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Organizational Behavior > test 2 > Flashcards

test 2 Flashcards

1
Q

What is stress

A

a psychological response to demands that possess certain stakes for the person and that tax or exceed the person’s capacity or resources

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2
Q

What are demands that cause stress?

A

stressors

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3
Q

What are the negative consequences of stress called?

A

strains

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4
Q

Transactional theory shoes

A

how stressors are perceived and appraised as well as how people respond to those perceptions and appraisals

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5
Q

What happens when people first encounter stressors, according to the transactional theory of stress?

A

They begin a primary appraisal

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6
Q

What is primary appraisal?

A

considering whether a demand causes them to feel stress, and how they feel about it

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7
Q

What are job demands that are not stressful?

A

bening job demands

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8
Q

What are the two types of stressors?

A

hindrance and challenge

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9
Q

Hindrance stressors

A

stressful demands perceived as hindering progress toward person al accomplishments or goal attainment (Negative emotions)

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10
Q

Challenge stressors

A

stressful demands perceived as opportunities for learning, growth, and achievment

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11
Q

What are the work hindrance stressors

A

role conflict, role ambiguity, role overload, daily hassles

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12
Q

Work challenge stressors

A

time pressure, work complexity, work responsibility

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13
Q

Nonwork hindrance stressors

A

work-family conflict, negative life events, financial uncertainty

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14
Q

Nonwork challenge stressor

A

Family time demands, personal development, positive life events

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15
Q

What happens after the primary appraisal?

A

Secondary appraisal

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16
Q

What is the secondary appraisal

A

ifguring out how to deal with the stressor

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17
Q

Coping

A

behaviors and thoughts peope use to manage stressful demands and emotions related to those demands

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18
Q

What are two metrics for coping

A

Behavior vs Cognitive

Problem Focused vs Emotion Focused

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19
Q

What are the three types of strains

A

Physiological, Pyschological, Behavioral

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20
Q

What are the two individual differences that influence stress?

A

Type a Behavior Pattern

Social support

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21
Q

What is social spport

A

help that people receive when their stressed

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22
Q

2 Types of social support?

A

Instrumental (fix problem)

Emotional (Show support)

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23
Q

How do hindrance stressors effect job performance and Org Commitment

A
  1. weak neg w/Job perf

2. strong neg w/ OC

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24
Q

What effect do challenge stressors have on job perf and OC

A
  1. Weak pos w/job perf

2. Mod pos w/ OC

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25
Q

What are the three components of performance?

A

Ability, Opportunity, Motivation

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26
Q

What are the three components of Motivation?

A

Direction, Intensity, Persistence

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27
Q

What is engagement

A

high levels of intensity and persistence in work effort

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28
Q

What is expectancy?

A

The belief that exerting a high level of effort will result in the succesful perforamcen of some task.

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29
Q

What things effect self-efficacy?

A

Past accomplishments, vicarious experiences, verbal persuasion, emotional cues

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30
Q

What is instrumentality?

A

The belief that sucesful performance will result in some outcomes (P—>O)

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31
Q

What is Valence

A

The anticipation of positive or negative outcomes

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32
Q

What are extrinsic motivations

A

Pay, Bonuses, Security, Lackof disciplnary action

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33
Q

What are some intrinsic motivators?

A

Enjoyment, Interest, Skill development, Lack of Boredom

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34
Q

What are Maslow’s hierarchy, and what is his main idea?

A

Preeminence (one needs need to be filled to move to next)

Psyiological, safety, belongingness, esteem, self-actualization

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35
Q

Alderfer ERG–Frustration Regression

A

Existence, relatedness, growth

36
Q

McClellands Acquired Needs

A

Power (Personal Institutional), Affliation, Achievement

37
Q

What does goal setting theory state

A

goals are the primary drivers of the intensity and persistence of effort

38
Q

What must goals be to be effective?

A

Specific and difficult

39
Q

How is goal difficultly related to task performance?

A

Difficult goals (to a point) make people work harder

40
Q

What is self-set goal?

A

The internalized goals that people use to monitor their own task progress

41
Q

What are task strategies

A

Created by self-set goals, learning plans and problem-solving approaches used to achieve successful perfoamnce

42
Q

What are the three motivators of goal setting thoery?

A

Feedback, Task Complexity, Goal commitment

43
Q

How do these three moderates affect task performance?

A

Feedback=positive
Task complexity=Negative
Goal Commitment=positive

44
Q

How can Goal commitment be increased?

A

Making them SMART, add rewards, publcity, support, participation, resources

45
Q

What is the primary focus of Equity theory?

A

motivation doesn’t just depdn on your beliefs and circumstances, but also on what happens to other people.

