Personality
enduring characteristics that describe an individual's behavior
Myers Briggs Type Indicator
personality test that determines whether someone is extraverted or introverted, sensing or intuitive, thinking or feeling, and judging or perceiving
Big Five Personality Model
personality test that focuses on an individual's extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience, or lack there of
Conscientiousness
personality trait that is the most likely attribute to job satisfaction
Personality Traits
Persistence, attention to detail, efficiency, analytical skills, setting high standards, oral communication, team work, flexibility, enthusiasm, and listening skills
Machiavellianism
a personality practice that is characterized by someone who is pragmatic, emotionally distant, and by someone who believes that the ends can justify the means
Narcissism
a personality practice that is characterized by someone who is arrogant, has a sense of self-importance, who requires excessive admiration, and who is entitled
Self-monitoring
the ability to adjust one's own behavior to adapt to external factors
Pro-active Personality
a personality type that is characterized by someone who can identify opportunities, show initiative, take action, and persevere until change occurs
Terminal
end-state type of value
Instrumental
type of value that is used to get to end-state goals
Personality Job-Fit Theory
a personality theory that states that certain aspects of a person's personality will make them more fit for a certain type of job (realistic, investigative, social, conventional, enterprising, artistic)
Attribution Theory
theory that states that behavior is either internally or externally caused
Attributes of Perception
distinctiveness, consensus, consistency
Fundamental Attribution Error
bias that occurs when someone underestimates external factors
Self-Serving Bias
bias that occurs when someone overestimates external factors, and doesn't take internal factors into account
Selective Perception
bias that occurs when someone provides unrelated favoring to someone or something
Halo Effect
bias that occurs when someone perceives someone or something a certain way based on a single characteristic
Contrast Effect
bias that occurs when someone compares someone or something to a negative connotation unfairly, similar to stereotyping
Problems
Decisions are typically based from...
Bounded Rationality
the process of simplifying models to get the essential features of a problem
Rational Decision Making
the process of making decisions based on evidence, reasoning, and conclusions
Intuitive Decision Making
the process of making decisions based solely on assumptions and inner thoughts
Anchoring Bias
bias that occurs when someone focuses too heavily on the first piece of information offered, and ignores all subsequent information provided
Confirmation Bias
bias that occurs when someone believes something to be true (when it isn't) and that belief actually causes that something to become true
Availability Bias
bias that occurs when someone only uses the information that is readily accessible to them to draw conclusions (doesn't dig deeper)
Escalation of Commitment
bias that occurs when someone decides to put more time, money, or effort into an unproductive course of action
Randomness Error
bias that occurs when an observed (measured) value and the value predicted by a model are different
Risk Aversion
bias that occurs when someone exposed to uncertainty, attempts to reduce that uncertainty
Hindsight Bias
bias that occurs after the situation is resolved when someone believes that they knew that result would take place (creeping determinism)
Decisions
personality, gender, mental ability, cultural differences, organizational constraints, performance evaluations, reward systems, formal regulations, system-imposed time constraints, historical precedents, and ethics all affect...
Whistle Blowers
people who report unethical practices to maintain the general good
Attributes of Creativity
expertise, creative thinking skills, intrinsic task motivation
Attributes of Motivation
intensity, direction, persistence of effort
Hierarchy of Needs
early theory of motivation that stresses that physiological needs are the first priority for humans, followed by safety, social, esteem, and finally one can achieve their goal of self-actualization
Theory X
early theory of motivation that stresses that most employees hate to work and therefore need to be forced in certain directions to succeed
Theory Y
early theory of motivation that stresses that most employees like to work and therefore can direct themselves in the proper directions to succeed
need for achievement, power, and affiliation
McClelland's Theory of Needs is characterized by the...
