Organizational Behaviour Flashcards
These four MARS variables are the direct predictors of employee performance, customer service, coworker collegiality, ethical behaviour, and all other forms of voluntary behaviour in the workplace
Motivation, abilities, role perceptions, situational factors
There are many varieties of individual behaviour, but most can be organized into the five categories:
task performance, maintaining attendance, joining/staying with an organization, organizational citizenship, counter-productive behaviours
Being present at work but one’s capacity to perform is significantly diminished due to illness or other factors
Presenteeism
Cooperation/helpfulness supporting organization’s social and psychological context
Organizational citizenship
What are the components of the Five Factor Model?
Conscientiousness, Agreeableness, Neuroticism, Openness to experience, Extraversion
*CANOE
According to the five factor model, what factor is the best predictor of job success in high levels?
Conscientiousness (organized, goal focused, methodical, dependable)
The type of values that have consistency between actions and proclaimed values
Espoused-enacted values
The ethical principle that refers to accomplishing the greatest amount of good for the greatest amount of people…
Utilitarianism
The ethical principle that refers to everyone being able to do their own thing…
Individual rights
The ethical principle that prefers to distributing ethics proportionately to those who have different needs…
Distributive justice
What are the 3 core components of self-concept?
Complexity (# of roles), consistency (roles consistent with other roles), clarity (degree of defined self-concept)
What are the 4 processes of self-concept?
Self-enhancement, self-verification, self-evaluation, social self
Assigning characteristics to certain groups (categorical thinking) is the process of…
Stereotyping
Forming social identity through comparison is the process of…
Categorization
Thinking all in a single group are similar is referred to as…
Homogenization
Thinking their are more favourable characteristics in your own group is known as…
Differentiation
This theory supports that we rely on the three attribution rules—consistency, distinctiveness, consensus—to decide whether someone’s behaviour and performance are mainly caused by their personal characteristics or environmental influences
Attribution theory
What is the tendency to attribute failures to external causes?
Self-serving bias
What are knowledge structures created to explain the world?
Mental models
This effect is a general impression that distorts one’s true perception of a person
Halo effect
This effect overestimates the shared beliefs/behaviours between one and another person
False-consensus
This effect forms an opinion of someone based on only the initial information
Primacy effect
This effect only focuses on the most recent information obtained about a person
Recency effect
The team development process involves…
Forming, storming, norming, performing, adjourning
This method of decision making involves a team thinking of as many ideas as possible
Brainstorming
This method of decision making involves a team writing down as many ideas as possible
Brainwriting
This method of decision making involves a team entering their ideas using special computer software. The ideas are distributed anonymously to other participants, who are encouraged to piggyback on those ideas. Team members eventually vote electronically on the ideas presented.
Electronic brainstorming
This method of decision making involves team members silently and independently write down as many solutions as they can. In the second stage, participants describe their solutions to the other team members, usually in a round-robin format. In the third stage, participants silently and independently rank-order or vote on each proposed solution.
Nominal group technique
What are the three different levels of trust ranked from lowest to highest?
Identification-based, knowledge-based, calculus-trust
The listening process where participants use sensing, evaluating, and responding
Active listening
What is the difference between task conflict and relationship conflict?
Task conflict is focused on the issue, respective, not hostile, most beneficial.
Relationship conflict focuses on interpersonal differences, undermines competence, reduces trust, and uses defensive mechanisms.
What are some good ways to minimize conflict?
Speak of facts, supportive team norms, team cohesion, empathetic active listening
Incompatible goals, differentiation, task interdependence, scare resources, ambiguous rules and communication problems are examples of….
structural sources of conflict
What interpersonal conflict management style focuses on accomplishing a win/win outcome?
Problem solving
What interpersonal conflict management style creates a win/lose outcome?
Forcing
What interpersonal conflict management style doesn’t resolve conflict and increases frustration?
Avoiding
To reduce conflict is it better to increase or decrease task interdependence?
Decrease
The psychological, behavioural, and physiological episodes that create a state of readiness
Emotions
Judgement about objects, mainly rational
Attitudes
The beliefs, feelings, behavioural intentions, and behaviours one has
Cognitive processes
Perception that beliefs, feelings and behaviour are incongruent with each other
Cognitive dissonance
Emotional labour is higher in jobs requiring frequent ______,_______, and _______
emotional display, variety, intensity
Write the components of the emotional intelligence model from lowest to hardest
Ability to know own emotions, ability to know others emotions, ability to manage own emotions, ability to manage others emotions
The appraisal of perceived job characteristics, work environment, and emotional experience at work
Job satisfaction
Organizational commitment can be categorized as either ________ or ________
Affective (wants to stay) or continuance (no choice but to stay)
The three stages of stress are:
alarm reaction, resistance, exhaustion
In terms of managing stressors, removing the stressor focuses on ….
A work/life balance
In terms of managing stressors, withdraw focuses on…
vacation, rest breaks
In terms of managing stressors, change stress perceptions focuses focuses on…
positive self-concept, humor
In terms of managing stressors, control stress consequences focuses on…
healthy lifestyle, wellness
Defined as the combined intensity, persistence, and direction…
Motivation
What is a drive and what is a need?
Drives are primary needs, hardwired brain activity, prime motivators.
Needs are goal-directed (decisions).
What are the three elements of the learned needs theory?
Need for achievement, need for affiliation, need for power
What are the components of the four drive theory?
Acquire, bond, comprehend, defend
*Should provide balanced opportunity for e’e to fulfill all drives
What are the three components of the expectancy theory of motivation?
