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organizational behaviour

Hanin Lewa English 75 cards

Cards in this deck (75)

  1. 1What is OB?Behaviors of individuals and groups within an organization.
  2. 2What are the 3 things that influence job performance?defined, measured and rewarded
  3. 3What are the 2 elements of job performance?results: objective measures of outcomes
    behavior: what you did to achieve results
  4. 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
  5. 5what is job performance?employee behaviors that contribute either negatively or positively to achieving organizational goals
  6. 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
  7. 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
  8. 8What are the 6 types of citizenship behavior?Helping, courtesy, sportsmanship- interpersonal
    voice, civic virtue, boosterism-organizational
  9. 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.
  10. 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)
  11. 11describe affective commitment?- employee wants to stay
    -emotional attachment
    -more relations with cowrokers and boss
    -better job performance with citizenship and task performance.
  12. 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.
  13. 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
  14. 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
  15. 15describe normative commitment?-feeling obligated to stay
    -obligation towards organization (maybe finishing a project or something you started)
    - organization invested in you
    - (family business)
  16. 16What is physical withdrawal?- being consistently late and absent, missing meeting, quitting, taking longer breaks
  17. 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
  18. 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)
  19. 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.
  20. 20What is the value fulfillment|value precept theory?dissatisfaction= (V want - V have) x (V importance)
    - the satisfaction depends on want and importance
  21. 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
  22. 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.
  23. 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
  24. 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.
  25. 25mood vs emotion?mood- lasts longer, intense feeling of mild intensity, not directed towards anything
    emotion- lasts for a while, directed towards something
  26. 26It's known that organization is sick if....high turnover and low job satisfaction
  27. 27what are the 2 primary outcomes of organizational behaviour?Job performance and organizational commitment
  28. 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)
  29. 29What is stress?something I value is at risk if i don't act appropriately
  30. 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
  31. 31What are organizational Counter-productive behaviors? Interpersonal?Organizational- property deviance and production deviance
    interpersonal- political deviance and personal aggression
  32. 32What are the 5 facets of job satisfaction for the value-percept theory?- promotion
    -pay
    -coworkers
    -supervision
    -work itself
  33. 33What is the affective events theory?workplace events may cause emotional reactions that impact satisfaction
  34. 34what is emotional contagionwhen someone is emotionally affected, it can affect someone else too.
    one can be infected by another persons emotions
  35. 35what is emotional labour?the management of an employee's emotions to be able to complete the job successfully
  36. 36What is a hindrance stressor?Something that hinders progress in life or prevents progression
  37. 37What is a challenge stressor?a stressor that gives opportunity for progression
  38. 38What is primary and what is secondary appraisal?Primary: is it stressful?
    secondary: how can i cope?
  39. 39the more you believe you can cope the less....?stress
  40. 40work hindrances vs work challenge?work hindrance: daily hassles, work overload, work conflict, work ambiguity
    work challenge: complexity, responsibility, time pressure
  41. 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
  42. 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
  43. 433 types of strains for stress?behavioural, psychological, physical
  44. 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?
  45. 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)
  46. 46What is expectancy theory?people are more motivated to do things that they can accomplish and that they get their valued outcomes
  47. 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?
  48. 48how can a manager boost expectancy?knowing expectations, encouraging, opportunities for knowledge and skills
  49. 49how can a manager boost instrumentality?knowing what employee expects
  50. 50how can a manager boost valence?knowing or asking what outcome is valued
  51. 51extrinsic vs intrinsic?extrinsic- motivated by what work leads to
    intrinsic- motivated by work itself
  52. 52goal setting theory is?people need goals to be motivated
    goals are motivating when SMART (specific, measurable, achievable, result based and time sensitive)
  53. 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)
  54. 54psychological empowerment? what are the 4 concepts that make work more intrinsically motivating?makes tasks more intrinsically motivating
    meaninfulness
    Impact
    competence
    self-determination
  55. 55What is trust?willingness to be vulnerable and let someone have control over something i value based on good expectations
  56. 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)
  57. 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?
  58. 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
  59. 59what are the 3 types of distributive justice?equity, equality and need
  60. 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
  61. 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
  62. 62self serving bias is?excuses for failures (situational)
    responsibility for successes (dispositional)
  63. 63faulty attribution error is...?making dispositional attributions for people, not keeping in mind their situation
  64. 64how does one distinguish an expert from a novice?skills and knowledge
  65. 65satisficing is..?choosing the first solution that seems acceptable for decision making
  66. 66bounded rationality means....?we are limited to making decisions based on the knowledge we know
  67. 67social learning theory is...?people learn by observing others
  68. 68behavioural modelling is..?when employees observe others actions , learn from what they observe and repeat the behaviour
  69. 69What are the big 5 types of personalities?conscientiousness
    aggreableness
    neuroticism
    oppenness
    extraversion
  70. 70what are the 3 types of transactional leadership behaviours?contingent reward
    management by exception active
    management by exception passive
  71. 71what are the 4 types of transformational behaviour?idealized influence
    inspirtaional motivation
    intellectual stimulation
    individualized consideration
  72. 72What are the 2 types of negotiation?distributive bargaining (win/lose) and interrogative bargaining (win/win)
  73. 73What are the 4 types of transformational leadership?idealized influence
    inspirational motivation
    intellectual stimulation
    individualistic consideration
  74. 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. 75—

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Description
organizational behavior midterm exam
Created by
Hanin Lewa · Feb 2016
Updated
Dec 3, 2016
Views
97
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