Fichas
organizational behaviour
Fichas del conjunto (75)
- 1What is OB?Behaviors of individuals and groups within an organization.
- 2What are the 3 things that influence job performance?defined, measured and rewarded
- 3What are the 2 elements of job performance?results: objective measures of outcomes
behavior: what you did to achieve results - 4what are the pros and cons of results being the definition of job performance?pros: objective/comparable
easy to assess
cons: doesn't cover beyond the bottom line
not always controllable
no focus on improvement - 5what is job performance?employee behaviors that contribute either negatively or positively to achieving organizational goals
- 6what are the 3 types of job performance?Task Performance- what you're supposed to do, paid to do it
Citizenship performance- voluntary, extras, not paid for it
Counter-behavior performance- damaging behavior that hinders the ability to achieve organizational goals - 7What are the 3 types of Task behavior?Routine-Doing the habitual responses to predictable tasks
Adaptive- thoughtful responses to unpredictable tasks
Creative- doing something novel/new ideas - 8What are the 6 types of citizenship behavior?Helping, courtesy, sportsmanship- interpersonal
voice, civic virtue, boosterism-organizational - 9What is the importance of Organizational commitment? (2 points)The more a person is committed, the less likely they will leave.
Turnover is expensive- recruiting, finding a replacement, training, waste of time and money. - 10what are the 3 types of commitment ?affective commitment- i want to stay
continuance commitment- I have to stay
Normative commitment- I am obligated to stay (should stay) - 11describe affective commitment?- employee wants to stay
-emotional attachment
-more relations with cowrokers and boss
-better job performance with citizenship and task performance. - 12What is the erosion model?The erosion models talks about how if an employee has more relations with people at work, less likely to leave (fewer relation=less commitment)
And the more relations, more likely to stay. - 13Describe continuance commitment?-I have to stay, Trapped and no alternative jobs
-low job performance
-embeddedness into community and organization
- investment into organization
- more loss than win and starting from scratch
-loss of resources
- may lose resources, family, pension, promotion - 14what is the social influence model?- the model the shows how when one has connections and relations with others, when one leaves, the other may leave.
- more connections, more people affected - 15describe normative commitment?-feeling obligated to stay
-obligation towards organization (maybe finishing a project or something you started)
- organization invested in you
- (family business) - 16What is physical withdrawal?- being consistently late and absent, missing meeting, quitting, taking longer breaks
- 17psychological withdrawal is...?- moonlighting, cyber loafing, daydreaming, looking busy, taking longer to do what you're supposed to, not doing what you're supposed to be doing, socializing
- 18what are the 4 ways that an employee may respond to negative work events?-voice- voicing out concerns
-loyalty- shutting up and dealing with it
-neglect- not doing what you're supposed to
-exit (quitting) - 19what is job satisfaction?-how favorable or non favorable you find your job
-a pleasurable emotional state resulting in a job experience in how a person feels or thinks about their job. - 20What is the value fulfillment|value precept theory?dissatisfaction= (V want - V have) x (V importance)
- the satisfaction depends on want and importance - 21What is the job descriptive index? Pros of it?-tracks and measures job satisfaction.
Pros: - easy, comparable over time (annual satisfaction levels), publicly available benchmarks, assesses 5 main characteristics - 22What is the job characteristics theory?- if employees have the 5 characteristics in their job, they will have the maximum/ higher satisfaction with work itself.
- 23what are the 5 characteristics of job satisfaction?-variety- rotation of diff jobs with diff skills
-identity- more responsibility
-significance- importance of job
-autonomy- control and flexibility
-feedback- from job not people - 24what is job enrichment and job design?creating/ designing job designs that have more of these 5 characteristics in order to increase job satisfaction with job itself and decrease turnovers.
- 25mood vs emotion?mood- lasts longer, intense feeling of mild intensity, not directed towards anything
emotion- lasts for a while, directed towards something - 26It's known that organization is sick if....high turnover and low job satisfaction
- 27what are the 2 primary outcomes of organizational behaviour?Job performance and organizational commitment
- 28Explain why a survey study would not enable the researcher to conclude that the independent variable causes the dependent variable.Because surveys are not accurate, they only show a correlation between the 2 variables and an experiment needs to be done to show causation. (control group)
- 29What is stress?something I value is at risk if i don't act appropriately
- 30what is the transactional theory of stress?a theory that perceives how demands are perceived and appraised as well as how people respond to the perception of appraisals
- 31What are organizational Counter-productive behaviors? Interpersonal?Organizational- property deviance and production deviance
interpersonal- political deviance and personal aggression - 32What are the 5 facets of job satisfaction for the value-percept theory?- promotion
-pay
-coworkers
-supervision
-work itself - 33What is the affective events theory?workplace events may cause emotional reactions that impact satisfaction
- 34what is emotional contagionwhen someone is emotionally affected, it can affect someone else too.
