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MOS 2181 Quiz 1-3 > MOS 2181 9-10 > Flashcards

MOS 2181 9-10 Flashcards

1
Q

A relatively permanent change in an employee’s knowledge or skill that results from experience

A

Learning

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2
Q

The process of generating and choosing from a set of alternatives to solve a problem

A

Decision Making

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3
Q

The knowledge and skills that distinguish experts from novices

A

Expertise

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4
Q

Knowledge that is easily communicated and available to everyone

A

Explicit Knowledge

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5
Q

Knowledge that employees can only learn through experience

A

Tacit Knowledge

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6
Q

Four specific consequences used by organizations to modify employee behaviour

A

Contingencies of reinforcement

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7
Q

A reinforcement contingency in which a positive outcome follows a desired behaviour

A

positive reinforcement

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8
Q

A reinforcement contingency in which an unwanted outcome is removed following a desired behaviour

A

Negative reinforcement

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9
Q

An unwanted outcome that follows an unwanted behaviour

A

Punishment

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10
Q

The removal of a positive outcome following an unwanted behaviour

A

Extinction

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11
Q

The timing of when contingencies are applied or removed

A

Schedules of reinforcement

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12
Q

A schedule of reinforcement in which a specific consequence follows each and every occurrence of a certain behaviour

A

Continuous reinforcement

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13
Q

A schedule whereby reinforcement occurs at fixed time periods

A

Fixed-interval schedule

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14
Q

A schedule whereby reinforcement occurs at random periods of time

A

Variable-interval schedule

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15
Q

A schedule whereby reinforcement occurs following a fixed number of desired behaviour

A

Fixed-ratio schedule

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16
Q

A schedule whereby behaviours are reinforced after a varying number of them have been exhibited

A

Variable-ratio schedule

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17
Q

Theory that argues that people in organizations learn by observing others

A

Social Learning Theory

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18
Q

Employees’ observing the actions of others, learning form what they observe, and then repeating the observed behaviour (2)

A

Behavioural modelling

Behavioural modelling training

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19
Q

A predisposition or attitude according to which building competence is deemed more important by an employee than demonstrating competence

A

Learning orientation

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20
Q

A predisposition or attitude by which employees focus on demonstrating their competence so that others think favourably of them

A

Performance-prove orientation

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21
Q

A predisposition or attitude by which employees focus on demonstrating their competence so that others will not think poorly of them

A

Performance-avoid orientation

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22
Q

Decisions that are somewhat automatic b/c the decision maker’s knowledge allows him/her to recognize situation and the course of action to be taken

A

Programmed decisions

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23
Q

An emotional judgement based on quick, unconscious gut feelings

A

intuition

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24
Q

A change - sudden or evolving - that results in an urgent problem that must be addressed immmediately

A

Crisis situation

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25
Q

(One) [decisions] made by employees when a problem is new, complex, or not recognized

A

Non-programmed decision

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26
Q

A step-by-step approach to making decisions that is designed to maximize outcomes by examining all available alternatives

A

Rational decision-making model

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27
Q

The notion that people do not have the ability or resources to process all available information and alternatives when making a decision

A

Bounded rationality

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28
Q

What a decision maker is doing who chooses the first acceptable alternative considered

A

Satisficing

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29
Q

The tendency for people to see their environment only as it affects them and as it is consistent with their expectations

A

Selective perception

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30
Q

The faulty perception by decision makers that others think, feel, and act as they do

A 
Projection bias
("I never do that - that's unethical")
("They'd never do that - that's unethical")
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31
Q

A theory that people identify themselves according to the various groups to which they belong and judge others according to the groups they associate with

A

Social Identity Theory

32
Q

Assumptions made about others based on their social group memberships

A

Stereotype

33
Q

Simple and efficient rules of thumb that allow one to make decisions more easily

A

Heuristics

34
Q

The tendency for people to base their judgements on information that is easier to recall

A

Availability bias

35
Q

The tendency for people to judge others’ behaviours as being due to internal factors such as ability, motivation, or attitudes

A

Fundamental Attribution Error

36
Q

When one’s attributes one’s own failures to external factors and success to internal factors

