Quiz 1 ch 1, 2, 3 Flashcards
What is organizational behaviour?
It is the study of how people interact within organizations, focusing on improving employee performance, satisfaction, and organizational effectiveness. Looks at employee behaviours, decisions, perceptions, and emotions.
What is individual behaviour?
Personality, motivation, and decision-making
What is group behaviour?
teamwork, communication, leadership, and conflict
What is organizational processes?
Clutter, structure, and change management
Why study organizational behaviour?
- helps in understanding and predicting workplace behaviour
- improves managerial effectiveness
- enhances employee well-being and engagement
What are the 4 perspectives of organizational effectiveness?
- open systems perspective: organizations interact with their environment and must adapt to survive
- organizational learning perspective: organizations gain knowledge through employees, data, and innovation
- high-performance work practices (HPWP): employee involvement, training, and rewards improve performance
- stakeholder perspective: organizations must balance the interests of employees, customers, and shareholders
What is personality in the workplace?
Personality refers to an individuals’ stable behavioural patterns. It influences how people interact and perform at work.
What are the big five personality traits?
OCEAN Model
1. openness to experience: creativity and curiosity\
2. conscientiousness: discipline, organization, and responsibility (best predictor of job performance)
3. extraversion: social, energetic, and assertive
4. agreeableness: cooperative and friendly
5. neuroticism (emotional stability): low neuroticism = higher emotional stability
What is personality and job fit?
different jobs require different personality traits
What is conscientiousness?
It is linked to high job performance in most roles
What is extraversion?
It is ideal for sales and leadership roles
What does values in the workplace mean?
values are. beliefs that guide our decision and actions. They shape attitudes and behaviours
What are Schwartz’s value models?
- openness to change: encouraging innovation and independence
- self-enhancement: seeking personal success and power
- self-transcendence: caring for others and environmental concerns
- conservation: preserving traditions and security
What is person-job and person-organization fit?
Employees perform better when their values align with the organization’s culture
What is value congruence?
increases job satisfaction and commitment
What is self-concept in the workplace?
Self-concept is how individuals perceive themselves, influencing motivation and behaviour
What are components of self-concept?
- complexity: how many different identities a person gas (student, employee, athlete)
- consistency: whether these identities align with one another
- clarity: how clear and confident someone is about their self-image
What is self-enhancement?
seeking positive feedback and recognition
What is self-verification?
Seeking consistency in how others see us
What is social identity theory?
People define themselves based on personal characteristics (intelligence, personality) and social group memberships (nationality, team)
What is perception and workplace biases?
Perception is the process of interpreting information about others. However, biases can distort this process.
What are the common perceptual biases?
- selective attention: focusing only on information that confirms existing beliefs
- stereotyping: assigning generalized traits to people based on group membership
- halo effect: letting one positive trait influence overall perception
- fundamental attribution error: overestimating personal factors and underestimating situational influences on behaviour
What are improving perceptions in the workplace?
- increasing self-awareness
- encouraging perspective-taking
- using structured decision-making to reduce bias
What are organizations?
Groups of people who work independently toward some purpose.
What is evidence-based management?
the practice of making decisions and taking actions based on research evidence
What is surface-level diversity?
The observable demographic or physiological differences in people, such as their race, ethnicity, biological sex, age, and physical disabilities
What is deep-level diversity?
Differences in the psychological characteristics of employees, including personalities, beliefs, values, and attitudes
What is inclusive workplace?
A workplace that values people of all identities and allows them to be fully themselves while contributing to the organization
What is work-life integration?
The degree that people are effectively engaged in their various work and nonwork roles and have a low degree of role conflict across those life domains
What is remote work?
Any arrangement whereby an individual performs organizational tasks while located away from the employer’s physical premises, usually connected through various forms of information technology
What is the MARS model of individual behaviour?
A model depicting the four variables-motivation, ability, role perceptions, and situational factors—that directly influence an individual’s voluntary behavior and performance
What is motivation?
The forces within a person that affect the direction, intensity, and persistence of effort for voluntary behaviour
What is proficient task performance?
How well employees perform the work efficiently and accurately
What is adaptive task performance?
How well employees modify their thoughts and behavior to align with and support a new or changing work process or work setting
What is proactive task performance?
How well employees take the initiative to anticipate and introduce new work patterns that benefit the organization
What is achievement-nurturing orientation?
Cross-cultural value describing the degree to which people in a culture emphasize competitive versus cooperative relations with other people
What is agreeableness?
A personality dimension describing people who are trusting, helpful, good-natured, considerate, tolerant, selfless, generous, and flexible