Self-determination Theory
a motivation theory that states that people can control their own actions
Cognitive Evaluation Theory
a motivation theory that states that extrinsic rewards will reduce intrinsic interest
Self-concordance
... is in effect when the reasons for pursuing one's goals are in alignment with their interests and core values
Job Engagement
the amount of energies an employee puts into performance
Goal-Setting Theory
a motivation theory that states that employees will succeed with a combination of self-set goals and management feedback to keep them on track
Management By Objectives
a management technique that focuses on goals set by management to help keep their employees accountable (feedback is also given)
Self-Efficacy
the belief that one can complete a task (confidence in abilities); enactive mastery, vicarious modeling, verbal persuasion, arousal
Enactive Mastery
the most effective way to establish self-efficacy
Reinforcement Theory
a motivation theory that states that employees will succeed with a series of conditioning techniques put forth by management (behavior leads to consequences)
Behaviorism
unthinking due to stimuli
Social-learning Theory
a motivation theory that states that employees will succeed by learning through observation and experience (attentional processes, retention processes, motor reproduction processes, and reinforcement processes)
Equity Theory
a motivation theory that compares job inputs and outcomes and employees' responses to the comparisons
Organizational Justice
the state of being of a company when they distribute all rewards evenly and fairly based on inputs (practices distributive justice, procedural justice, and interactional justice)
Expectancy Theory
a motivation theory that states that effort leads to performance, performance leads to rewards, and rewards lead to personal goals
Social Identity Theory
a theory explaining why groups are formed (similarity, distinctiveness, status, uncertainty reduction)
forming, storming, norming, performing, adjourning
the 5 stages of group development are...
Punctuated-Equilibrium Model
a model explaining the transitions between inertia and activity in a group setting
Roles, Norms, Status, Size, Cohesiveness, Diversity
The properties of groups are...
Roles
The expectations a group member is responsible for...
Norms
The acceptable standards of behavior that a group member is responsible for...
Status
The personal characteristics a person possesses, the power a person is capable of wielding over others, and the person's ability to contribute to group goals determines their _________ in a group.
Social Loafing
the theory that the larger the group, the less effort individuals will put forth due to lack of recognition
Cohesiveness
the degree to which members of a group are attracted to each other and are motivated to stay with the group
Diversity
the degree to which members of a group are similar and different from each other
Group Shift
the group process of exaggerating certain ideas to get points across
Group Think
the group process of conforming to one point-of-view and not bothering to look at alternatives
Brainstorming, Nominal, Electronic, Interacting
The main types of groups are...
Traditional View of Conflict
the view that all conflict is bad and must be avoided
Interactionist View of Conflict
the view that conflict is a positive force and is necessary for a group to perform effectively
Communication
the most important step in resolving conflicts...
Relationship Conflict
the hardest form of conflict to resolve
Process Conflict
this form of conflict should remain low if you want to keep productivity up
Conflict Process
Potential opposition or incompatibility, cognition and personalization, intentions, behavior, and outcomes are the 5 steps in the...
Resolve Conflicts
competing, collaborating, avoiding, accommodating, and compromising are ways to...
Distributive Bargaining
bargaining process in which all goods are divided up amongst parties; typically ends up a win-lose situation
Interjective Bargaining
bargaining process in which the parties seek to compromise and come to more than one fair conclusion; typically ends up a win-win situation
Negotiation Process
Preparation and planning, ground rules, clarification and justification, bargaining and problem solving, and closure and implementation are the 5 steps in the...
Best Alternative to a Negotiated Agreement
BATNA
Negotiation Effectiveness
one's personality traits, moods and emotions, culture, and gender differences can all effect...
Work Group
a party brought together to share information and make decisions to help individuals with responsibilities
Work Team
a party brought together to create a positive synergy through coordinated effort; usually have similar skills and traits
Teams
Problem-solving, self-managed, cross-functional, and virtual are examples of...
Team Effectiveness
Context, composition, and process all effect...
Team Roles
the linker, creator, promoter, assessor, organizer, producer, controller, maintainer, and advisor are all examples of...
