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Org Leadership > Exam 1 Review > Flashcards

Exam 1 Review Flashcards

1
Q

What is the definition of Organizational Behavior

A

is a field of study that investigates the impact that individuals, groups, and systems have on behavior within organizations for the purpose of applying such knowledge toward improving an organization’s effectiveness.

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2
Q

What are the major behavioral science disciplines that contribute to OB?

A
  • psychology
  • social psychology
  • sociology
  • anthropology
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3
Q

What are the three stages of OB analysis?

A

individual, group, and organizational

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4
Q

What are some examples of inputs?

A

diversity, values, group roles, and culture

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5
Q

what are some examples of Processes?

A

emotions and moods, motivation

communication leadership, and change practices

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6
Q

What are some examples of outcomes?

A

task performance withdrawal behavior group cohesion productivity

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7
Q

What is Ocean?

A
  • openness to experience
  • Conscientiousness
  • extorversion
  • agreeableness
  • neuroticism
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8
Q

What is openess to experience?

A

Being curious, imaginative, creative, complex, refined and sophisticated

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9
Q

What is Conscientiousness?

A

Being dependable, organized, reliable, ambitious, hardworking and persevering

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10
Q

What is extra version?

A

Being talkative, sociable, passionate, assertive, bold and dominant

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11
Q

What is agreeableness?

A

Being kind, cooperative, sympathetic helpful, courteous and warm

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12
Q

What is neuroticisim?

A

Being nervous, moody, emotional, insecure, jealous, unstable and hostile

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13
Q

What is the big 5 influences?

A
  1. emotional stability
  2. extraversion
  3. openness
  4. agreeableness
  5. conscientiousness
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14
Q

What is Hofstede’s framework?

A
  1. power distance
  2. individualism versus collectivism
  3. masculinity versus feminity
  4. uncertainty avoidance
  5. long term versus short term orientation
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15
Q

What is the drawback of self report surverys?

A

people want to make a good impression which means a low level of accuracy.

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16
Q

How did Milton Rokeach organize values?

A

terminal values vs instrumental values

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17
Q

What is a termianl value?

A

desirible end state. Examples world free of poverty or comfortable life.

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18
Q

What is a instrumental value?

A

preffered modes of beahivor or means of achieving terminal value. Example being helpful

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19
Q

When are personality traits more likely to predict behavior?

A

in weak situations accoridng to situational strength theory such as yellow lights.

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20
Q

What is proactive personality?

A

people who identify opportunities, show initiative, take action, and persevere until meaningful change occurs.

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21
Q

What is self monitoring?

A

measures an individual’s ability to adjust his or her behavior to external, situational factors.

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22
Q

What is situational strength theory?

A

The degree to which norms, cues, or standards dictate appropriate behavior.

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23
Q

What are the four criteria for situation strength?

A

Clarity (available and clear)
Consistency (cues compatible)
Constraints (freedom limited)
Consequences (important implications)

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24
Q

What are the 3 common frameworks to measure personality?

A
  1. myers brigg type indactor
  2. big five personaltiy model
  3. dark triad
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25
Q

what are the aspects of attribution theory?

A
  • distinctiveness
  • consesnus
  • consistency
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26
Q

What is disticnitveness in the attribution theory?

A

whether an individual displays different behaviors in different situations
High = Alison only smokes when out with friends.
Low = Alison smokes no matter the context.

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27
Q

What is consenus in attribution theory?

A

if everyone who is faced with a similar situation responds in the same way
High = Alison and her friend both smoke at dinner
Low = Only Alison smokes at dinner, her friend doesn’t.

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28
Q

What is consistency in attribution theory?

A

are an individual’s behaviors stable and uniform over time
High = If Alison only smokes when she is out with friends.
Low = If Alison only smokes with she is out with friends on special occasions.

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29
Q

What is the halo theory?

A
  • Drawing a general impression based on a single characteristic
  • E.g., attractive people are better at everything
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30
Q

What is contrast effect?

A
  • Do not evaluate people in isolation.

- Reactions to people are influenced by other persons we have recently encountered

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31
Q

What is streotyping?

