BA 352 Exam 1 Flashcards
Organizational behavior
field of study devoted to understanding and explaining the attitudes and behaviors or individuals and groups in organizations. focuses on why individuals and groups in organizations act the way they do.
two primary outcomes
job performance and organizational commitment
Individual mechanisms
job satisfaction, stress, motivation, trust, justice, and ethics, learning and decision making
individual characteristics
personality, cultural values, ability
group mechanisms
team characteristics, diversity, team processes and communication, leader power and negotiation, leader styles and behaviors.
theory
collection of assertions, both verbal and symbolic, that specifies how and why variable are related, as well as the conditions in which they should be related
motivation
set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence.
motivation
determines its direction, intensity, and persistence. influenced by intrinsic and extrinsic factors
psychological force ->
effort
expectancy theory
effort -> performance -> outcome
why set goals?
achieve
Alderfer’s ERG theory
existence -> relatedness -> growth
McClelland’s Learned Needs
need for affiliation -> need for power -> need for achieved
Self-efficacy
the belief that a person has the capabilities needed to execute the behaviors required for task success
psychological empowerment
an intrinsic form of motivation derived from belief that one’s work tasks are contributing to some larger purpose.
equity theory
rewards are equitable when a person’s ratio of outcomes to inputs matches those of some relevant comparison other.
task performance defintion
behavior necessary to perform job/task
types of task perf
routine - usual
adaptive - unusual
creative - novel ideas, products. risky
citizenship behavior def
voluntary employee activities by improving overall quality. going extra mile
types of citizenship behavior
organizational - voice, civic virtue, boosterism
interpersonal - helping, courtesy, sportsmanship
counterproductive behavior def
behaviors that intentionally hinder organizational accomplishment.
types of counterproductive behaviors
minor organizational - production deviance (wasting resources)
serious organizational - property deviance (sabotage, theft)
minor interpersonal - political deviance (gossiping)
serious interpersonal - personal aggression (harassment)
knowledge work
cognitive work, applying theoretical and analytical knowledge
service work
provides non tangible goods to customers through direct electronic, verbal, or physical interaction.
MBO
management by objectives
management philosophy that bases an employee’s evaluations on whether the employee achieves specific performance goals.
BARS
behaviorally anchored rating scales
measure performance by directly assessing job performance behaviors.
360 feedback
collecting performance info not just form the supervisor but from anyone else who might have firsthand knowledge about the employee’s performance behaviors.
forced ranking
20% of Fortune 500 companies use Welch’s system
dissatisfaction equation
(V[want] - V[have]) X (V[importance])
Job characteristics theory
Variety (meaningful) Identity (meaningful) Significance (meaningful) Autonomy (responsibility of outcomes) Feedback (knowledge of results)
Variety
skills or talents. simple or repetitive?
Identity
entire piece of work from beginning to end. finish piece of work
Significance
impact or people affected. significant in broader scheme of things.
Autonomy
personal initiative or judgement. independence or freedom.
Feedback
figure out how well you are doing. after finished, know if performed well.
Affective commitment
emotion based.
continuance commitment
cost based
normative commitment
obligation based
embeddedness in continuance
links, fit, sacrifice
four types of employees
stars - high task perf and high org commitment
citizens - low task perf and high org commitment
lone wolves - high task perf and low org comm
apathetics - low task perf and low org comm
Psychological withdrawal
neglect (daydreaming, socializing, looking busy, moonlighting-completing other work, cyberloafing-fun internet)
Physical withdrawal
exit (tardiness, long breaks, missing meetings, absenteeism, quitting)
