Chapter 4 - Social Systems Flashcards
Level of job satisfaction within a group.
“the confidence, enthusiasm, and discipline of a person or group at a particular time” (google).
Morale
Employees’ feelings of being upset because of differences between their actual and desired status levels.
“the fear of being thought of as less than”
Status Anxiety
Role Conflict
Feeling that arises when others have different perceptions or expectations of a person’s role.
The dysfunctional result of competing demands placed on an employer from a variety of employment and non-work roles.
Work-family Conflict
Continuous process of transmitting key elements of an organizations culture to its employees.
Organizational Socialization
Cultural emphasis on placing greatest importance on individual rights and freedoms, loosely knit social networks, and self respect.
Individualism
Reverse Mentoring
The process of having new (or younger) employees share their (tech savvy) skills with more senior managers.
See organizational socialization.
Socialization
Reinforcement
Behavior modification consequence that influences future behavior.
Job Satisfaction
- Set of favorable or unfavorable feelings with which employees view their work.
- Intrinsic job satisfaction is when workers consider only the kind of work they do, the tasks that make up the job.
- Extrinsic job satisfaction is when workers consider the conditions of work, such as their pay, coworkers, and supervisor.
Loss of status, or a level of insufficient status, for a person. Also knowing as losing face
Status Deprivation
Person who serves as a role model to help other employees gain valuable advice on roles to play and behaviors to avoid.
Mentor
Social System
Complex set of human relationships interacting in many ways.
Social Culture
Social environment of human-created beliefs, customs, knowledge, and practices that defines conventional behavior in a society.
A new and clear perception of a phenomenon, or an acquired ability to “see” something clearly, an “ah-ha! moment.”
Insight
Status
Social rank of a person in a group.
Recognition that organization have significant influence on the social system, which must be considered and balanced in all organizational actions.
Social Responsibility
The process of having new (or younger) employees share their (tech savvy) skills with more senior managers.
Reverse Mentoring
Organizational Culture
The values, beliefs, and norms shared by an organization’s members.
Equilibrium
The state existing when there is a dynamic balance between forces supporting and restraining any existing practice.
Unfavorable impact of an action or a change on a system.
Dysfunctional Effect
Statement that identified what business and organization is operating on, the market niches it is trying to service, its customers, and the reasons for its existence.
Mission
Cultural Diversity
Recognition, acknowledgement, and positive use of the rich variety of differences among people at work.
Ratio that compares units of output with units of input.
Productivity
Disagreement over goals to attain or the methods used to accomplish those goals.
Conflict
Status Anxiety
Employees’ feelings of being upset because of differences between their actual and desired status levels.
Role Models
Leaders who serve as examples for their followers.
Systems that engage in exchanges with their environments through their boundaries, receiving input, and providing output.
Open systems
Status systems
Hierarchies of status that define employee rank relative to others in the group.
Pattern of actions expected is a person in activities involving others.
Role
Status symbols
Visible external things that attach to a person or workplace and serve as evidence of social rank.
Productivity
Ratio that compares units of output with units of input.
Unwritten agreement that defines the conditions of each employee’s psychological involvement with the system - what they intend to give to it and receive from it.
Psychological Contract
Counterculture
A subgroup of individuals (within a larger culture) whose values, norms, and behavior are substantially different.
Insight
A new and clear perception of a phenomenon, or an acquired ability to “see” something clearly, an “ah-ha! moment.”
Prejudice
Negative attitudes toward other individuals or groups.
Person who received and accepts advice and examples from a trusted mentor.
Protégé
Negative attitudes toward other individuals or groups.
Prejudice
Biased treatment of other individuals or groups.
Discrimination
Employee attitude of viewing (hard) work as a central live interest and desirable life goal.
Work Ethic
Research-based explanations of how and why people think, feel, and act as they do.
Theories
The state existing when there is a dynamic balance between forces supporting and restraining any existing practice.
Equilibrium
Social environment of human-created beliefs, customs, knowledge, and practices that defines conventional behavior in a society.
Social Culture
Boundary Roles
Positions that require an ability to interact with different groups in order to keep a project successful.
Work-family Conflict
The dysfunctional result of competing demands placed on an employer from a. Variety of employment and non-work roles.
Morale
Level of job satisfaction within a group.
Change
Any alteration occurring in the work environment in which employees must act
Theories
Research-based explanations of how and why people think, feel, and act as they do.
Signature Experiences
Clearly defined and dramatic devices that convey a key element of the firm’s culture and vividly reinforce the values of the organization.
Storytelling
The process of using memorable stores to help forge a culture and communicate key values to employees.
Role
Pattern of actions expected of a person.
(in activities involving others)
Persons born between about 1980-2000, who often have skills and interest in social media and a variety of digital technologies.
Generation Y
The values, beliefs, and norms shared by an organization’s members.