46
Q

What are comparison others?

A

Those to whom you compare your ratio of outcomes and inputs

47
Q

What is equity distress

A

when your outcomes are smaller vis-a-vis others with the same inputs (You steal or ask for a raise)

Or

Your Outcomes are higher than others with the same input, connitiive distortsion

48
Q

To what and whom do people compare themselves to?

A

Job equity (same job), Company Equity (same company, diff job), Occupational (same job, diff comp) Educational, Age

49
Q

What are the three types of people under equity?

A

Sensitives
Benevolent
Entitled

50
Q

How does Motivation effect Job performance nad Organizational commitment

A

Strong pos

Mod Pos

51
Q

What are the four individual vfocused compensation plan elements?

A

Piece-Rate
Merit-Pay
Lump Sum Bonuses
Recognition Award

52
Q

What are the unit-focused

A

Gainsharing

53
Q

Organization Focused

A

Profit Sharing

54
Q

What must compensation plans have to be effective?

A

Specific and general goals (Profit sharing and merit pay don’t), instrumentality (Gain sharing somewhat, merit and piece definitely) Time sensitive

55
Q

What are ways to decrease inequity?

A 
Alter Outcomes 
Alter Inputs 
Change the Comparison Other
Alter Comparison Other's inputs
Rationalize
Leave
56
Q

What is trust?

A

The willingness to put oneself at risk with another party

57
Q

What is reputation?

A

prominence of a company’s brand in the minds of the public and perceived quality of its goods and services

58
Q

What are the three types of trust?

A
  1. Affect based
  2. Cognitive Based
  3. Disposition Based
59
Q

What is trust propensity?

A

A general feeling that others can be trusted

60
Q

What is trustworthiness?

A

characteristics of attributes of a trustee that inspire trust

61
Q

What are the three aspects of trustworthiness?

A

Ability, Benevolence, Integrity

62
Q

What are the four types of justice?

A

Distributive, Procedural, Interpersonal, Informational

63
Q

How do distributeive and procedural justice relate

A

A high procedural justice helps employees even when they don’t get the decisions they want.

64
Q

What are the three rules of distributive justice?

A

need vs equality vs equity

65
Q

What are the 6 procedural justice rules?

A 
Voice
Correctability
Consistency
Bias Suppression
Representativeness
Accuracy
66
Q

Two interpsonal rules

A

Respect

Propriety

67
Q

2 Informational justiec rules

A

Justificaiton

Truthfulness

68
Q

What are ethics?

A

doing the right thing

69
Q

What is merely ethical behavior?

A

behavior that adheres to some minimally accepted standard of morality (usually laws)

70
Q

especially ethical behavior?

A

behavior that exceed some minimally accepted standard of morality (Whistleblowing)

71
Q

According to the four-component model of ethical deciion making there are how many sequences and how many influencing factors

A

Moral Awareness
Moral Judgment
Moral Intent
Ethical Behavior

Individual Factors
Situational Factors

72
Q

Occurs when an authority recognizes that a moral issue exsts in a situation

A

moral awareness

73
Q

What is something that effects moral awareness

A

moral intensity (The sense something has moral urgency)

74
Q

What increases moral intensity?

A

high potential of harm

social pressure

75
Q

the degree to which people chronically perceive and consider issues of morality during their experiences

A

moral attentiveness

76
Q

The process people use to determine whether a particular course of action is ethical or unethical

A

moral judgment

77
Q

Three steps in cognitive moral development

A
  1. preconvential
  2. Convential
  3. Principled
78
Q

right vs wrong is viewed in terms of the consequences of various actions for the individual

A

preconvential

79
Q

Right vs wrong is reference d to the expectations of one’s family and society. Emphasizes laws, rules, and orders

A

Conventential

80
Q

Right vs Wrong referenced as a set of defined, established moral principles

A

principled

81
Q

Moral Principles

A

Teleological
Utilitarians/Egoism
Deontological
Duties, rightsm and values

82
Q

How does TJE effect commitment and perforamnce?

A

Mod pos w perforamnce

Str. Pos on OC

83
Q

What is a distrust tax?

A

lack of ability to focus from “covering one’s own backside”

84
Q

What is the diff between economic and social exchange?

A

Economic=quid pro quo

Social-Relationship based on mutual investment

85
Q

Four levels of CSR

A

Economic
Legal
Ethical
Citizenship (improve communities)

86
Q

Define the four types of organizational justice

A

Distributive–how fair is the outcome
Procedural: perceived fairness of decision making process
Interpersonal: Perceived fairness of treatment by superiors
Information:Perceived fairness of the communications provided to employees from authorities

Organizational Behavior (7 decks)

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