Term
| The Group Level of Org. Behavior |
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Definition
The Second Level
- How teams function
- How to lead teams
- Power & Politics
- Ethical Decision Making |
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Term
| The Individual Level of Org. Behavior |
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Definition
The Firs Level
- How Members Make Sense of the World
- What Motivates Members |
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Term
| The Organizational Level of Org. Behavior |
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Definition
The Third Level
- How to structure the firm
- How to select and develop talent
- How to change organization
- How to create and sustain culture |
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Term
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Definition
- Facilitate team decision making
- Communicate Effectively
- Exercise power wisely
- Negotiate Effectively
- Manage Organization Change |
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Term
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Definition
| Knowledge of OB * Behavioral Skills = Leadership Effectiveness |
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Term
| Disciplines Related to OB |
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Definition
Organization
- Psychology
- Social Psychology
Group
- Sociology
- Anthropology
Individual
- Political Science
- Economics |
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Term
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Definition
- Historical Context affects what is studied
- Cultural Context limits general applicability of theories
- Theories become more complex and less applicable over time
- Theories include more contingencies over time: "it all depends" |
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Term
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Definition
Pre 20th Century
- Craft Work at Home
- Models of large organizations: church, military
- Adam Smith: Economic Benefits of Division of Labor
Turn of the Century
- Industrialism: Machines & Factorires
- Mass Production
- Size and Inefficiency |
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Term
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Definition
Scientific Management: The Cult of Efficiency
- Task Analysis and Standardization
- Pay linked to performance
- Systematic Selection and Training
Classical Management
- Function: Planning, Organizing, Directing, Staffing, and Controlling
- Principles: Specialization, Unity of Command, Scalar Chain, Span of Control |
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Term
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Definition
Hawthorne Studies: Human Relations
- Studies of lighting, rest pauses, length of workday, and pay on performance
Findings
- Power of Workers' feelings and supervision
- Power of informal groups
- Logic of efficiency vs. Logic of sentiments |
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Term
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Definition
Group Dynamics
- Role of Groups in Behavioral Change
- Participation in Decision Making
Bureaucracy: Max Weber
- Ensure Fair & Equal Treatment
- Specified Areas of Responsibility
- Consistent and Written Rules
- Right of Appeal
- Management as a learned profession |
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Term
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Definition
Leadership Studies
- Task Leaders
- Social Leaders
Decision Making Studies
- Limits to rationality: bounded rationality
- Satisfice not maximize
Gordon and Howell Report on B-School
- Need to professionalize
- Need for scientific knowledge |
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Term
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Definition
Systems Thinking
-Multiple Influences on Behavior
- Organization and Environment
Contingency Thinking
- All depends
- Depends on: individual differences, technology, competitive environment, national culture |
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Term
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Definition
McKribbin and Porter Report on B Schools
- Too much analytical and quantitative thinking
- Need for social and communication schools
- Need to internalize curriculum
Global Thinking
- Cultural Differences and influences
- Cross-national alliances
- Multinationals |
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Term
| The Three Components of Attitude |
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Definition
Cognitive Component - Belief in the way things are
Affective Component - Emotional or feeling segment of an attitude
Behavior Component = Intention to behave in a certain way toward someone or something |
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Term
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Definition
A person's ability to:
1.) Be self aware
2.) Detect emotions in others
3.) Manage emotional cues and information |
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Term
| Myers-Briggs Type Indicator |
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Definition
Most Widely Used personality assessment in the world
Extraverted (external processing) vs. Introverted (internal processing)
Sensing (practical, routine and order) vs. Intuitive (unconscious processes - big picture)
Thinking vs. Feeling (reason and logic vs. values and emotions)
Judging vs. Perceiving (control and order vs. flexibility and spontaneity)
Results tend to be unrelated to job performance |
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Term
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Definition
Stronger in supporting evidence
O - Openness to experience (ranges of interests)
C - Conscientiousness (reliability)
E - Extraversion (processing)
A - Agreeableness (propensity to defer to others)
N - Neuroticism/Emotional Stability (Ability to withstand stress) |
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Term
| Other Personality Traits relevant to OB |
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Definition
Locus of Control (external vs. internal)
Self Esteem
Core Self-Evaluation (How people feel abut their capabilities)
Machiavellianism (Pragmatism, emotional distance, ends justify means)
Narcissism- (tendency toward inflated self-importance)
Self-Monitoring (Ability to adjust to external forces)
Risk Taking (Desire to take chances)
Proactiveness (Showing initiative, taking action) |
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Term
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Definition
| Desirable end-states of existence, the goals a person wants to achieve |
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Term
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Definition
| Preferable modes of behavior or means of achieving ones terminal values |
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Term
| The Individual Level in Org. Behavior |
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Definition
| Biographical Features, Personality, Values and Attitudes, and Ability --> Perception (how members make sense of the world) and Motivation (what motivates members) --> Productivity, Absence and Turnover, Satisfaction |
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Term
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Definition
Look for a fit between corporation and individual
Traits (Biographical, Personality, Values and attitudes, ability)
Job/Organization
Hiring
Transfers
Promotions |
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Term
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Definition
Age (job turnover less with older people, absenteeism (avoidable less with older people), job satisfaction (higher in professional careers in older people), productivity (no difference))
Gender (equality in job satisfaction, job turnover, productivity - one major difference is absenteeism)
Tenure (most predictive of org behavior. Greater tenure, greater satisfaction and productivity, less turnover and absenteeism) |
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Term
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Definition
- Intellectual
- Physical
- Emotional Intelligence
* Self-awareness, self-management, and self-motivation
* Empathy
* Social Skills |
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Term
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Definition
USA: Low Power Distance, Short time Orientation, High Individualism
China: High Power Distance, High Collectivism, Long time orientation |
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Term
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Definition
| Trying to justify actions and values |
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Term
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Definition
Definition: Organize and interpret sensory input to give meaning to the environment
Factor that influence perception
- Perceiver
- Target
- Situation
Person Perception
- People vs. things: motives and intentions
- Our perceptions of people based on judgments about their motives and intentions |
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Term
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Definition
Determine whether people's behavior are internally or externally caused
* Distinctness: Does the person behave differently in different situations
* Consensus: Do others behave the same way in similar situations?