one can be infected by another persons emotions - 35what is emotional labour?the management of an employee's emotions to be able to complete the job successfully
- 36What is a hindrance stressor?Something that hinders progress in life or prevents progression
- 37What is a challenge stressor?a stressor that gives opportunity for progression
- 38What is primary and what is secondary appraisal?Primary: is it stressful?
secondary: how can i cope? - 39the more you believe you can cope the less....?stress
- 40work hindrances vs work challenge?work hindrance: daily hassles, work overload, work conflict, work ambiguity
work challenge: complexity, responsibility, time pressure - 41non work hindrances vs challenges?non-work hindrances: negative life events, financial uncertainty, work-life events
Non-work challenges: personal development, positive life events, family time demands - 423 types of work-life hindrance stressors?strain based- problem at home affects you at work
behaviour based- inability to control behaviour
time based- have to do something at home during work - 433 types of strains for stress?behavioural, psychological, physical
- 44What is motivation? and what are the 3 components?When one gets energetic forces to do what they are supposed to do.
Direction- am I doing what I'm supposed to
intensity- am I working hard?
persistence- am I willing to keep working even when things get tough? - 45what are the 2 broad types of theories?need theories (what motivates people, diff people have diff needs) and process theories (why do people get demotivated)
- 46What is expectancy theory?people are more motivated to do things that they can accomplish and that they get their valued outcomes
- 47what are the 3 components of the expectancy theory?expectancy- if I work hard, I will do well
instrumentality- even if I work hard, will I get my valued outcome?
valence- to what extent do I value this outcome? - 48how can a manager boost expectancy?knowing expectations, encouraging, opportunities for knowledge and skills
- 49how can a manager boost instrumentality?knowing what employee expects
- 50how can a manager boost valence?knowing or asking what outcome is valued
- 51extrinsic vs intrinsic?extrinsic- motivated by what work leads to
intrinsic- motivated by work itself - 52goal setting theory is?people need goals to be motivated
goals are motivating when SMART (specific, measurable, achievable, result based and time sensitive) - 53equity theory is?motivation is low when we believe we got less than we deserve
outcome/input vs other's outcome/other's input
(comparison) - 54psychological empowerment? what are the 4 concepts that make work more intrinsically motivating?makes tasks more intrinsically motivating
meaninfulness
Impact
competence
self-determination - 55What is trust?willingness to be vulnerable and let someone have control over something i value based on good expectations
- 56what are the 3 types of trust?disposition based (natural propensity to trust others), cognition based (assesment based) and affect-based (strength and emotion based)
- 57what are the 3 types of cognition trust?benevolence - does person want to do good for me?
ability - does person have expertise, knowledge or skills?
integrity - does person live by desirable set of values? - 58what is justice? and what are the 4 types of justice?being treated fairly by those in charge makes employees more trusting.
interpersonal
informational
distributive
procedural - 59what are the 3 types of distributive justice?equity, equality and need
- 60what is procedural justice and what are the 6 types?was the procedure used fair to make the decision?
voice, correctability, bias suppression, representative, accuracy, consistency - 61What are ethics and What is the four-component model of ethical behaviours?ethics, are the people in authority moral and ethical in accordance to generally accepted norms
4 component model- moral awareness, moral judgement, moral intent and ethical behaviour - 62self serving bias is?excuses for failures (situational)
responsibility for successes (dispositional) - 63faulty attribution error is...?making dispositional attributions for people, not keeping in mind their situation
- 64how does one distinguish an expert from a novice?skills and knowledge
- 65satisficing is..?choosing the first solution that seems acceptable for decision making
- 66bounded rationality means....?we are limited to making decisions based on the knowledge we know
- 67social learning theory is...?people learn by observing others
- 68behavioural modelling is..?when employees observe others actions , learn from what they observe and repeat the behaviour
- 69What are the big 5 types of personalities?conscientiousness
aggreableness
neuroticism
oppenness
extraversion - 70what are the 3 types of transactional leadership behaviours?contingent reward
management by exception active
management by exception passive - 71what are the 4 types of transformational behaviour?idealized influence
inspirtaional motivation
intellectual stimulation
individualized consideration - 72What are the 2 types of negotiation?distributive bargaining (win/lose) and interrogative bargaining (win/win)
- 73What are the 4 types of transformational leadership?idealized influence
inspirational motivation
intellectual stimulation
individualistic consideration - 74What are the four types of decision making leader styles?autocratic- not much significance and low commitment for employees
consultative-leader hears the employees opinions
facilitative- when group doesn't work well together, consensus
delegative- decision affects and has employees commitment - 75—
Información
- Descripción
- organizational behavior midterm exam
- Creado por
- Hanin Lewa · feb 2016
- Actualizado
- 3 dic 2016
- Visitas
- 97
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