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Interpersonal Skills

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These are important for managers to develop because they help organizations attract and keep high-performing employees

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Manager

answer

An individual who achieves goals through other people

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Organization

answer

A consciously coordinated social unit, composed of two or more people, that functions on a relatively continuous basis to achieve a common goal or set of goals

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Management Functions

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Planning, organizing, Leading, controlling

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Interpersonal Roles

answer

Includes figurehead role, leadership role, and the liaison role

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Informational Roles

answer

Includes the disseminator role, spokesperson role, and what Mintzberg called the monitor role

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Decisional Roles

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Includes the entrepreneur role, the disturbance handler, resource allocator, and negotiator role

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Mintzberg's Managerial Roles

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Includes interpersonal roles, informational roles, and decisional roles

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Planning

answer

A process that includes defining goals, establishing strategy, and developing plans to coordinate activities

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Organizing

answer

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

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Leading

answer

A function that includes motivating employees, directing others, selecting the most effective communication channels, and resolving conflicts.

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Controlling

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Monitoring activities to ensure they are being accomplished as planned and correcting any significant deviations

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Technical Skills

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The ability to apply specialized knowledge or expertise

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Human skills

answer

The ability to work with, understand, and motivate other people, both individually and in groups

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Conceptual Skills

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The mental ability to analyze and diagnose complex situations

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Managerial Activities

answer

-Traditional management -Communication -Human resource management -Networking

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Traditional Management

answer

Decision making, planning, and controlling

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Communication

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Exchanging routine information and processing paperwork

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Human Resource Management

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Motivating, disciplining, managing conflict, staffing, and training

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Networking

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Socializing, potlicking, and interacting with outsiders

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Organizational Behavior

answer

A field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organization's effectiveness.

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Systematic Study

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Looking at relationships, attempting to attribute causes and effects, and drawing conclusions based on scientific evidence

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Evidence-Based Management

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The basing of managerial decisions on the best available scientific evidence

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Intuition

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A gut feeling not necessarily supported by research

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Major Disciplines that Contribute to the OB Field

answer

-Psychology -Social psychology -sociology -Anthropology

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Psychology

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The science that seeks to measure, explain, and sometimes change the behavior of humans and other animals

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Social Psychology

answer

An area of psychology that blends concepts from psychology and sociology and that focuses on the influence of people on one another

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Sociology

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The study of people in relation to their social environment or culture

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Anthropology

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The study of societies to learn about human beings and their activities

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Contingency Variables

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Situational factors: variables that moderate the relationship between two or more variables

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Effects of Globalization

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-Increased Foreign Assignments -Working with People from Different Cultures -Overseeing Movement of Jobs to Countries with Low-Cost Labor

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Workforce Diversity

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The concept that organizations are becoming more heterogeneous in terms of gender, age, race, ethnicity, sexual orientation, and inclusion of other diverse groups

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Positive Organizational Scholarship (AKA Positive Organizational Behavior)

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An area of OB research that concerns how organizations develop human strength, foster vitality and resilience, and unlock potential

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Reflected Best-Self

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Asking employees to think about when they were at their "personal belt" in order to understand how to exploit their strengths

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Ethical Dilemmas & Ethical Choices

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Situations in which individuals are required to define right and wrong conduct

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Model

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An abstraction of reality. A simplified representation of some real-world phenomenon.

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Inputs

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Variables that lead to processes

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Processes

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Actions that individuals, groups, and organizations engage in as a result of inputs and that lead to certain outcomes

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Outcomes

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Key factors that are affected by some other variables

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Stress

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An unpleasant psychological process that occurs in response to environmental pressures

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Task Performance

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The combination of effectiveness and efficiency at doing your core job tasks

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Citizenship Behavior

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Discretionary behavior that contributes to the psychological and social environment of the workplace

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Withdrawal Behavior

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The set of actions employees take to separate themselves from the organization

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Group Cohesion

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The extent to which members of a group support and validate one another while at work

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Group Functioning

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The quantity and quality of a work group's output

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Productivity

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The combination of the effectiveness and efficiency of an organization

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Effectiveness

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The degree to which an organization meets the needs of its clientele or customers

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Efficiency

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The degree to which an organization can achieve its ends at a low cost