Effectiveness
Gains - losses =
Reflexivity
a team or individual's ability to reflect and adjust plans to remain effective
Organizational Culture
a system of shared meanings held by members that distinguishes the organization
Types of Cultures
a clan (collaborative, cohesive), an adhocracy (innovative, adaptable), a hierarchy (controlled, consistent), and a market (competitive, customer-focused) are all examples of...
Descriptive, Evaluative
Organizational culture is... Job Satisfaction is...
Dominant Culture
this type of culture exists when the core values are shared by the majority
Distinction, Identity, Commitment
The main functions of culture are...
Barriers to change or acquisitions and mergers
Culture can become a liability if it creates...
Culture Creation
Hire employees that fit agenda, indoctrinate and socialize employees to way of thinking, encourage employees to identify with and internalize beliefs are the 3 main steps in...
Keep Culture Alive
Rewards, selection when hiring, top management norms, stories, rituals, language, material symbols, and socialization are ways to...
Prearrival, Encounter, and Metamorphosis
the steps to socialization are...
Workplace Spirituality
the belief that employees have an inner life that nourishes and is nourished by meaningful work (benevolence, strong sense of purpose, trust and respect, and open-mindedness)
Scientific Foundation, Legal Rights, Profits
Some common criticisms of workplace spirituality and culture are...
Leadership
one's ability to influence a group toward a common goal
Trait Theories of Leadership
the theory that considers personal qualities and characteristics that differentiate leaders from non-leaders
Extraversion and Empathy
the two most important Big 5 traits that leaders should possess are...
Behavioral Theories of Leadership
the theory that proposes that specific behaviors differentiate leaders from non-leaders
Initiating Structure
a leader who defines and structures his role and the roles of his subordinates, who organizes work, work relationships, and goals is said to be good at...
Consideration
a leader who has positive job relationships with mutual trust, has respect for his subordinates and their feelings, and who displays appreciation, who listens to and helps his staff is said to be high in...
Employee-oriented
a leader who is high in consideration is said to be...
Production-oriented
a leader who is high in initiating structure is said to be...
Fiedler Contingency Model
the theory that states that effective groups depend on a proper match between a leader's style of interacting with subordinates and the degree to which the situation gives control and influence to the leader
Task or relationship oriented
the least-preferred coworker questionnaire evaluates leaders by looking at leader-member relations (faith in leadership), task structure (procedures), and position power (hiring, firing power) to determine that leaders are either...
Situational Leadership Theory
the leadership theory that monitors a follower's readiness (able and willing, unable and willing, able and unwilling, unable and unwilling)
Path-Goal Theory
the leadership theory that states that directive or supportive leadership will help guide employees on path to goals (info + support + resources + path = success)
Leader-Participation Model
a leadership model that states that the way a leader makes decisions is as important as what they decide (monitors how much leaders are allowed to participate in certain situations)
Leader-Member Exchange Theory
a leadership theory that supports in-groups and out-groups (teachers pets)
Charismatic Leader
a type of leader who has a vision, who will take personal risks to achieve that vision, who is sensitive to follower's needs, who acts with extraordinary behaviors, who is empowering and self-confident, and who acts as a motivator in times of crisis is called a...
Transactional Leader
a type of leader who guides followers in the direction of established goals by clarifying their roles and tasks (contingent reward, management by exception, management by reception, and laissez-faire) is called a...
Transformational Leader
a type of leader who creatively inspires followers to transcend their self-interests for the good of the organization, who helps followers to look at old problems in new ways (idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration) is called a...
Authentic Leadership
a leadership style that is characterized by selflessness, listening well, honesty, trust, and ethics
Socialized Charismatic Leadership
a leadership style that is characterized by a leader who conveys their values as other-centered instead of self-centered
Servant Leadership
a leadership style that is characterized by a leader who serves the employees
Trust
a positive expectation that another will not act opportunistically (based on integrity, benevolence, and ability)
Time
Trust takes...