A

Self-serving bias

37
Q

Used by decision makers to attribute cause; whether other individuals behave the same way under similar circumstances

A

Consensus

38
Q

Used by decision makers to attribute cause; whether the person being judged acts in a similar fashion under different circumstances

A

Distinctiveness

39
Q

Used by decision makers to attribute cause; whether this individual has behaved this way before under similar circumstances

A

Consistency

40
Q

A common decision-making error, in which the decision maker continues to follow a failing course of action

A

escalation of commitment

41
Q

A systematic effort by organizations to facilitate the learning of job-related knowledge and behaviour

A

Training

42
Q

The exchange of knowledge between employees

A

Knowledge Transfer

43
Q

Groups of employees who learn from one another through collaboration over an extended period of time

A

Communities of practice

44
Q

Occurs when employees retain and demonstrate the knowledge, skills, and behaviours required for the job after training ends

A

Transfer of training

45
Q

An organizational environment that supports the use of new skills

A

Climate for transfer

46
Q

The process by which information and meaning is transferred from a sender to a receiver

A

Communication

47
Q

The exchange of information and meaning when one or more individuals are physically present, and where communication occurs without the aid of any mediating technology

A

face-to-face communication

48
Q

A form of communication win which messages are sent and received using written and spoken language

A

Verbal Communication

49
Q

Any form of information exchange that doesn’t involve spoken or written words

A

Nonverbal communication

50
Q

The exchange of information and meaning using an electronic, digital medium

A

Computer-mediated communication

51
Q

Describes websites and applications through which users actively interact, create, collaborate, and communicate

A

Web 2.0

52
Q

A popular method of exchanging written digital messages from an author to one or more recipients

A

email

53
Q

A communication medium that permits real-time, live interaction and discussion between remote individuals or groups via satellite or Internet

A

Videoconferencing

54
Q

A highly flexible Web 2.0 applications that allows people to quickly exchange verbal information, and collaboratively solve problems, learn, manage projects, and create knowledge

A

Wiki

55
Q

The ability of communicators to encode and interpret messages

A

Communicator competence

56
Q

Disturbing or distracting stimuli that block or interfere with the transmission of a message

A

noise

57
Q

The amount and depth of the information transmitted in a message

A

Information Richness

58
Q

Different ways men and women tend to process and interpret information and communicate with others

A

Gender differences

59
Q

A state in which individuals can express themselves freely without being observed, recorded, or disturbed by other, unauthorized individuals or groups

A

Privacy

60
Q

Communication that flows from the top to the bottom of the vertical channel

A

Downward communication

61
Q

Communication that flows from the bottom to the top of the vertical channel

A

Upward communication

62
Q

Communication that flows among members of work groups, teams, or functional units who reside at the same level in the organization

A

Horizontal Communication

63
Q

A communication network in which any member can send and receive messages from any other

A

All-channel network structure

64
Q

A communication network in which members send and receive messages from individuals who are immediately adjacent to them

A

Circle network structure

65
Q

A communication network in which information is passed from member to member from one end of the chain to the other

A

Chain network structure

66
Q

A communication network in which on member controls the flow of information between one set of members and another

A

Y network structure

67
Q

A communication network in which all communications between members is controlled by a single member

A

Wheel network structure

68
Q

Spontaneous and emergent patterns of communications that result from the choices individuals make on their own

A

Informal communication networks

69
Q

The primary informal communication network within an organization

A

Grapevine

70
Q

Messages that travel along the grapevine that lack evidence as to their truth or validity

A

Rumours

71
Q

Rumours about other people

A

Gossip

72
Q

A form of downward communication in which the supervisor provides information to a subordinate about his or her job performance

A

Supervisor feedback

73
Q

A conversation initiated by one or more people to gather information and evaluate the qualifications of the applicant for a job

A

Job interview

74
Q

The extent to which the selection procedure (ex. job interview) is free from random error

A

Reliability

75
Q

The extent to which the selection procedure (ex. job interview) predicts future job performance

A

predictive validity

MOS 2181 Quiz 1-3 (6 decks)

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