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CHRP - Labour Relations > Organizational Behaviour - Definitions > Flashcards

Organizational Behaviour - Definitions Flashcards

1
Q

Job Satisfaction

A

A collection of attitudes that workers have about their jobs

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2
Q

Job Descriptive Index (JDI)

A

A questionnaire to evaluate 5 facts of satisfaction: People, Pay, Supervision, Promotions, and Work itself

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3
Q

Emotional Regulation

A

Requirement for people to conform to certain “display rules” in their job behaviour in spite of their true mood or emotions

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4
Q

Emotional Contagion

A

Tendency for moods and emotions to spread between people or throughout a group

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5
Q

Sender-Receiver Model of Communication

A

Encoding -> Transmitting -> Decoding

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6
Q

Mum Effect

A

Tendency to avoid communicating unfavourable news to others

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7
Q

Punctured Equilibrium Model

A

A model of group development that describes how groups with deadlines are affected by their first meetings and crucial midpoint transitions. Consists of: Phase 1, Midpoint Transition, Phase 2

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8
Q

Additive Tasks (Groups)

A

Tasks in which group performance is dependent on sum of performance of individual group members

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9
Q

Disjunctive Tasks (Groups)

A

Tasks in which group performance is dependent on performance of the best group member

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10
Q

Process Losses (Groups)

A

Group performance difficulties stemming from problems of motivating and coordinating larger groups

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11
Q

Conjunctive Tasks (Groups)

A

Tasks in which group performance is limited by performance of poorest group member

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12
Q

Role Ambiguity

A

A lack of clarity of job goals or methods

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13
Q

Role Conflict

A

Occurs as a condition of being faced with incompatible role expectations

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14
Q

Intersender Role Conflict

A

2+ role senders provide role occupant with incompatible expectations

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15
Q

Interrole Conflict

A

Several roles held by one occupant that result in incompatible expectations

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16
Q

Person-Role Conflict

A

Role demands call for behaviour that’s incompatible with the personality or skills of a role occupant

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17
Q

Group Cohesiveness

A

The degree to which a group is attractive to its members

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18
Q

Free Rider Effect

A

People lower their effort to get a free ride at the expense of their group members

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19
Q

Sucker Effect

A

People lower their effort b/c of the feeling that others are free riding

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20
Q

Collective Efficacy

A

Shared beliefs that a team can successfully perform a given task

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21
Q

Self-Managed Work Teams

A

Work groups that have the opportunity to do challenging work under reduced supervision. Groups regulate much of their own members’ behaviour

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22
Q

Cross-Functional Teams

A

Work groups that bring people with different functional specialities together

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23
Q

Interpersonal Conflict

A

The process that occurs when one person, group, or organizational subunit frustrates the goal attainment of another

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24
Q

Relationship Conflict

A

Interpersonal tensions among individuals that have to do with their relationship per se, not the task at hand

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25
Q

Task Conflict

A

Disagreements about the nature of the work to be done

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26
Q

Process Conflict

A

Disagreements about how work should be organized and accomplished (e.g. disagreements about responsibility, authority, and resource allocation)

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27
Q

Stress

A

A psychological reaction to the demands inherent in a stressor that has the potential to make a person feel tense or anxious

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28
Q

Passive Response (Stress Response)

A

Individual has little direct control over effects of stress

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29
Q

Active Response (Stress Response)

A

Individuals can cope with previous aspect of stress episode

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30
Q

Role Overload

A

Requirement for too many tasks to be performed in too short a time period

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31
Q

Rationalization (Stress Reaction)

A

Attributing socially acceptable reasons or motives to one’s actions so they appear reasonable and sensible, at least to oneself

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32
Q

Projection (Stress Reaction)

A

Attributing one’s own undesirable ideas and motives to others so they seem less negative

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33
Q

Displacement (Stress Reaction)

A

Directing feelings of anger at a ‘safe’ target rather than expressing them where they may be punished

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34
Q

Reaction Formation (Stress Reaction)

A

Expressing oneself in a manner that’s directly opposite to the way one truly feels, rather than risking negative reactions to one’s true position

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35
Q

Compensation (Stress Reaction)

A

Applying one’s skills in a particular area to make up for failure in another area

36
Q

Leadership

A

The use of power and influence to direct the activities of followers towards goal achievement

37
Q

Trait Theory of Leadership

A

Leadership depends on personal qualities or traits of the leader

38
Q

Path-Goal Theory

A

Robert House’s theory concerned with the situations under which various leader behaviours are most effective (Participative, Supportive, Directive, Achievement Orientated)

39
Q

Directive Behaviour (Path-goal theory)

A

Directive leaders should schedule work, maintain performance standards, and let employees know what’s expected of them

40
Q

Supportive Behaviours (Path-goal theory)

A

Supportive leaders are friendly, approachable, and concerned with pleasant interpersonal relationships

41
Q

Participative Behaviour (Path-goal theory)

A

Participative leaders consult with employees about work-related matters and consider their opinions

42
Q

Achievement-Orientated Behaviour (Path-goal theory)

A

Encourage employees to exert high effort and strive for high level of goal accomplishment; express confidence that employees can reach goals

43
Q

Leader-Member Exchange Theory

A

Theory of leadership that focuses on quality of the relationship that develops between a leader and an employee. The theory states that all relationships between managers and subordinates go through three stages. These are:
Role-Taking
Role-Making
“Routinization.”