Attribution Theory of Leadership
the attribution that people make about others, seeing them as rightly or wrongly (appearance is more important than accomplishments)
Identification-Based Trust
a trust based on the understanding of another's intentions, wants, and desires (usually similar to one's own)
Manager
a person who achieves goals through other people
Planning, Organizing, Leading, and Controlling
The 4 main roles of a manger are...
Interpersonal, Informational, Decisional
The 3 main types of managers are...
Managers
... should also have technical skills, human skills, conceptual skills, networking capabilities, communication skills, and human resource skills to be the most effective
Organizational Behavior
The 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
Contingency Variables
situational factors are also known as...
Challenges to Organizational Behavior
Economic pressures, globalization, stimulating innovation and change, and creating a positive, ethical work environment are common...
Potential
a positive organizational scholarship unlocks...
Power
the capacity that A has to influence the behavior of B so that B acts in accordance with A's wishes
Dependence
B's relationship to A when A possesses something B desires
Goal Compatibility
Power does not require... only DEPENDENCE
Confident
Those who have power are more... and therefore are more likely to tackle conflicts
Gaining Compliance
Leadership has a downward influence, but power is all about...
Coercive, Reward, Legitimate, Personal, Expert, and Referent
The 6 bases of power are...
Personal, Expert, and Referent
The 3 most effective bases of power are...
Importance, Scarcity, and Non-sustainability
What creates dependence?
Power Tactics
legitimacy, rational persuasion, inspirational appeals, consultation, exchange, personal appeals, ingratiation, pressure, and coalitions are all examples of...
Rational Persuasion
the power tactic that can be used across all levels of status is...
Rational Persuasion, Inspirational Appeals, Consultation
the 3 most effective power tactics are...
Pressure
the least effective power tactic is... because it tends to backfire
Political Skill
the ability to influence others to enhance one's objectives; can exert influence subliminally
Sexual Harassment
unwanted activity of sexual nature
Political Behavior
activities that are not required as part of a person's role in an organization; influence either hurts or helps organization
Impression Management
A technique used to attempt to control another's impression of someone
Defensive Behaviors
over-conforming, buck passing, playing dumb, stretching, stalling, buffing, playing it safe, justifying, scapegoating, misrepresenting, prevention, and self protection are all examples of...
Impression Management Techniques
conformity, favors, excuses, apologies, self promotion, enhancement, flattery, and exemplification are all examples of...
Ingratiation
the best Impression Management technique to use during performance evaluations is...
Self Promotion
the worst Impression Management technique to use during performance evaluations is...
Hiring Process
Initial selection, substansive selection, and contingent selection are the 3 steps in the...
Skill Deterioration
Training prevents...
Basic Skills
Reading, writing, and math are examples of...
Technical Skills
new technology and structure training are examples of...
Problem Solving Skills
sharpening both logic and reasoning skills are examples of...
Interpersonal Skills
listening, communicating, and team building are examples of...
Civility Training
a form of training that coaches anti-bullying
Ethical Training
a form of training that coaches value systems
Training Methods
formal or informal, on or off the job, and e-training are all examples of...
Training Effectiveness
the level of student satisfaction, the # of students taught, the amount of knowledge transferred back to work, and the financial aspects all alter the...
Task Performance, Citizenship, and Counter-productivity
Performance evaluations are usually composed of 3 parts:
human resources decisions, identify training needs, pinpoint employee skills, provide feedback, and allocate rewards
Why do organizations do performance evaluations?
Performance Evaluations
Written essays, critical incidents, graphic rating scales, behaviorally anchored scales, forced comparison, group-order ranking, and individual ranking are all methods of giving...
Challenges to Performance Evaluations
Positive leniency, negative leniency, halo error, similarity error, political opportunities, and untrained evaluators are all...
Due Process
When performance evaluations are fair to employees; employees are given adequate notice, all evidence is shown, and all results are free of bias
Individual Responsibility
Independently oriented countries, like the U.S., see employee performance as an...
Work-Life Conflicts
Keeping workloads reasonable, reducing work-related travel, and providing various on-site and additional benefits are examples of ways for organizations to reduce...