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Organizational Survival

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The degree to which an organization is able to exist and grow over the long term

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Surface-Level Diversity

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Differences in easily perceived characteristics, such as gender, race, ethnicity, age, or disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes

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Deep-Level Diversity

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Differences in values, personality, and work preferences that become progressively more important for determining similarity as people get to know one another better

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Discrimination

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Noting ofa difference between things; often we refer to unfair discrimination, which means making judgments about individuals based on stereotypes regarding their demographic group

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Discriminatory Policies or Practices

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Actions taken by representatives of the organization that deny equal opportunity to perform or unequal rewards for performance

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Sexual Harassment

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Unwanted sexual advances and other verbal or physical conduct of a sexual nature that create a hostile or offensive work environment

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Intimidation

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Overt threats or bullying directed at members of specific groups of employees

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Mockery and Insults

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Jokes or negative stereotypes; sometimes the result of jokes taken too far

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Exclusion

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Exclusion of certain people from job opportunities, social events, discussions, or informal mentoring, can occur unintentionally

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Incivility

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Disrespectful treatment, including behaving in an aggressive manner, interrupting the person, or ignoring his or her opinions

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Biographical Characteristics

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Personal characteristics- such as age, gender, race, disability, religion, sexual orientation, and length of tenure- that are objective and easily obtained from personnel records. These characteristics are representative of surface-level diversity

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Ability

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An individual's capacity to perform the various tasks in a job

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Intellectual Abilities

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The capacity to do mental activities- thinking, reasoning, and problem solving

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General Mental Ability (GMA)

answer

An overall factor of intelligence, as suggested by the positive correlations among specific intellectual ability dimensions

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Physical Abilities

answer

The capacity to do tasks that demand stamina, dexterity, strength, and similar characteristics

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Diversity Management

answer

The process and programs by which managers make everyone more aware of and sensitive to the needs and differences of others

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Attitudes

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Evaluative statements or judgments concerning objects, people, or events

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Cognitive component

answer

The opinion or belief segment of an attitude

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Affective Component

answer

The emotional or feeling segment of an attitude

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Behavioral Component

answer

An intention to behave in a certain way toward someone or something

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Cognitive Dissonance

answer

Any incompatibility between two or more attitudes or between behavior and attitudes

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Major Job Attitudes

answer

These include job satisfaction, job involvement, organizational commitment, perceived organizational support, and employee engagement

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Job Satisfaction

answer

A positive feeling about one's job resulting from an evaluation of its characteristics

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Job Involvement

answer

The degree to which a person identifies with a job, actively participates in it, and considers performance important to self-worth

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Psychological Empowerment

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Employees' belief in the degree to which they affect their work environment, their competence, the meaningfulness of their job, and their perceived autonomy in their work

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Organizational Commitment

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The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization

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Perceived Organizational Support (POS)

answer

The degree to which employees believe an organization values their contribution and cares about their well-being

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Employee Engagement

answer

An individual's involvement with, satisfaction with, and enthusiasm for the work he or she does

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Main Causes of Job Dissatisfaction

answer

- On-the-job stress - Pay - Promotion - Work - security - supervisor - Coworkers

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Causes of Job Satisfaction

answer

- Interdependence - Feedback - Social support - Interaction with co-workers outside the workplace

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Impact of Dissatisfied Employees

answer

-Exit -Voice -Loyalty -Neglect

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Exit

answer

Dissatisfaction expressed through behavior directed toward leaving the organization

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Voice

answer

Dissatisfaction expressed through active and constructive attempts to improve conditions

question

Loyalty

answer

Dissatisfaction expressed by passively waiting for conditions to improve

question

Neglect

answer

Dissatisfaction expressed through allowing conditions to worsen

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Core Self-Evaluations

answer

Bottom-line conclusions individuals have about their capabilities, competence, and worth as a person

question

Deviant Behavior in the Workplace (AKA counterproductive behavior or employee withdrawal)

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Indicated by behavior including unionization attempts, substance abuse, stealing at work, undue socializing, and tardiness

