Exam 1 Flashcards
POB
The study and application of positively oriented human resource strengths and psychological capacities that can be measured, developed, and effectively managed for performance improvement in today’s workplace
CHOSE
Confidence Hope Optimism Subjective Well-being Emotional Intelligence
Organizational Behavior
Interdisciplinary field dedicated to better understanding and managing people at work
Pfeffer’s Seven People Centered Practices
- Job Security
- Careful Hiring
- Power to the people
- Generous pay for perf.
- Lots of training
- Less emphasis on status
- Trust building
Behavioral Rules of Thumb (3)
Categorical Imperative
Legalism
Cultural Relativism
Outcomes of cost-benefit analysis (3)
Enlightened self-interest
Utilitarianism
Light of day
Magnificent Seven; Principles for Managers
- Dignity of human life
- Autonomy
- Honesty
- Loyalty
- Fairness
- Humaneness
- The common good
Societal culture
socially derived, taken-for-granted assumptions about how to think and act
Cultural Intelligence
the ability to accurately interpret ambiguous cross-cultural situations
Hofstede Dimensions (4)
Power Distance
Individualism - Collectivism
Masculinity - Femininity
Uncertainty Avoidance
Four layers of diversity
Personality
Internal Dimensions
External Dimensions
Organizational Dimension
Challenges to Managing Diversity (10)
- Inaccurate stereotypes and prejudices
- Ethnocentrism
- Poor career planning
- hostile environment for diverse employees
- Lack of political savvy on part of diverse employees
- Balancing career and family issues
- Reverse discrimination
- not an organizational priority
- need to revamp reward system
- resistance to change
Common Diversity Practices (3)
Accountability
Development
Recruitment
Four Steps to Social Perception
- Selective attention/comprehension
- Encoding and simplification
- Storage and retention
- Retrieval and response
Commonly Found perceptual errors (5)
Halo Leniency Central Tendency Recency Effects Contrast effects
Three types of memory
Event
Semantic
Person
Self-serving bias
tendency to take more personal responsibility for success rather than failure
The Big Five of Personality
- Extraversion
- Agreeableness
- Conscientiousness
- Emotional Stability
- Openness to Experience
Instrumental Values and Terminal Values
means by which we achieve ends, versus end goals
Motivation
psychological processes that arouse and direct goal-directed behavior
Maslow’s Needs Hierarchy
Self- Actualization Esteem Love (social) Safety and Security Physiological
Theory X
pessimistic and negative, typical of how managers traditionally perceived employees
Theory Y
believed managers could accomplish more through others by viewing them as self-energized, committed, responsible, and creative beings
Hygiene factors
job characteristics associated with job dissatisfaction
Expectancy theory
Holds that people are motivated to behave in ways that produce valued outcomes.
SMART Goals
Specific Measurable Attainable Realistic Time-Bound
Core Self-evaluations (4)
self-esteem
self-efficacy
locus of control
emotional stability
McClelland’s Need Theory
Need for Achievement
Need for Affiliation
Need for Power
Vroom’s Expectancy Theory (3)
Expectancy
Instrumentality
Valence
