people where they believe that others think, feel, and act the same way they do

A

Projection bias

128
Q

__ holds that people identify themselves by the groups to which they belong and perceive and judge others by their group memberships

A

Social identity theory

i.e. gender, race, religion, scientists / engineers, Americans / French

129
Q

__ are simple, efficient, rules of thumb that allow us to make decisions more easily

A

Heuristics

130
Q

__ is the tendency for people to base their judgments on information that is easier to recall

A

Availability bias

i.e. it’s easier to remember words where R is the first letter as opposed to the third

131
Q

__ argues that people have a tendency to judge others’ behaviors as due to internal factors

A

Fundamental attribution error
i.e. Joe is late for work and you most likely think he has low motivation and poor organizational skills vs. there being an external factor like heavy traffic

132
Q

__ occurs when we attribute our own failures to external factors and our own successes to internal factors

A

Self-serving bias

133
Q

__ refers to the decision to continue to follow a failing course of action

A

Escalation of commitment

134
Q

__ are groups of employees who work together and learn from one another by collaborating over an extended period of time

A

Communities of practice

stupid mgmt (5 decks)

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