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Affect

answer

A broad range of feelings that people experience

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Emotions

answer

Intense feelings that are directed at someone or something

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Moods

answer

Feelings that tend to be less intense than emotions and that lack a contextual stimulus

question

Basic Emotions

answer

- Anger - Fear - Sadness - Happiness - Disgust - Surprise

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Positive Affect

answer

A mood dimension that consists of specific positive emotions such as excitement, self-assurance, and cheerfulness at the high end and boredom, sluggishness, and tiredness at the low end

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Negative Affect

answer

A mood dimension that consists of emotions such as nervousness, stress, and anxiety at the high end and relaxation, tranquility, and poise at the low end

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Positivity Offset

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The tendency of most individuals to experience a mildly positive mood at zero input (when nothing in particular is going on)

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Sources of Emotions and Moods

answer

-Personality -Day of the week/ Time of Day -Weather -Stress -Social Activities -Sleep -Exercise -Age -Sex

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Affect Intensity

answer

Individual differences in the strength with which individuals experience their emotions

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Illusory Correlation

answer

The tendency of people to associate two events when in reality there is no connection

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Emotional Labor

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A situation in which an employee expresses organizationally desired emotions during interpersonal transactions at work

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Emotional Dissonance

answer

Inconsistencies between the emotions people feel and the emotions they project

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Felt Emotions

answer

An individual's actual emotions

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Displayed Emotions

answer

Emotions that are organizationally required and considered appropriate in a given job

question

Surface Acting

answer

Hiding one's inner feelings and forgoing emotional expressions in response to display rules

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Deep Acting

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Trying to modify one's true inner feelings based on display rules

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Affective Events Theory (AET)

answer

A model that suggests that workplace events cause emotional reactions on the part of employees, which then influence workplace attitudes and behaviors

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Emotional Intelligence (EI)

answer

The ability to detect and to manage emotional cues and information

question

Arguments in favor of Emotional Intelligence

answer

-Intuitive appeal - Predicts criteria that matter - Biologically Based

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Arguments Against Emotional Intelligence

answer

-Researchers do not agree on definitions -Cannot be measured -It is nothing more than personality with a different label

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Emotional Contagion

answer

The process by which peoples' emotions are caused by the emotions of others

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Personality

answer

Enduring characteristics that describe an individual's behavior

question

Personality Determinants

answer

-Heredity -Environment

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Heredity

answer

Factors determined at conception; one's biological, physiological, and inherent psychological makeup

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Personality Traits

answer

Enduring characteristics that describe an individual's behavior

question

Myers-Briggs Type Indicator (MBTI)

answer

A personality test that taps four characteristics and classifies people into 1 of 16 personality types

question

The Big Five Personality Model

answer

A personality assessment model that taps five basic dimensions: extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience)

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Extraversion

answer

A personality dimension describing someone who is sociable, gregarious, and assertive

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Agreeableness

answer

A personality dimension that describes someone who is good natured, cooperative, and trusting

question

Conscientiousness

answer

A personality dimension that describes someone who is responsible, dependable, persistent, and organized

question

Emotional Stability

answer

A personality dimension that characterizes someone as calm, self-confident, secure (positive) versus nervous, depressed, and insecure (negative)

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Openness to experience

answer

A personality dimension that characterizes someone in terms of imagination, sensitivity, and curiosity

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Machiavellianism

answer

The degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means

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Narcissism

answer

The tendency to be arrogant, have a grandiose sense of self-importance, require excessive admiration, and have a sense of entitlement

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Self-Monitoring

answer

A personality trait that measures an individual's ability to adjust his or her behavior to external, situational factors

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Proactive Personality

answer

People who identify opportunities, show initiative, take action, and persevere until meaningful change occurs

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Other-Orientation

answer

A personality trait that reflects the extent to which decisions are affected by social influences and concerns vs. our own well-being and outcomes

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Values

answer

Basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence

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Value System

answer

A hierarchy based on a ranking of an individual's values in terms of their intensity

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Terminal Values

answer

Desirable end-states of existence; the goals a person would like to achieve during his or her lifetime

question

Instrumental values

answer

Preferable modes of behavior or means of achieving one's terminal values

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Personality-Job Fit Theory

answer

A theory that identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover

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Power Distance

answer

A national culture attribute that describes the extent to which a society accepts that power in institutions and organizations is distributed unequally