Effort to performance (belief effort will result in certain performance), performance to outcome (belief performance will result in certain outcome), outcome valences (anticipated satisfaction)
Behaviour Modification Theory involves what components?
changing Behaviour through Antecedents and Consequences
*ABC
What is the most effective reinforcement in behaviour modification?
Continuous reinforcement
The theory that states we learn through observing and modeling others, and anticipating behaviour outcomes
Social Cognitive Theory
Behaviour modeling increases ________
self-efficacy
Goals must be SMART. This means they must be…
Specific, measurable, achievable, relevant, and time-framed
A goal-setting and reward system that translates the organization’s vision and mission into specific, measurable performance goals related to financial, customer, internal, and learning/growth (i.e., human capital) processes
Balanced scorecard
The best feedback method for negative feedback
Nonsocial
The perceived fairness in outcomes received relative to our contributions and those of others
Distributive justice
The perceived fairness in procedures used to decide distribution of resources
Procedural justice
Equity theory involves…
an input/output ratio
Benefits, paid time off, and fixed pay are examples of…
Membership & security-based rewards
Promotion-based pay increases are an example of…
Job status-based rewards
Pay increase based on competency and skill-based pay are examples of…
Competency-based rewards
Commissions and share options are examples of…
Performance/task-based rewards
You can improve reward effectiveness by…
linking to performance, rewards relevant, team rewards for interdependent jobs, valued rewards
The theory that states you get satisfaction when fulfilling growth and esteem needs and sadness when lower order needs are not met
Motivator-hygiene theory
Motivators to keep in mind when looking at job design include…
job rotation, job enlargement, and job enrichment
The job characteristic model for effective job design includes…
skill variety, task identity, task significance, autonomy, and job feedback
The view that effective decision makers identify, select, and apply best alternatives
Rational choice paradigm
The rational choice paradigm is composed of 2 elements:
Subjective expected utility
Decision making process
5 problem identification challenges
Solution focused (too focused on solution vs problem) Mental models (could be difference in mental models) Decisive leadership Stakeholder framing (perceptions can frame how peeps give you information) Perceptual defense (trying to keep positive outlook, block out bad news)
True or false: Individuals rather than groups are better at evaluating alternatives simultaneously
False, groups are better
These are the biased decision heuristics impacting your choices
Anchoring
Availability
Representativeness (base probability of similar incidents)
The 3 step process of making effective decisions:
- Evaluate alternatives against relevant factors
- Be aware of the effects of emotions on decision making preferences and evaluation process
- Scenario planning
The decision evaluating problem that only allows you to accept things that go with the original idea is called…
Confirmation bias
The decision evaluating problem where one commits to bad ideas even in the face of negative outcomes
Escalation of commitment
*Caused by self-justification, self-enhancement, prospect theory (stronger negative emotions than positive ones), sunk costs
What are the sources of power in the workplace?
Legitimate, reward, coercive, referent, expert
What are the contingencies of power which impact one’s power over others?
Substitability, centrality, visibility, discretion
What are the different types of influence?
Silent authority, assertiveness, information control, coalition formation, upward appeal, persuasion, impression management, exchange
What leadership method involves delegating, team benefits, shared opportunities, and developing skills?
Shared leadership
What leadership method involves a strategic vision, model vision, encouraging experimentation, and built commitment?
Transformational leadership
The leadership style that focuses on assigning work, clarifying responsibilities, setting goals/deadlines, and establishes procedures….
Task-oriented behaviour
The leadership style that focuses on a concern for e’e, a pleasant workplace, recognizing e’e contributions, and listening to e’e…
People-oriented behaviour
What are the 4 main styles of path-goal leadership, which influences e’e to achieve their desired performance?
Directive, supportive, participative, achievement-oriented
Skill and experience, locus of control, task structure, and team dynamics are ….
contingencies of leadership
Personality, self-concept, leadership motivation, drive, integrity, knowledge of business, cognitive/practical intelligence, and emotional intelligence are all considered….
attributes of leadership
Refers to the number of people directly reporting to the next level
Span of control
Formal authority held by few at the top
Centralization
Standardizing behaviour through rules/procedures/training
Formalization
An organizational structure with a wide span of control, decentralized, and low formalization
Organic structure
An organizational structure with a small span of control, centralized, and highly formalized
Mechanic structure
Observable symbols/signs of culture
Artifacts
Artifacts refer to…
physical structures, language, rituals and ceremonies, and stories and legends
*stories and legends most effective
When merging organizational cultures assimilation refers to…
acquired company embracing the new culture
When merging organizational cultures deculturization refers to….
imposing existing culture on the unwilling acquired company
When merging organizational cultures integration refers to…
having both cultures combined
When merging organizational cultures separation refers to….
having two distinct cultures
Best ways to strengthen/change organizational culture…
Actions of founders/leaders Aligning artifacts Culturally consistent rewards Support workforce stability and communication Attracting, selecting, socializing e'e
The theory that states that organizations develop stronger cultures through attraction, selection, and attrition
Attraction-Selection-Attrition Theory
The force field analysis model of organizational change refers to restraining forces such as…
complaints, noncompliance
The 6 steps to reduce restraining forces in organizational change…
- communication
- learning
- involvement
- stress management
- negotiation
- coercion (when all else fails)
The approach that outlines the path of organizational change “need for change -> intervention -> evaluate/stabilize change” is referred to as…
Action-Research approach