A

Judging someone based on one’s perception of the group to which that person belongs
Monitor ourselves to avoid unfairly applying a stereotype in our evaluations and decisions

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32
Q

What is confirmation bias?

A

seek information that reaffirms past choices, ignore contradictory information

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33
Q

What is anchoring bias?

A

fixating on initial information without adjusting

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34
Q

What is self serving bias?

A

Individuals’ tendency to attribute our own failures to external factors and our own successes to internal factors

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35
Q

What is availablity bias?

A

base judgments on available information

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36
Q

What is hindsight bias?

A

false belief that you have accurately predicted something

Taylor Swift: “I knew you were trouble when you walked in.”

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37
Q

What is satisficing?

A

accept an available option as satisfactory.

38
Q

What is a self-fulfilling prophecy?

A
  • Attempt to validate perceptions of reality
  • Your expectations can influence the behavior of others
  • Expectations become reality (e.g., gifted students)
39
Q

What is creativity?

A

Creativity involves producing new and useful ideas

40
Q

What is escalation of comitment?

A

stick with a decision even if wrong.

41
Q

What is bias in interviews?

A

Inaccuracy from early impressions, early impressions carry more weight

42
Q

What makes emotions different from moods?

A
  • caused by a specific event
  • very brief in duration
  • usually accompanied by distinct facial expressions
  • action-oriented in nature
43
Q

What makes mood different from emotion?

A
  • cause is often general and unclear
  • lasts longer than emotions
  • more general
  • generally not indicated by distinct expressions
  • cognitive in nature
44
Q

What is emotional dissonace?

A

Inconsistencies between the emotions people feel and the emotions they project. Longterm could be a sign up burnout, and declines in job performance. For example having to at starbucks smile during bad day.

45
Q

Does weather affect mood?

A

It is thought to but there is no proven affect.

46
Q

How does stress affect mood?

A

Even low levels of constant stress can worsen moods.

47
Q

Does social activities impact mood?

A

Physical, informal, and dining activities increase positive moods.

48
Q

How does sleep impact mood?

A

Poor sleep quality increases negative affect.

49
Q

Does exercise impact mood?

A

Does somewhat improves mood, especially for depressed people.

50
Q

What is positivity offset?

A

At zero input, most people experience a mildly positive mood.

51
Q

What are attitudes?

A

are evaluative statements—either favorable or unfavorable—about objects, people, or events.

52
Q

What are job attitudes?

A
  • job satisifaction
  • job involvement
  • psychological empowerment
  • organizational commitment
  • percieved organizational support
  • employee engagement
53
Q

What is job involvement?

A

Degree to which a person identifies with a job, actively participates in it, and considers performance important to self-worth.

54
Q

What is psychological empowerment?

A

Belief in the degree of influence over one’s job, competence, job meaningfulness, and autonomy.

55
Q

What is organizational commitment?

A

Identifying with a particular organization and its goals and wishing to maintain membership in the organization.

56
Q

What is perceived organizational support?

A

Degree to which employees believe the organization values their contribution and cares about their well-being.

57
Q

What is employee engagement?

A

The individual’s involvement with, satisfaction with, and enthusiasm for the work.

58
Q

How do you measure job satisfaction?

A
  • “All things considered, how satisfied are you with your job?” Respondents circle a number between 1 and 5 on a scale from “highly satisfied” to “highly dissatisfied.”
  • The second approach, the summation of job facets, is more sophisticated. It identifies key elements in a job, such as the nature of the work, supervision, present pay, promotion opportunities, and relations with coworkers.
59
Q

What causes job satisfaction?

A
  • job conditions (nature of work itself)

- Personality ( people who believe in their self competence)

60
Q

Does pay impact job satisfaction?

A

once an individual reaches a comfortable level of living the relationship between pay and job satisfaction dissapears.

61
Q

What are the outcomes of job satisfaction?

A
  • Job perforamnce
  • OCB (organizational citizenship behavior)
  • Customer satisfaction
  • Life satisfaction
62
Q

What are the facets of Job satisfaction?

