Test 1 Flashcards
Organizational Behavior
scientific study that helps us understand the impact that individuals, groups and structure have on behavior within organizations for the purpose of improving an organizations’s effectiveness
4 disciplines that contribute to org. behavior
Psychology
Social psychology
Sociology
Anthropology
Organization
a coordinated group of two or more people that functions on a relatively continuous basis to achieve a common goal
Manager’s job
Functions: plan, organize, lead, control
Roles: interpersonal, informational, decisional
Skills: technical, human, conceptual
Challenges and opportunities in Org. Behavior
Responding to economic pressure Responding to globalization Improving customer service Improving people skills Enhancing employee well-being at work Improving ethical behavior Managing workforce diversity
Three levels of analysis
Inputs, processes, outcomes (individual, group and organization
Two dimensions of Diversity
Surface level-demographics (religion, gender, etc.)
Deep-level: differences in values, personality, and work preferences that become progressively more important for determining similarity as people get to know one another better
Discrimination
noting of a difference between things, then taking an action on that difference
Types of discrimination
Denial of opportunity/access Sexual harassment Intimidation Exclusion Incivility- disrespectful treatment, including behaving in an aggressive manner
Surface-level characteristics
age, gender, race and ethnicity, disability, religion, sexual orientation, sexual identity
Diversity management
the process and programs by which managers make everyone more aware and sensitive to the needs and differences of other
Characteristics of effective diversity management
Teach managers about the legal framework for equal employment opportunity and encourage fair treatment of all people
Teach managers how a diverse workforce will be more effective at serving a diverse customer base
Foster personal development practices that bring out the skills and abilities of everyone
Biographical characteristics
personal characteristics that are objective and easily obtained from personnel records (surface-level)
Race vs. Ethnicity
Race- biological heritage that people use to identify themselves’
Ethnicity- additional set of cultural characteristics that often overlaps with race
Ability
an individual’s capacity to perform the various tasks in a job
Intellectual Ability
the capacity to do mental activities–thinking, reasoning, problem solving
General Mental Ability (GMA)
overall factor of intelligence, as suggested by the positive correlations among specific intellectual ability dimensions
Dimensions of intellectual ability
number aptitude, verbal comprehension, perceptual speed, inductive reasoning, deductive reasoning, spatial visualization, memory
Attitudes
evaluative statements (judgments) concerning objects, people or events (favorable or unfavorable)
What are the 3 components of an attitude?
Affect- physiological indicators, verbal statements about feelings (ex. I don’t like my boss)
Behavioral intent- observed behavior, verbal statements about intentions (ex. I want to transfer to another department)
Cognition- attitude scales, verbal statements about beliefs (ex. I believe my boos plays favorites at work)
How are attitudes formed?
Direct experience and social learning
Components of Attitudes
cognitive component, affective component, behavior component
Cognitive
the opinion or belief segment of an attitude
Affective
the emotional or feeling segment of an attitude
Behavioral
an intention to behave in a certain way toward someone or something
Attitudes to Behavior Moderators
Importance Tightness of link to behavior Accessibility Social pressure Experience
Cognitive Dissonance
a feeling of psychological discomfort produced when an individual is exposed to a situation involving conflicting attitudes, beliefs of behaviors
Work related attitudes
Organizational commitment: Affective commitment, continuance commitment, normative commitment
Job involvement
Employee engagement
Job Satisfaction
a positive feeling about one’s job resulting from an evaluation of its characteristics
Job involvement
the degree to which a person identifies with a job, actively participates in it and considers performance important to self-worth
Psychological empowerment
employees’ belief in the degree to which they affect their work environment, their competence, and meaningfulness of their job, and their perceived autonomy in their work
Organizational Commitment
the degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization
Perceived Organizational Support
the degree to which employees believe an organization values their contribution and cares about their well-being
Employee Engagement
an individual’s involvement with, satisfaction with and enthusiasm for the work he or she does
Job Satisfaction facets
work itself quality of supervision relationships with coworkers promotion opportunities pay
Consequences of job dissatisfaction
exit-leave the organization (active and destructive)
loyalty- optimistically waiting for conditions to improve (passive and constructive)
voice- actively and constructively trying to improve conditions (active and constructive)
neglect- passively allows things to worsen (passive and deconstructive)
Core Self Evaluations
bottom-line conclusions individuals have about their capabilities, competence, and worth as a person
Organizing
determining what tasks are to be done, who is to do them how the tasks are to be grouped, who reports to whom and where decisions are to be made
Management skills (3 types)
Technical
Human
Conceptual
Systematic Study
looking at relationships, attempting to attribute causes and effects, and drawing conclusions based on scientific evidence
Evidence based management
the basing of managerial decisions on the best available scientific evidence
Psychology
seeks to measure, explain and sometimes change the behavior of humans and other animals
Social Psychology
blends sociology and psychology
Sociology
study of people in relation to their social environment or culture
Anthropology
the study of societies to learn about human beings and their activities
Positive organizational scholarship
area of OB research that concerns how organizations develop human strength, foster vitality and resilience and unlock potential
Model
an abstraction of reality. A simplified representation of some real-world phenomenon
Input
variables that lead to processes
Processes
actions that individuals, groups, and organizations engage in as a result of inputs and that lead
Attitudes
evaluations employees make about objects, people or events
Task performance
the combination of effectiveness and efficiency at doing your core job tasks
Citizenship behavior
discretionary behavior that contributes to the psychological and social environment of the workplace
Withdrawal behavior
the set of actions employees take to separate themselves from the organization (negative)
Group cohesion
the extent to which members of a group support and validate one another while at work
Group functioning
the quantity and quality of a work group’s output
Productivity
combination of effectiveness and efficiency of an organization
Effectiveness
the degree to which an organization meets the needs of its customers
Efficiency
the degree to which an organization can achieve its ends at a low cost
Organizational survival
the degree to which an organization is able to exist and grow over the long term