Organizational Culture
Individualism
Cultural emphasis on placing greatest importance on individual rights and freedoms, loosely knit social networks, and self respect.
Feelings and beliefs that largely determine how employees will perceive their environment, commit themselves to intended actions, and ultimately behave.
Attitudes
Organizational Socialization
Continuous process of transmitting key elements of an organizations culture to its employees.
Committee
A group designated and delegated authority with regard to the problem at hand
Set of favorable or unfavorable feelings with which employees view their work.
Job satisfaction
The process of using memorable stores to help forge a culture and communicate key values to employees.
Storytelling
Teams that draw their members from more than one specialty area.
Cross-functional Teams
Expectancy
Strength of belief that work-related effort will result in the successful completion of a task (performance)
Adaptation to the norms and expectations of others without independent thinking.
Conformity
Social Responsibility
Recognition that organization have significant influence on the social system, which must be considered and balanced in all organizational actions.
Clearly defined and dramatic devices that convey a key element of the firm’s culture and vividly reinforce the values of the organization.
Signature Experiences
Norm
Informal group requirement for the behavior of group members.
Complex set of human relationships interacting in many ways.
Social System
Motivation
Strength of the drive toward an action.
Vision
Challenging and crystallized long-range portrait of what the organization and its members can and should be - a possible, and desirable, image of the future.
Culture
The unwritten social rules that shape individual behavior in different cultures.
Dynamic working balance among the interdependent parts of a system.
Social Eauilibrium
A group designated and delegated authority with regard to the problem at hand
Committee
Cross-functional Teams
Teams that draw their members from more than one specialty area.
Strength of belief that work-related effort will result in the successful completion of a task (performance)
Expectancy
Social Eauilibrium
Dynamic working balance among the interdependent parts of a system.
Status Deprivation
Loss of status, or a level of insufficient status, for a person. Also knowing as losing face
Psychological Contract
Unwritten agreement that defines the conditions of each employee’s psychological involvement with the system - what they intend to give to it and receive from it.
The unwritten social rules that shape individual behavior in different cultures.
Culture
Challenging and crystallized long-range portrait of what the organization and its members can and should be - a possible, and desirable, image of the future.
Vision
Strength of the drive toward an action.
Motivation
A subgroup of individuals (within a larger culture) whose values, norms, and behavior are substantially different.
Counterculture
Leaders who serve as examples for their followers.
Role Models
Conformity
Adaptation to the norms and expectations of others without independent thinking.
Feeling that arises when others have different perceptions or expectations of a person’s role.
Role Conflict
Visible external things that attach to a person or workplace and serve as evidence of social rank.
Status symbols
Behavior modification consequence that influences future behavior.
Reinforcement
Philosophy and programs asserting that differences among people need to be recognized, acknowledged, appreciated, and used to collective advantage.
Valuing Diversity
Valuing Diversity
Philosophy and programs asserting that differences among people need to be recognized, acknowledged, appreciated, and used to collective advantage.
Socialization
See organizational socialization.
Discrimination
Biased treatment of other individuals or groups.
Protégé
Person who received and accepts advice and examples from a trusted mentor.
Any alteration occurring in the work environment in which employees must act
Change
Social rank of a person in a group.
Status
Informal group requirement for the behavior of group members.
Norm
Individual’s own view of the word.
Perception
Open systems
Systems that engage in exchanges with their environments through their boundaries, receiving input, and providing output.
Feeling that arises when roles are inadequately defined or are substantially unknown.
Role Ambiguity
Positions that require an ability to interact with different groups in order to keep a project successful.
Boundary Roles
Recognition, acknowledgement, and positive use of the rich variety of differences among people at work.
Cultural Diversity
Leaders who view their roles as caretakers, guardians, and develops employee talent.
Steward
Steward
Leaders who view their roles as caretakers, guardians, and develops employee talent.
Dysfunctional Effect
Unfavorable impact of an action or a change on a system.
Mission
Statement that identified what business and organization is operating on, the market niches it is trying to service, its customers, and the reasons for its existence.
Conflict
Disagreement over goals to attain or the methods used to accomplish those goals.
Attitudes
Feelings and beliefs that largely determine how employees will perceive their environment, commit themselves to intended actions, and ultimately behave.
Generation Y
- Born between 1980-2000
- Often have skills / interest in social media and a variety of digital technologies.
How people think they are supposed to act in their own roles and think others should act in their roles.
Role Perceptions
Work Ethic
Employee attitude of viewing (hard) work as a central live interest and desirable life goal.
Role Ambiguity
Feeling that arises when roles are inadequately defined or are substantially unknown.
Hierarchies of status that define employee rank relative to others in the group.
Status systems
Perception
Individual’s own view of the word.
Mentor
Person who serves as a role model to help other employees gain valuable advice on roles to play and behaviors to avoid.
Role Perceptions
How people think they are supposed to act in their own roles and think others should act in their roles.