A
  • work itself
  • pay
  • promotion
  • supervision
  • coworkers
63
Q

What does OCB mean?

A

People who are more satisfied with their jobs are more likely to engage in OCB (moderate correlation).

64
Q

What is cognitive dissonance?

A

Cognitive dissonance is any incompatibility an individual might perceive between two or more attitudes or between behavior and attitudes.

65
Q

What is deviant/ counter productive work behavior?

A

Counterproductive work behavior: actions that actively damage the organization, including stealing, behaving aggressively toward coworkers, or being late or absent.

66
Q

What are the responses to empoyee disatisifcation?

A

exit- looking for a new job
voice- constructively trying to improve conditions
loyalty- passively but optimistically waiting for conditions to change
neglect- passively allows conditions to worsen includes lateness or reduced effort.

67
Q

What is managing diversity?

A

is the process and programs by which managers make everyone more aware of and sensitive to the needs and differences of others.

68
Q

What is surface level diversity?

A

Surface-level diversity represents the characteristics that are easily observed such as race, gender, and age.

69
Q

What is deep level diversity?

A

Deep-level diversity represents the aspects that are more difficult to see at first glance such as values, personality, and work preferences.

70
Q

What is biological characteristics?

A

personal characteristics that are objective and easily obtained from personnel records.

71
Q

What is intimidation?

A

Overt threats or bullying directed at members of specific groups of employees.

72
Q

What is mockery and insults?

A

Jokes or negative stereotypes; sometimes the result of jokes taken too far.

73
Q

What is exclusion?

A

Exclusion of certain people from job opportunities, social events, discussions, or informal mentoring; can occur unintentionally.

74
Q

Who reports higher levels of discrimination at work?

A

Racial and ethnic minorities report higher levels of discrimination at work

75
Q

What is the Americans with disabilities act?

A

The Americans with Disabilities Act of 1990 requires employers to make “reasonable accommodation” for disabilities. Even so, individuals with disabilities continue to face bias in the workplace.

76
Q

Which personality trait best predicts job performance?

A

Conscientiousness

77
Q

What are the advantages for Myers Briggs test?

A
  • Help employees better understand each other
  • Open communication in work groups
  • Reduces conflicts
78
Q

What are the disadvantages for Myers Briggs test?

A
  • Forcing people into one type or another does not allow for in-between cases
  • If you retake the assessment, you are likely to get a different result (low reliability)
  • Difficult to interpret results, easy to make a mistake
  • Results unrelated to job performance so can be illegal to use as a selection tool
79
Q

What is one legal way that managers can recruit or attract?

A

Target recruiting messages to specific demographic groups

80
Q

What is a way to select diverse employees in an organization?

A

Market to underrepresented through social media and add more diverse applicants. include objective and fair selection protocols that have a clear link between the selection tools used and performance.

81
Q

What is contingency theory?

A

a leader’s effectiveness is contingent on whether or not their leadership style suits a particular situation.

82
Q

Why are there few absolutes in OB?

A
  1. Each person is different

2. No two situations are the same.

83
Q

What is divesity climate?

A

diversity climate is positive when employees view the organization as being fair to all types of employees. -

84
Q

What is exit?

A

looking for a new job

85
Q

What is voice?

A

constructively trying to improve conditions

86
Q

What is loyalty?

A

passively but optimistically waiting for conditions to change

87
Q

What is neglect?

A

passively allows conditions to worsen includes lateness or reduced effort.

88
Q

what is the three ethical decision critiera?

A
  1. utilitiarism
  2. rights
  3. justice
89
Q

What is utilitarism?

A

idea that the goal of sicety should be to bring about the greatest happiness for the greatest number of people

90
Q

What is rights?

A

calls on individuals to make decisions consistent with fundamental liberties and priveledges set forth in documents such as bill of rights

91
Q

what is Justice?

A

is to impose and enforce rules failry and impartially to ensure justice or equal distribution of benefits and cost

92
Q

What are the three types of variables?

A
  • inputs
  • processes
  • outcomes

Org Leadership (3 decks)

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