midterm 1 Flashcards
organization
a consciously coordinated social unit composed of two or more people that functions on a relatively continuous basis to achieve a common goal or set of goals
organizational behavior
a field of STUDY that investigates the impact that individuals, groups, and structure have on behavior within organzations for the purpose of APPLYING such knowledge toward improving an organizations effectiveness
4 major disciplines of OB
1.psychology (individual)
social 2.psychology(group)
3. sociology (group/organization)
4.anthropology(organization)
- psychology
the science that seeks to measure, explain, and sometimes change the behavior of humans and other animals
ex: motivation, personality, job satisfaction, attitude
- social psychology
an area within psych that blends psychology and sociology and focuses on the influence of people on one another
ex: communication, leadership, group decision making
- sociology
the study of people in relation to their fellow human beings
ex: group/team dynamics, power/conflict, intergroup behavior, organizational change
anthropology
the study of societies to learn about human beings and their activities
ex: organizational culture and organizational design/structure
Integrated OB Model
three levels of analysis (independent variable)
- individual
- group
- organization systems
- with dependent variables on top of O systems
independent variables
inputs
- personality
- emotions
- teams
- organizational culture
dependent variables
outputs
- productivity
- turnover
- absenteeism
- deviant behavior
- job satisfaction
What are managers?
people who get things done through other people
Four tasks required of managers
Planning (strategic)
Organizing (logistical)
Leading (leadership)
Controlling(enforcement)
Takeaway of Mintzberg’s study
identified 10 roles fulfilled by effective CEOs
- each role involves the flow of information
- the best managers were the most effective communicators
Takeaway of Luthan’s study of Managers Time Allocation
evaluated 4 types of managerial activity
conclusion: managers who were successful did more effective things
- networking
- communication
Takeaway of Baker and Phillips research
surveyed CFOs from top companies
-found most critical skills required for success in jobs are communication, leadership/management
Takeaway of Lessard and Mattson
surveyed Fortune 500 CFOs
-communication is ranked #1 skill for most important in determining value of undergrad business education
happy employees are _____ more efficient than unhappy employees
85%
what is the cost per day to a company operating without a key player
7000 per day
what is the cost to a company of a poor hire
300k impact
businesses with poor employee enagagement have a ___ decrease is operational effectiveness
30%
Diversity
acknowledging, understanding, accepting, valuing and celebrating differences among people
Two levels of diversity for managers to consider
surface-level and deep-level
surface level diversity
objective and easily obtained biographical characteristics
- age
- gender
- race/ethnicity
- seniority/tenure
- gender identity
deep level diversity
characteristics that are not readily apparent
- sexual orientation
- religion
- values
- personality
- intellectual ability
Impact diversity has on teams
- different areas of expertise is more effective
- productivity is affected by personality
- diverse groups are better at problem solving
when does creativity peak
early adulthood then gradually declines as we age
how many fortune 500 companies have diversity programs
80%
common corporate strategies for diversity
- recruitment/networking programs
- leadership development
- supplier/client partnerships
- diversity mentoring
- awareness clubs/groups
- diversity departments/officers
- annual reports
- volunteer/community engagement
how many times better do more diverse firms do than least diverse firms
2.5 times better on their annual return
ability
an individuals capacity to perform the various tasks associated with the job
americans with disabilities act
employers are required to make reasonable accomodations so their workplaces will be accessible to individuals with disabilities
- cannot involve undue hardship/expense to company
- individual must still perform essential functions of the job
how much do 50% of companies spend on annual legal fees related to diversity
1 million dollars
attitudes
an evaluative statement or judgment concerning objects, people, or events
3 components of an attitude
- cognitive: the opinion/belief
- affective: the emotion or feeling
- behavioral: intention to act a certain way
cognitive dissonance
when we have two conflicting beliefs we seek ways to reduce this dissonance in order to achieve consistency. This consistency is achieved by changing one of the attitudes or through rationalization
- addictions
- copyright infringement
- speeding
- deviant workplace behavior
major job attitudes
- job satisfaction
- job involvement
- psychological empowerment
- organizational commitment
- perceived organizational commitment
- employee engagement
Does salary correlate to job satisfaction?
not really
- 90% making more than 250k are happy
- 42 of households making less than 30k are happy
what is the strongest driver of happiness then?
strength of family, friends, etc
Financial drivers of job satisfaction
compensation and benefits
top 5 non financial factors driving job satisfaction
- respectful treatment of staff
- job security
- trust b/w workers and management
- opportunity to use skills/abilities
- relationship with immediate supervisr
- attitude/positive core self-evaluation
top professions with highest job satisfaction
jobs that correlate with caring, helping, teaching others
-creative pursuits
6 core universal emotions
happiness anger fear sadness surprise disgust
most sources of emotion/mood come from
random activities/events that occur during the course of our day
other major sources of mood/emotion
personality sleep gender social activities stress age (less negative) time of day (lowest morning and night) time of week (higher towards end of week, lowest sunday) weather exercise
emotional labor
an employees expression of organizationally required emotions during interpersonal transactions at work
emotional dissonance
when employees must project one emotion while simultaneously feeling another
-very stressful, leads to burnout
benefits of positive emotions
selection decision making creativity motivation leadership negotiation customer service
IQ and success
- very little correlation to “wealth”
- moderate correlation to income
- little correlation with job satisfaction
Goleman’s Emotional Intelligence Model
- self awareness
- self-management
- social awareness
- social/relationship management
Mehrabian’s model is about
communication
how much communication is nonverbal
60-70%
how much communication is via facial expression/body language
55%
how much communication is via verbal tone
38%
how much communication is through the words we use
7%
emotional contagion
catching and feeling emotions that are similar to and/or influenced by those of others
-our natural tendency to mimic and synchronize facial expressions, vocalizations, postures and movements with others and converge emotionally
personality
the sum total of ways in which an individual reacts and interacts with others; the measurable traits a person exhibits
primary determinants of personality
- genetics
- family/friends
- traumatic events/major life changes
two frameworks to measure personality
- myers-briggs type indicator (good for self-awareness, counseling, career preferences)
- big 5 model (more applicable for job selection/screening
what does the myers briggs measure
- the direction we focus our energy(intro or extrovert)
- the way we take in information(sensing or intuitive)
- the way we make decisions(thinking or feeling)
- how we deal with the outer world(judging or perceiving)
what does the myers briggs NOT measure
- IQ/intelligence
- emotions
- maturity
- happiness/well-being
- job effectiveness
how do companies use myers-briggs
- team building/dynamics
- recruitment/selection
- leadership development
- NOT as a selection test for candidates
Big 5 model of personality
- extroversion
- agreeableness
- conscientiousness
- emotional stability
- openness to experience
- uses positive/negative framework
- correlates very well to job performance
values
basic convictions on how to conduct yourself or how to live your life that is personally or socially preferable
sources of values
- childhood (tend to not change over time)
- genetics
