ch6,7,8

Question 1

Value theory of job satisfaction / Discrepancy Theory

Answer 1

theory suggests job satisfaction depends primarily on match between outcomes individuals value in their jobs and their perceptions about the availability of such outcomes. The less ppl have of some aspect of the job relative to the amount they desire, the more dissatisfied they will be. Suggests it is important to figure out what employees want.

Question 2

Dispositional model of job satisfaction

Answer 2

conceptualization proposing job satisfaction is a relatively stable disposition of an individual, that is, a characteristics that stays with ppl through situations

Question 3

affirmative action

Answer 3

legislation designed to give employement opportunites to groups historically underrepresented in workforce, such as women and members of minority (global majority) groups

Question 4

inclusion

Answer 4

making ppl feel valued as worthwhie members of the organization

Question 5

affinity groups

Answer 5

informal collections of individuals who share a common identity with respect to such factors as race, ethnicity, or sexual preference

Question 6

Job satisfaction

Answer 6

positive or negative attitudes held by individuals towards their jobs. Dissatisfied employees usually leave, so good to make satisfied employees.

Question 7

social information processing model

Answer 7

ppl adopt attidues and behaviors in keeping with the cues provided by others with whom they come into contact

Question 8

absenteeism

Answer 8

staying away from job when scheduled to work

Question 9

high performance work systems

Answer 9

offer employees opportunities to participate in decision making, provide incentives for them to do so, and emphasize opportunities to develop skils

Question 10

continuance commitment 202

Answer 10

strength of a person’s desire to continue working for an organization because he or she needs to do so and cannot afford to do otherwise

Question 11

normative commitment 202

Answer 11

strength of a person’s desire to continue working for an organization because he or she feels obligations from others to remain there.

Question 12

Affective commitment 203

Answer 12

strength of a person’s desire to work for an organization because he or she regards it positively and agrees with its goals and values

Question 13

Affective commitment is great because 204

Answer 13

• less likely to withdraw

- willing to make sacrifices for orgs.

Question 14

Create a good work environ

Answer 14

Reduce stress, provide opportunities for growth, increase pay, physical environment,

Question 15

gain sharing plans (profit sharing, merit pay)

Answer 15

incentive plans in which employees receive bonuses in proportion to their companies profitability

Question 16

diversity management systems

Answer 16

techniques to systematically teach employees to celebrate differences among ppl

Question 17

attitudes consist of..

Answer 17

cognitive(beliefs), evaluative(feelings) and behavioral component(actions tendency)

Question 18

organizational commitment, causes, consequences..203-204

Answer 18

attitudes towards organization, continuance commitment, affective commitment and normative commitment

Question 19

dissatisfaction will cause workers to potentially withdraw, be absent and quit jobs, what can u do to make it better?

Answer 19

pay ppl fairly, improve quality of supervision, decentralize power, match ppl with jobs that match their interests

Question 20

Prejudice vs discrimination

Answer 20

prejudice is about negative attitudes towards certain groups, while discrimination is treating ppl differently because of the prejudices.

Question 21

whats being done for diversity

Answer 21

diversity management programs going beyond including, and educating about benefits of diversity. research has shown companies whose employees systematically embrace diversity tend to be more profitable than those that allow discrimination to occur

Question 22

goal setting theory

Answer 22

popular theory specifying ppl are motivated to attain goals because doing so makes them feel successful

Question 23

self efficacy

Answer 23

ones belief about having the capacity to perform a task

Question 24

goal commitment

Answer 24

degree to which ppl accept and strive to attain goals

Question 25

job enlargment 236

Answer 25

practice of expanding content of a job to include more variety and a greater number of tasks at the same level

Question 26

job enrichment 237

Answer 26

the practice of giving employees a high degree of control over their work from planning and organization to implementing the jobs and evaluating results.

Question 27

job characteristics model

Answer 27

skill variety, task identity, task significance, autonomy, job feedback.