Module 4 Flashcards
What are values?
Values are what we consider good or bad and how we should and should not behave.
What do people hold value over?
People hold value over tradition, social welfare, and power.
How do Gen X and Y view work compared to boomers?
Gen X and Y see work as less central than boomers and are more inclined to value money, status, and career growth.
Do all generations share the same values?
Yes, all generations share the same values but express them differently.
What characterizes Traditionalists (1922-1945)?
Traditionalists are respectful of authority and have a high work ethic.
What are the traits of Baby Boomers (1946-1964)?
Baby Boomers are optimistic workaholics.
What defines Gen X (1965-1980)?
Gen X is skeptical, confident, and pragmatic.
What are the characteristics of Millennials (Gen Y) (1981-2000)?
Millennials are confident, social, and demanding.
What defines Gen Z (2001-2020)?
Gen Z is somewhat unfocused, independent, and creative.
What is a key issue in cultural differences in value?
A lack of appreciation is a problem related to work-related values.
What can cause failed business negotiations?
Failed business negotiations can be due to a lack of understanding and failure to adjust to other cultures.
What is cultural distance?
Cultural distance is the extent to which cultures differ in values.
How does cultural distance affect communication?
Good cultural distance impedes communication and makes negotiations difficult.
What are tight cultures characterized by?
Tight cultures have strong, clear standards for behavior and strong sanctions for deviation from these standards.
What defines loose cultures?
Loose cultures are flexible in terms of expected behavior and more forgiving of violations.
What did Hofstede’s study discover?
Hofstede’s study discovered four basic dimensions along work-related values across cultures.
What is power distance?
Power distance is the extent to which an unequal distribution of power is accepted in society.
How do small and large power distance cultures differ?
In small power distance, inequality is minimized and superiors are accessible; in large power distance, inequality is accepted as natural and superiors are inaccessible.
What is uncertainty avoidance?
Uncertainty avoidance is the extent to which people are uncomfortable with uncertain and ambiguous situations.
How do strong and weak uncertainty avoidance cultures differ?
Strong uncertainty avoidance causes stress and emphasizes rules, while weak uncertainty avoidance is less concerned with rules.
What characterizes masculine cultures?
Masculine cultures clearly differentiate gender roles, support the dominance of men, and stress economic performance.
What defines feminine cultures?
Feminine cultures accept fluid gender roles, stress sexual equality, and prioritize quality of life.
What is individualism/collectivism?
Individualistic societies stress independence, while collective cultures favor interdependence and loyalty to family or clan.
Which countries are among the most individualistic?
The United States, Australia, Great Britain, and Canada are among the most individualistic societies.
Which countries are among the most collective?
Venezuela, Colombia, and Pakistan are among the most collective cultures.
What is long-term orientation?
Long-term orientation stresses persistence, perseverance, thrift, and attention to status differences.
Which cultures tend to have a long-term orientation?
China, Hong Kong, Taiwan, Japan, and South Korea tend to have a long-term orientation.
What is short-term orientation?
Short-term orientation stresses personal steadiness, stability, face-saving, and social niceties.
Which countries are more short-term oriented?
Canada and the United States are more short-term oriented.
How do attitudes influence behavior?
Attitudes influence behavior through the relationship: Belief + Value → attitude → behavior.
Are attitudes always consistent with behavior?
No, attitudes are not always consistent with behavior.
What is the discrepancy theory of job satisfaction?
job satisfaction depends on the difference between what people want from their job and what they actually get.
What are key contributors to job satisfaction?
mentally challenging work, meaningful work, adequate compensation, career opportunities, and friendly or helpful colleagues.
What are some consequences of job satisfaction?
- absence from work
- turnover
- performance
- organizational citizenship behavior
- counterproductive work behavior
- customer satisfaction and profit.
What is personality disposition in relation to job satisfaction?
Some people are predisposed by virtue of their personalities to be more or less satisfied with their jobs.
How does extraversion relate to job satisfaction?
Extraverted people are more satisfied with their job.
How does neuroticism relate to job satisfaction?
Neurotic individuals are less satisfied with their job.
What is the difference between emotion and mood?
Emotion is an intense, short-lived feeling caused by a particular event, while mood is a less intense, longer-lived feeling.
What is emotional contagion?
The tendency for moods and emotions to spread between people or a group.
What is emotional labour?
The requirement for people to conform to certain ‘display rules’ in their job behaviour in spite of their true mood or emotions.
What are the effects of suppressing negative emotions in the workplace?
The need to suppress negative emotions can cause stress.
What are the effects of expressing positive emotions in the workplace?
The requirement to express positive emotions can reduce stress.
What is affective events theory?
Our work life is made up of daily events that can affect how we feel, triggering immediate emotional reactions or changing our overall mood based on interpretation.
What is the Honeymoon-Hangover Effect?
The concept that initial satisfaction can decline over time after starting a new job.
How is job satisfaction related to job performance?
Job satisfaction is associated with higher job performance.
What is the most important satisfaction facet for stimulating performance?
The content of the work itself.
What are the defining characteristics of Organizational Citizenship Behaviour (OCB)?
OCB is voluntary, spontaneous, and contributes to organizational effectiveness.
What are some forms that OCB might take?
Helping behaviour, conscientiousness to details, being a good sport, courtesy, and cooperation.
What are the three types of organizational commitment?
Affective commitment, continuance commitment, and normative commitment.
What is affective commitment?
Commitment based on a person’s identification and involvement with an organization; people stay because they want to.
What is continuance commitment?
Commitment based on the costs of leaving an organization or lack of job alternatives; people stay because they have to.
What is normative commitment?
Commitment based on ideology or a feeling of obligation to an organization; people stay because they think they should.
Can organizational commitment apply to work teams or professions?
Yes, each type of commitment could also apply to one’s work team, union, or profession.
