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Human Behavior > Human Behavior > Flashcards

Human Behavior Flashcards

1
Q

like daydreaming on the job

A

psychological withdrawal

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2
Q

adequacy of salary and perceived equity compared with pthers

A

salary

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3
Q

provide clues to the behavioral intentions or inclinations of an employee

A

attitudes

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4
Q

Maybe defined as a relatively permanent change in, behavior knowledge due to experience

A

Learning

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5
Q

Three Theories of Learning

A
  • Classical Conditioning
  • Operant Conditioning
  • Social Learning
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6
Q

Maybe defined as the type of learning where people learn to repeat behaviors that bring them pleasurable outcomes and to avoid behavior that lead to unpleasurable outcomes

A

Operant Conditioning

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7
Q

Maybe defined as the process of observing the behavior of others, recognizing consequences and altering behavior as a result

A

Social Learning

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8
Q

Maybe defined as a type of learning in which a stimulus acquires the capacity to evoke a response that was originally evoked by another stimulus

A

Classical Conditioning

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9
Q

What are the three factors influencing Perception

A
  • the perceiver
  • the target
  • the situation
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10
Q

Maybe defined as the process by which people select, organize, interpret, retrieve and respond to information from their environment

A

Perception

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11
Q

Social Learning maybe done in three ways ;

A
  • by observing what happens to other people
  • by being told about something
  • through direct experience
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12
Q

The person, object or event that is perceived by another person

A

Target

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13
Q

The person who perceives the target

A

Perceiver

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14
Q

Six Factors of Target

A
  • Contrast
  • Intensity
  • Figure- ground separation
  • Size
  • Motion
  • Repition or novelty
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15
Q

Four Factors of Perception

A
  • his past exeperience
  • His needs or motives
  • His personality
  • His values and attitudes
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16
Q

Perception is also affected by the surrounding environment

A

Situation

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17
Q

Four Situational Factor

A
  • Time
  • Work
    *Setting
  • Social setting
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18
Q

Refer to the tendency to underestimate the influence of external factors and overestimate the influence of personal and internal factors of the behavior

A

Fundamental Attribution Error

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19
Q

Is the process by which people ascribe causes to the behavior they perceive

A

Attribution Theory

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20
Q

Is that type of attribution error whereby people tend to attribute their achievements to their good inner qualities whereas attribute failures factors within environment

A

Self-serving Bias

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21
Q

Two Common Attribution errors

A
  • Fundamental Attribution Error
  • Self- serving Bias
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22
Q

This refers to measure whether an individual responds the same way across time

A

Consistency

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23
Q

Three Factors Influencing Attribution

A
  • Distinctiveness
  • Consensus
  • Consistency
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24
Q

The consideration given on how consistent a person’s behavior is, across different situation

A

Distinctiveness

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25
Q

Five Shortcuts used in Forming Impressions of others

A
  • Selective Perception
  • Halo effect
  • Contrast effect
  • Projection
  • Stereotyping
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26
Q

This refers to the likelihood that all thhose facing the same situation will have similar response

A

Consensus

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27
Q

Refers to judging someone on the basis of one’s perception of the group to which that person belongs

A

Stereotyping

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28
Q

Occurs when one attribute of a person or situation is used to develop an overall impression of the person or situation

A

Halo effect

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29
Q

Happens when a person selectively interprets what he sees on the basis of his interests, background, experience, and attitudes

A

Selective Perception

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30
Q

is attributing one’s own thoughts, feelings or emotions to another

A

Projection

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31
Q

are what members of the organization say they value

A

Espoused Values

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32
Q

represent the goals that a person would like to achieve in his or her lifetime

A

Terminal Values

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33
Q

that are reflected in the actual behavior of the individual members of the organization

A

Enacted Values

34
Q

refer to preferable modes of behavior or means of achieving the terminal values

A

Instrumental Values

35
Q

Values are not inborn, they are learned
True or False

A

True

36
Q

How people learn values; four ways

A
  • modeling
  • communication of attitudes
  • Unstated but implied attitudes
  • Religion
37
Q

refer to the importance a person attaches things and ideas that serves as guide to action

A

Values

38
Q

Four types of Values

A
  • Achievement
  • Helping and concern for others
  • Honesty
  • Fairness
39
Q

is an important concern for both employer and employee

A

Job satisfaction

40
Q

Attitudes are formed through learning
True or False

A

True

41
Q

this is a value that indicates the person’s concern for telling the truth and doing what he thinks is right

