Org Behavior

Organizational behavior

is defined as the systematic study and application of knowledge
about how individuals and groups act within the organizations where they work.

Levels of analysis

examining the individual, the group, and the organization.

Learning styles

Audiatory, visual, kinesthetic. different types of ways people learn information the best.

Surveys

one of the primary methods management researchers use to learn about OB. A basic survey
involves asking individuals to respond to a number of questions.

Field study

Research conducted in actual organizations. They may include observation, interviews, surveys,

Control

A group that does not receive
any experimental
manipulation so it can be
compared to a treatment
group.

treatment group

A group that receives
experimental manipulation.

. Challenges in organizational

realibility and validity

Triple bottom line

Evaluating organizations
against three performance
criteria including economic,
social, and environmental
viability.

Shamrock organization

A shamrock organization
includes an equal number of
regular employees,
temporary employees, and
consultants and contractors.

Diversity

The ways in which people are
similar or different from each
other.

. Management of diversity

build a respecting culture, make managers accountable, diversity training programs, review recruitment practices, affirmative action programs.

Surface diversity

Surface-level diversity includes traits that are
highly visible to us and those around us, such as race, gender, and age.

deep-level diversity

deep-level diversity,
which includes values, beliefs, and attitudes.

. Faultline

an attribute along which a group is split into subgroups.

Cultural diversity & ethics

cultural diversity introduces challenges to managing ethical
behavior, given that cultures differ in the actions they view as ethical

. Demographic diversity & ethics

Living among diversity tends to change the views and ethics they have.

Stereotype

Generalizations about a
particular group of people

Femininity cultures

feminine cultures are cultures that value
maintaining good relationships, caring for the weak, and emphasizing quality of life.

Masculinity cultures

Masculine cultures are cultures that value achievement, competitiveness, and acquisition of money
and other material objects.

MBTI

on the other hand, classifies people as one of 16 types.[39] In MBTI,
people are grouped using four dimensions.

Person-organization fit

The degree to which a
person's values, personality,
goals, and other
characteristics match

Person-job fit

The degree to which a
person's skill, knowledge,
abilities, and other
characteristics match the job
demands.

. Internal locus

The belief that a person
controls their own destiny
and what happens to them is
their own doing.

external locus of control

The belief that things happen
because of other people,
luck, or a powerful being

Values

Stable life goals people have,
reflecting what is most
important to them.

Stereotypes

Generalizations based on a
perceived group
characteristic.

Interviewing

trying to get a dam job

external attribution

Attributing the cause of a person's behaviour to an external event or situation in the environment

internal attribution

Explaining someone's
behavior using the internal
characteristics of the actor.

Individual differences around the globe

Values that people care about vary around the world. In fact, when we refer to a country's culture, we
are referring to values that distinguish one nation from others.

Organizational Commitment

The emotional attachment
people have toward the
company they work for.

Organizational citizenship

Voluntary behaviors
employees perform to help
others and benefit the
organization.

General mental ability

Or cognitive abilities, refers to
our reasoning abilities, verbal
and numerical skills, analytical
skills, and overall intelligence
level.

Turnover

An employee's leaving an
organization.

Job attitudes, behaviors, and ethics

People prefer to work in companies that have an ethical environment. Studies show that when an organization
has a moral climate that values doing the right thing, people tend to be happier at work,
more committed to their companies, and less likely to want to leave.

Job attitudes around the globe

satisfaction
are generalizable to different cultures, some research reveals that differences may also exist.Culture also influences work behaviors. Behaviors regarded as a citizenship behavior in the United
States or other Western cultures, such as helping a new coworker learn the job, may be viewed as part of a person's job performance in other cultures

Maslow's Hierarchy of Needs

physiological needs
The need for air, food, and
water.
safety need
The need to be free from
danger and pain.
social needs
The needs of bonding with
other human beings, being
loved, and forming lasting
attachments with them.
esteem needs
The desire to be respected by
one's peers, feel important,
and be appreciated.
self-actualization need
The need to become all you
are capable of becoming.

Equity theory

attempts to explain relational satisfaction in terms of perceptions of fair/unfair distributions of resources within interpersonal relationships

Expectancy theory

According to expectancy theory, individual motivation to put forth more or less effort is determined by
a rational calculation in which individuals evaluate their situation

The role of ethics and national culture

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