* Consistency: Does the person behave the same way over time? |
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Term
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Definition
Fundamental Attribution Error: Attributing behavior improperly
Self-Serving Bias: (success to self, failure to environment)
Selective Perception: See only that which interests us
Halo Effect: One trait determines entire perception
Projection: Putting our traits or values onto others
Stereotyping: Judging the whole by a part
Expectancy Effects: Self-Fulfilling Prophecy - Allowing our beliefs to change our behaviors, thus causing our beliefs to be verified |
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Term
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Definition
| Unconscious process created from distilled experience. |
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Term
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Definition
| We overestimate highly the probability that our answers are right. |
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Term
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Definition
| Tendency to fixate on initial information and to fail to adequately adjust for subsequent information. |
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Term
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Definition
| Specific case of selective perception when we seek out information that confirms our past choices and reject information that contradicts them. |
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Term
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Definition
| Tendency to base judgments on information readily available. |
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Term
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Definition
| Staying with a decision even when there is clear evidence that it is wrong. |
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Term
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Definition
| Our tendency to believe that we can predict the outcome of random events. |
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Term
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Definition
| The tendency to prefer a sure thing over a risky outcome. |
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Term
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Definition
| Tendency to believe falsely, after the outcome of an event is known, that we could have predicted it. |
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Term
| Maslow's Hierarchy of Needs |
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Definition
| Physiological, Safety, Social, Esteem, Self-Actualization |
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Term
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Definition
Under theory x, managers believe employees inherently dislike work and must therefore be directed or coerced into doing it.
Under theory y, managers assume employees can view work as being as natural as rest or play, and therefore, the average person can learn to accept and even seek responsibility. |
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Term
| Two-Factor Theory (Motivation-Hygiene) |
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Definition
| An individual's relationship to work is basic and that attitude toward work can easily determine success or failure. (Hygiene factors include quality of supervision, pay, policy, physical working conditions, and job security - necessary for a lack of dissatisfaction, will not give satisfaction; Motivation Factors include promotional opportunities, personal growth opportunities, recognition, responsibility, and achievement - provide satisfaction). |
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Term
| McClelland's theory of needs |
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Definition
1. Need to achieve: Drive to excel, to achieve in relation to a set of standards, to strive to exceed.
2. Need for Power: Need to make others behave in a way which they would not have behaved otherwise.
3. Need for affiliation: Desire for friendly, and close interpersonal relationships. |
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Term
Self-Determination Theory:
Cognitive Evaluation Theory: |
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Definition
People prefer to feel they have control over their actions
Extrinsic rewards reduce intrinsic interest in a task |
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Term
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Definition
| Considers how strongly peoples' reasons for pursuing goals are consistent with their interests and core values |
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Term
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Definition
| Specific and difficult goals, with feedback, lead to higher performance |
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Term
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Definition
| An individuals belief that he/she is capable of performing a task |
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Term
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Definition
| A theory that says that behavior is a function of the consequences |
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Term
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Definition
| Idea that we can learn through both observation and direct experience |
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Term
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Definition
| A theory that says individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities. (Self-inside, Self-outside, Other-inside, Other-outside) |
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Term
Distributive Justice
Organizational Justice
Procedural Justice
Interactional Justice |
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Definition
Perceived Fairness of the amount and allocation of rewards among individuals
An overall perception of what is fair in the workplace, composed of distributive, procedural, and interactional justice
The perceived fairness of the process used to determine the distribution of rewards
The perceived degree to which an individual is treated with dignity, concern, and respect. |
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Term
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Definition
| A theory that says that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual |
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