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Management > chapter 11 > Flashcards

chapter 11 Flashcards

1
Q

leading

A

motivating, directing, and influencing people to work hard to achieve the orgs goals

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2
Q

personality

A

stable psychological traits and behavioral attributes that give a person their identity

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3
Q

extraversion

A

Big Five personality dimension
how outgoing, talkative, sociable, and assertive a person is

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4
Q

agreeableness

A

Big Five personality dimension
how trusting, good natured, cooperative, and soft hearted someone is

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5
Q

conscientiousness

A

Big Five personality dimension
how dependable, responsible, achievement oriented, and persistent someone is

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6
Q

emotional stability

A

Big Five personality dimension
how relaxed, secure, and unworried a person is

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7
Q

openness to experience

A

Big Five personality dimension
how intellectual, imaginative, curious, and broad minded someone is

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8
Q

core self evaluation (CSE)

A

broad personality trait comprising four positive individual traits

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9
Q

self efficacy

A

core self evaluation (CSE)
belief in personal ability to do a task
“I can do this task”
- complex jobs enhance self efficacy
- boring jobs decrease self efficacy

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10
Q

generalized self efficacy

A

belief in ones general ability to perform across different situations

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11
Q

learned helplessness

A

low generalized self efficacy can foster this
debilitating lack of faith in your ability to control your environment

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12
Q

self esteem

A

“i like myself”
extent to which people like or dislike themselves, overall self evaluation
high se = handle failure better, be egotistical, less depressed
low se = dependent on others and infl by them

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13
Q

locus of control

A

“i am the captain of my fate”
how much people believe they control their fate through their own efforts

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14
Q

internal locus of control

A

control your own destiny
- resilience, personal adaptability, openness to chamge, proactive learning orientation
- less anxiety, greater work motivation, better leaders

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15
Q

external locus of control

A

external forces control you

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16
Q

emotional stability

A

“im fairly secure when working under pressure”
feel secure and unworried and how likely they are to experience negative emotions under pressure
- low levels of emotional stab = anxiety

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17
Q

emotional intelligence

A

ability to monitor yours and other feelings and use this info to guide thinking and actions

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18
Q

self awareness

A

read your own emotions and know your mood

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19
Q

self managmenet

A

control emotions and act with honesty and integrity in reliable and adaptable ways. can leave bad moods outside the office

20
Q

social awareness

A

empathy, allows to show others that you care. understand how emotions and actions affect other

21
Q

relationship management

A

communicate clearly and convincingly, disarm conflicts, build strong personal bonds

22
Q

org behavior

A

field dedicated to better understand and manage people at work
explain and predict workplace behavior

23
Q

values

A

global
abstract ideals that guide thinking and behavior across variety of situations

24
Q

attitude

A

specific
learned predisposition toward a given object

25
Q

affective component of an attitude

A

feelings or emotions one has about a situation
“I et so frustrated when given the runaround like this”

26
Q

cognitive component of an attitude

A

beliefs and knowledge one has about a situation
“this company doesnt know how to take care of customers”

27
Q

behavioral component of an attitude

A

how one intends or expects to behave toward a situation
“ill never call this company again”

28
Q

positive approach

A

willingness to accept developmental feedback, to try and suggest new ideas, and maintain a positive attitude at work

29
Q

cognitive dissonance

A

psychological discomfort a person experiences between their cognitive attitude and incompatible behavior

30
Q

behavior

A

actions and judgements

31
Q

perception

A

process of interpreting and understanding ones environment
influenced by personality, values, viewpoints

32
Q

steroetyping

A

generalization we made about a person bc they belong to one or more specific identity groups
those sorts of people are pretty much the same
- gender
- race
- religion
- age

33
Q

implicit bias

A

attitudes or beliefs that affect our understanding, actions, and decisions in an unconscious manner

34
Q

explicit bias

A

attitudes or beliefs that affect our understanding, actions, and decisions in a conscious manner
- intentional racism, sexism

35
Q

halo effect aka horn and halo effect

A

form an impressions of an individual based on a single trait

36
Q

recency effect

A

remember recent info better than earlier info

37
Q

casual attributions

A

activity of inferring causes for observed behavior
cause and effect explanations favor oneself and not others

38
Q

fundamental attribution bias

A

attribute others behaviors and outcomes to their personal characterstics rather than environmental influences

39
Q

self serving bias

A

take more personal responsibility for our successes than for our failures

40
Q

self fulfilling prophecy

A

aka pygmalion, peoples expectations of themselves or others lead them to behave in ways that make those expectations come true

41
Q

employee engagement

A

mental state in which a person performing a work activity is fully immersed in the activity feeling full of energy and enthusiasm for the work
- highly engaged employees - higher customer satisfaction, loyalty, increased productivity, and greater profitability
- high employee engagement = job satisfaction, creativity, productivity, profitability, customer satisfaction
- high employee engagement != high absenteeism and turnover

42
Q

increase employee engagement by

A
  • designing meaningful work
  • improving supervisor-employee relations
  • provide learning and development opportunities
  • reduce stressor
43
Q

job satisfaction

A

extent to which you feel positive or negative about various aspects of your work
how much do you like or dislike your job?
- work
- pay
- promotions
- co workers
- supervision

44
Q

organizational commitment

A

extent to which an employee identifies with an org and is committed to its goals
? how much do you identify with your org?

45
Q

organizational citizenship behaviors (OCB’s)

A

employee behaviors that are not directly part of employees job descriptions – exceed their work role requirement
- conscientiousness (working hard)
- sportsmanship
- civic virtue (working for good of org)
- courtesy (respecting coworkers)
- altruism (helping others)

46
Q

functional turnover

A

employee departure is beneficial to the org

47
Q

dysfunctional turnover

A

turnover that is costly and negative for the org

Management (16 decks)

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