Chapter 4 Flashcards
states
dynamic conditions of a person evident in what he or she thinks, feels, or acts
ethics
set of principles or standards that differentiate right from wrong
What are ethical and unethical behaviour influenced y?
individual attributes and by the organizational context in which the individual works
level of moral development
state or level of a person’s moral reasoning
describe the three levels of moral development from least developed to most developed
Preconventional: “What’s in it for me?”–what is being rewarded/punished
Conventional: “What is everyone else doing?”–societal norms or external standards
Post-conventional: “What are the relevant principles?” (Kant’s principles)
moral point of view
framework of values we use to develop our internally consistent and logically justified principles and standards of right and wrong
moral point of view influences what
our ethical decision making
consequentialist theory
considers the consequences of an action when determining what is ethical
beneficial outcomes: ethical
harmful outcomes: unethical
utilitarianism
moral philosophy that holds that ethical managers strive to produce “the greatest good for the greatest number”–utility= benefits-costs
egoism
moral philosophy based on “what benefits me the most”
-utility depends on consequences for individual decision maker
conventional OB follows what moral point of view
consequentialist where “good” means wealth or money
–to maximize wealth, embrace individualism
what does sustainable OB draw from (theory)
virtue theory
-purpose is to maximize happiness by practising virtues (good ways of acting that are noble or have value regardless of consequences) in the community
What are some virtues of sustainable OB
welfare of others
balance/sustain centrism
sustaincentrism
perspective promoting balance between human and ecological concerns in organizational endeavours
ethical climate
describes the informal shared perceptions of what are appropriate practices and procedures
an ethical climate can promote these things
egoism, benevolence (concern for others), or principles (laws and policies)
when an ethical climate promotes ___, unethical behaviour can arise
egoism
ethical culture
formal and informal systems aimed at influencing the ethical behaviour of org members
code of ethics
formal written statement of an organization’s primary values and the ethical rules it expects its members to follow
What is the conventional approach to ethics
- identify and punish unethical behaviour (fairly)
- deter unethical behaviour with threat of punishment
What is the sustainable approach to ethics
- deter unethical behavior through promotion of positive behavior
- promotes broader set of ethical behaviours for multiple stakeholders
teleopathy
an addiction to the unbalanced pursuit of a single goal
attitudes
summary evaluations of a particular object or person
ABC framework
attitudes consist of affect (how you feel about it), behavioural intentions (what you plan to do) and cognitions (what you think about it)
job satisfaction affects ______
performance, but effect varies based on importance of job to person
job involvement
the extent to which a person thinks about, is immersed in, and is concerned about his or her job
Where does workplace commitment originate from?
- Attitudes (affective commitments–I want to)
- Obligations (normative commitments–i ought to)
- Limited alternatives (continuance commitments–I have to)
organizational commitment
can lower turnover and increase productivity
What kind of commitment is the best/leads to most motivated individuals?
affective commitment
perceptions
subjective interpretations we give to information and messages we reveive from sensory inputs
What influences perceptions
the way perceiver categorizes “target actor” and way target actor behaves
person’s perceptions related to interpreting behaviour=
attributions
impression management
actor’s active attempt to limit or influence the information that the perceiver receives
What are some perceptual errors or biases (6)
- representativeness
- anchoring and adjustment
- halo/horn effects
- availability
- selective perception
- fundamental attribution error
cognitive dissonance
uncomfortable mental state we experience if a current perception, belief, or behaviour conflicts with a past perception, deeply held belief or previous behaviour
emotional labour
display and management of appropriate emotion as part of fulfilling job responsibilities
emotional intelligence
innate or developed capability to recognize, manage, and excercise emotions in relationships
What are the 4 components of emotional intelligence
self-awareness, self-management, social awareness, relationship management
What are some ways to detoxify work situations? (5)
focused listening, create breathing room, buffer the pain, remove the problem, transform the problem
def. perception error/bias where you assess something based on its similarity to a typical person or experience instead of on the unique characteristics of the current situation
representativeness
def. perception error/bias where you failing to sufficiently adjust judgment from an initial impression, even if the face of contrary evidence
anchoring and adjustment
def. perception error/bias where you use one piece of known information (good or bad) to influence general perceptions
halo/horn effects
def. perception error/bias where you rely on memorable information (dramatic or recent) to make judgments
availability
def. perception error/bias where you screen out information that contradicts an existing perception
selective perception
def. perception error/bias where you attribute the source of another’s behaviour or performance to personal factors instead of to the situation itself
fundamental attribution error