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Individualism

answer

A national culture attribute that describes the degree to which people prefer to act as individuals rather than as members of groups

question

Collectivism

answer

A national culture attribute that describes a tight social framework in which people expect others in groups of which they are a part to look after them and protect them

question

Masculinity

answer

A national culture attribute that describes the extent to which the culture favors traditional masculine work roles of achievement, power, and control. Societal values are characterized by assertiveness and materialism

question

Femininity

answer

A national culture attribute that indicates little differentiation between male and female roles; a high rating indicates that women are treated as the equals of men in all aspects of the society

question

Uncertainty Avoidance

answer

A national culture attribute that describes the extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them

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Long-Term Orientation

answer

A national culture attribute that emphasizes the future, thrift, and persistence

question

Short-Term Orientation

answer

A national culture attribute that emphasizes the past and present, respect for tradition, and fulfillment of social obligations

question

Perception

answer

A process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment

question

Factors in the Perceiver

answer

-Attitudes -Motives -Interests -Experience -Expectations

question

Factors in the Situation

answer

-Time -Work Setting -Social Setting

question

Factors in the Target

answer

-Novelty -Motion -Sounds -Size -Background -Proximity -Similarity

question

Attribution Theory

answer

An attempt to determine whether an individual's behavior is internally or externally caused

question

Fundamental Attribution Error

answer

The tendency to underestimate the influence of external factors and overestimate the influence of internal factors when making judgments about the behavior of others

question

Self-Serving Bias

answer

The tendency for individuals to attribute their own successes to internal factors and put the blame for failures on external failures

question

Selective Perception

answer

The tendency to selectively interpret what one sees on the basis of one's interests, background, experience, and attitudes

question

Halo Effect

answer

The tendency to draw a general impression about an individual on the basis of a single characteristic

question

Contrast Effect

answer

Evaluation of a person's characteristics that is affected by comparisons with other people recently encountered who rank higher or lower on the same characteristics

question

Stereotyping

answer

Judging someone on the basis of one's perception of the group to which that person belongs

question

Self-Fulfilling Prophecy

answer

A situation in which a person inaccurately perceives a second person, and the resulting expectations cause the second person to behave in ways consistent with the original perception

question

Decisions

answer

Choices made from among two or more alternatives

question

Problem

answer

A discrepancy between the current state of affairs and some desired state

question

Rational

answer

Characterized by making consistent, value-maximizing choices within specified constraints

question

Rational Decision-Making Model

answer

A decision-making model that describes how individuals should behave in order to maximize some outcome

question

6 Steps in Rational Decision-Making Model

answer

1. Define the problem 2. Identify the decision criteria 3. Allocate weights to the criteria 4. Develop the alternatives 5. Evaluate the alternatives 6. Select the best alternative

question

Bounded Rationality

answer

A process of making decisions by constructing simplified models that extract the essential features from problems without capturing all their complexity

question

Intuitive Decisions Making

answer

An unconscious process created out of distilled experience

question

Most Common Biases in Decision-Making

answer

-Overconfidence bias -Anchoring Bias -Confirmation Bias -Availability Bias

question

Anchoring Bias

answer

A tendency to fixate on initial information, from which one then fails to adequately adjust for subsequent information

question

Confirmation Bias

answer

The tendency to seek out information that reaffirms past choices and to discount information that contradicts past judgments

question

Availability Bias

answer

The tendency for people to base their judgments on information that is readily available to them

question

Escalation of Commitment

answer

An increased commitment to a previous decision in spite of negative information

question

Randomness Error

answer

The tendency of individuals to believe that they can predict the outcome of random events

question

Risk Aversion

answer

The tendency to prefer a sure gain of a moderate amount over a riskier outcome, even if the riskier outcome might have a higher expected payoff

question

Hindsight Bias

answer

The tendency to believe falsely, after an outcome of an event is actually known, that one would have accurately predicted that outcome

question

Utilitarianism

answer

A system in which decisions are made to provide the greatest good for the greatest number

question

Whistle-blowers

answer

Individuals who report unethical practices by their employer to outsiders

question

Creativity

answer

The ability to produce novel and useful ideas

question

Three-Component Model of Creativity

answer

The proposition that individual creativity requires expertise, creative thinking skills, and intrinsic task motivation

Organizational Behavior Exam 1: Chapters 1-6 – Flashcards

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