44
Q

Social Exchange Theory

A

Social behaviour is the result of an exchange process. The purpose of this exchange is to maximize benefits and minimize costs. People weigh the potential benefits and risks of social relationships, and when the risks outweigh the rewards, people will terminate or abandon that relationship.

45
Q

Cognitive Resource Theory

A

Leadership theory that focuses on conditions in which a leaders cognitive resources (intelligence, expertise, and experience) contribute to effective leadership

46
Q

Contingency Theory

A

Fred Fiedler’s theory that states that the association between leadership orientation and group effectiveness is contingent on how favourable the situation is for exerting influence

47
Q

Participative Leadership

A

Involving employees in making work-related decisions

48
Q

Time-Driven Model of Leadership

A

A model that suggests that seven factors, including the importance of the decisions, the expertise of the leader, and the competence of the followers, combine to make some decisions-making styles more effective than others in a given situation. We need leaders for each of these types of situations

49
Q

Life Cycle Theory of Leadership

A

A theory stating that the optimal combination of initiating structure and consideration for leadership depends on the readiness of the employee in the work unit.

50
Q

Idealized Influence (Leadership Behaviour)

A

The power held by a leader who behaves in ways that earn the admiration, trust, and respect of followers, causing followers to want to identify with and emulate the leader

51
Q

Inspirational Motivation

A

A type of influence in which the leader behaves in ways that foster an enthusiasm for and commitment to a shared vision of the future.

52
Q

Intellectual Stimulation

A

A type of influence in which the leader behaves in a way that challenges the followers to be innovative and creative by questioning assumptions and reframing old situations in new ways.

53
Q

Individualized Consideration (Leadership)

A

The extent to which a leader attends to each follower’s needs and is a mentor, coach or guide to the follower.

54
Q

Information Overload

A

Reception of more information than is necessary to make effective decisions

55
Q

Perfect Rationality

A

Decision strategy that is completely informed, perfectly logical, and oriented toward economic gain

56
Q

Bounded Rationality

A

Decision strategy that relies on limited information and reflects time constraints and political considerations

57
Q

Projection Bias

A

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

58
Q

Availability Bias

A

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

59
Q

Fundamental Attribution Error

A

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

60
Q

Organizational Culture

A

Shared beliefs, values, and assumptions that exist in an organization. Culture is developed from Beliefs and Values

61
Q

Organizational Development

A

A planned, ongoing effort to change organizations to be more effective and more human

62
Q

Gallop Q12 (Model of Engagement)

A

A survey that examines Basic needs, Management support, Teamwork, Growth

63
Q

Self-Managing Teams

A

Teams that make decisions and solve problems concerning work production

64
Q

Self-Designing Teams

A

Teams that make decisions and solve problems concerning work production and control team design and membership

65
Q

Semi-Autonomous Work Groups

A

Teams that make decisions and solve problems concerning work production

66
Q

C-Type Conflicts (Team Dysfunction)

A

Conflicts related to cognitive issues

67
Q

A-Type Conflicts (Team Dysfunction)

A

Conflict related to affective (interpersonal) issues

68
Q

Functional Departmentalization (Org Structure)

A

An organization is organized into departments based upon the respective functions each performs for the organization

69
Q

Product Departmentalization (Org Structure)

A

An organizational strategy that divides employees into teams to work on all aspects of a particular project or product line

70
Q

Customer Departmentalization (Org Structure)

A

Grouping activities on the basis of common customers or types of customers

71
Q

Geographic Departmentalization (Org Structure)

A

Grouping activities on the basis of territory

72
Q

Matrix Departmentalization (Org Structure)

A

Combining functional and product (project) departmentalization designs to improve the synchronization of multiple components for a single activity

73
Q

Boundaryless Departmentalization (Org Structure)

A

A design that is not defined by, or limited to, the horizontal, vertical, or external boundaries imposed by a predefined structure.

74
Q

Employee Engagement Components

A

Motivation, Satisfaction, Commitment

75
Q

5 Factors Personality Model

A 
A set of five broad trait dimensions or domains, often referred to as the “Big Five”: Extraversion,
Agreeableness,
Conscientiousness, 
Neuroticism ,
Openness to Experience
76
Q

Affective Commitment

A

How much employees want to stay at their organization

77
Q

Continuance Commitment

A

How much employees feel the need to stay at their organization

78
Q

Normative Commitment

A

How much employees feel they should stay at their organization

79
Q

Span of Control

A

The number of subordinates that a manager can successfully supervise

80
Q

Maslows Hierarchy of Needs

A

Self-Actualization, Esteem, Belonging, Safety, Physiological

81
Q

Legitimate Power

A

Power derived from a person’s position or job in an organization

82
Q

Reward Power

A

Power derived from the ability to provide positive outcomes and prevent
negative outcomes

83
Q

Referent Power

A

Power derived from being well liked by others

84
Q

Coercive Power

A

Power derived from the use of punishment and threat

85
Q

Expert Power

A

Power derived from having special information or expertise that’s valued by an
organization

CHRP - Labour Relations (9 decks)

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