A

Honesty

42
Q

this value refers to the person’s concern with other people and providing assistance to those who need help

A

Helping and concern with others

43
Q

this is a value that indicates the person’s concern for impartiality and fairness for all concerned

A

Fairness

44
Q

individuals value is not in agreement with the organization’s value

A

value incongruence

45
Q

Three main components of attitudes

A
  • Cognitive
  • Affective
  • Behavioral
46
Q

reflect how one’s feel about something

A

Attitudes

47
Q

An intention to behave in a certain way toward something or someone

A

Behavioral

48
Q

The opinion or belief segment of an attitude

A

Cognitive

49
Q

The emotional or feeling segment of an attitude

A

Affective

50
Q

Three most important attitudes in the Workplace

A
  • Job Satisfaction
  • Job involvement
  • Organizational commitment
51
Q

useful in constructive behaciors

A

Positive job attitudes

52
Q

predicting undesirable behavior

A

Negative job attitudes

53
Q

refers to the positive feeling about one’s job resulting from an evaluation of its characteristics

A

Job satisfaction

54
Q

the beliefs that one’s position is relatively secure and continued employment with the organization is a reasonable expectation

A

Job security

55
Q

It refers to the degree to which a person identifies with the job, actively participates in it, and considers performance important to self-worth

A

Job involvement

56
Q

a result of a person’s holding a meaningful job and actively performing it

A

positive self - image

57
Q

often reflects the employee’s belief in the mission and goals of the organization, willingness to expend effort in accomplishing them, and intentions to continue working in the organization

A

Organizational commitment

58
Q

Three dimensions of organizational commitment

A
  • Affective commitment
  • Continuance commitment; and
  • Normative commitment
59
Q

refers to the employee’s emotional attachment to the organization and belief in its values.

A

Affective commitment

60
Q

refers to an obligation to remain with the company for moral or ethical reason

A

Normative commitment

61
Q

refers to the employee’s tendency to remain in an organization because he cannot afford to leave.

A

Continuance commitment

62
Q

relates to the degree in which an employee desires and is willing to exert effort to achieve the goals assigned to him

A

Willingness to perform

63
Q

A benefit plan that allows each employee to put together a benefit package indvidually tailored to his or her own needs and situation

A

Cafeteria or flexible benefit system

64
Q

According to this theory, improving any of the hygiene factors will not make people satisfied with their work rather it will only prevent them from being disatisfied

A

Two - factor theory

65
Q

It refers to how hard a person tries to do work

A

Intensity

66
Q

A process theory which sees people as choosing a course of action according to what they anticipate will give them the greatest rewardq

A

Expectancy theory

67
Q

It provides the worker with a more exciting job and it increases job satisfaction and motivation

A

Job enrichment

68
Q

The set of internal and external forces that causes a worker or employee to choose a course of action and engage in a certain behavior

A

Motivation

69
Q

According to the ERG Theory, this refers to the needs to be satisfied by an individual making creative or productive contributions

A

Growth

70
Q

Acquired needs theory that refers to the desire to establish and maintain friendly and warm relations with others

A

Need for affiliation

71
Q

A theory that assumes the employees are motivated by a desire to be equitably treated at work

A

Equity Theory

72
Q

A job characteristics, which gives the employee substantial freedom, independence, and discretion in scheduling the work and determining the procedures used in carrying it out

A

Autonomy

73
Q

A pay in which the scheme considers results or output plus actual behavior in the job

A

Performance related pay

74
Q

A dimension of motivation which measures how long a person can maintain effort to achieve the organization’s goal

A

Persistence

75
Q

Is a financial incentive that gives employees the right to purchase a certain number of company shares at a specified price

A

Stock option

76
Q

considered a natural human needs and it is a strong motivator

A

Recognition

77
Q

relates tot he degree to which the employee possess skills, abilities, knowledge and experiences relevant to his job

A

Capacity to perfrom

78
Q

A need according the Maslow’s Hierarchy, includes affections, belongingness, acceptance and friendship

A

Social needs

79
Q

a theory that explains how people act in response to the wants and needs that the person has.

A

Process Theories

80
Q

Theories are those that focus on analyzing the wants and needs of an individual

A

Content Theories

81
Q

It takes the form of direct cash outlay, or allocation of stock option

A

Profit Related Pay

82
Q

The physical mental changes workers make in the task or relationship aspects of their jobs

A

Job crafting

Human Behavior (2 decks)

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