Term
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Definition
| Investigates the impact that individuals, groups, and structure have on behaviour within organizations |
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Term
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Definition
| Group of consiously coordinated social unit, that works together towards a common goal or set of goals |
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Definition
| positive feeling about one's job resulting from an evaluation of its characteristics |
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Definition
| giving employees responsibility for what they do |
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| Ethical Dilemmas and Ethical Choices |
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Definition
| Situations where individuals are required to define right and wrong conduct |
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Definition
| study of moral values or principles that guide our behaviour and inform us whether the actions are right or wrong |
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Definition
| concepts/beliefs that guide us to our decisions and behaviours |
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Definition
| mix of people in organizations in terms of gender, race, ethnicity, sexual orientation, age, and demographic characteristics such as education and socio-economic status |
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Definition
| a performance measure including effectiveness and efficiency |
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Term
| Organizational Citizenship Behaviour (OCB) |
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Definition
| discretionary behaviour that is not part of an employee's formal job requirements, but nonetheless promotes the effective functioning of the organization |
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Definition
| considers behaviour within the context in which it occurs. "depends on the situation" |
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Definition
| when we observe what seems like atypical behaviour by an individual, we attempt to determine whether it's internally or externally caused. Explains why we judge people |
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Definition
| process by which individuals organize and interpret their impressions in order to give meaning to their environment |
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Term
| Fundamental Attribution Error |
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Definition
| tendancy to underestimate the influence of external factors and overestimate the influence of internal factors when judging behaviours of others |
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Definition
| tendency to attribute own successes to internal factors while putting blame for failures on external factors |
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Definition
| people's selective interpretation of what they see based on interests, background, experience, and attitudes |
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Definition
| drawing general impression on someone based on a single characteristic |
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Definition
| our reaction to one person is often influenced by other people we have recently encountered |
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Definition
| proposes a person will behave how he or she is perceived by others |
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Term
| Myer-Briggs Type Indicator (MBTI) |
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Definition
| personality test that taps 4 characteristics and classifies people into 1/16 personality types |
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Term
| Big Five Personality Model (OCEAN) |
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Definition
| personality assessment that taps 5 basic dimensions. Openess, Conscientiousness, Agreeableness, Extraversion, Neuroticism |
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Definition
| if a person is sociable, talkative, and assertive |
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Definition
| if a person is good-natured, cooperative, and trusting |
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Definition
| if a person is responsible, dependable, persistent, and achievement-oriented |
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| Neuroticism/Emotional Stability |
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Definition
| if a person is calm, self-confident, secure (+) vs nervous, depressed, secure (-) |
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Definition
| if a person is imaginative, artistically sensitive, and curious |
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Definition
| if a person is pragmatic, maintains emotional distance, and believes that ends can justify means |
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Definition
| arrogant, grandiose sense of self-importance, require excessive admiration, sense of entitlement |
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Definition
| ability to adjust behaviour to external, situational factors |
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Definition
| aggressive involvement in a chronic, incessant struggle to achieve more and more in less and less time. Ambitious |
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Definition
| easy going, relaxed, patient |
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Definition
| identifies opportunities, shows initiative, takes action, and perseveres |
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Definition
| when employee expresses organizationally desired emotions during interpersonal interactions. Ex. Service jobs |
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Definition
| inconsistencies between emotions people feel and what they show |
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Definition
| assortment of noncognitive skills, capabilities, and comptencies taht influence a person's ability to succeed in coping with environmental demands and pressures |
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Definition
| voluntary actions that violate norms and threaten the organization |
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Term
| Affective Events Theory (AET) |
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Definition
| employees react emotionally to things that happen to them at work and that this emotional reaction influences their job performance and satisfaction |
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Definition
| hierarchy based on a ranking of individual's values in terms of their intensity |
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Definition
| goals that individuals would like to achieve during their lifetime |
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| Preferable ways of behaving |
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Definition
| how society accepts that power in institutions and organizations is distributed unequally |
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Definition
| people prefer to act as individuals rather than members |
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Definition
| tight framework in which people expect others in groups of which they are are a part to look after them and protect them |
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Definition
| favours traditional masculine work roles of achievement power and control. Societal values are characterized by assertiveness and materialism |
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Definition
| sees little differentiation between male and female roles; women treated as euquals of men |
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Definition
| a society feels threatened by uncertain/ambiguous situations and tries to avoid them |
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Definition
| puts emphasis on future, thrift, and persistence |
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Definition
| puts emphasis on past and present, respect for tradition, and fulfillment of social obligations pg 97 |
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Definition
| +/- feelings about objects, people or events |
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Definition
| Bottom line conclusions indivuduals have about their capabilities, competence, and worth as a person |
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Term
| Organizational Citizenship Behaviour (OCB) |
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Definition
| behaviour that is not part of an employee's formal job requirements but nevertheless promotes the effective functioning of the organization |
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Term
| Exit (Expressing Dissatisfaction) |
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Definition
| Dissatisfaction expressed by actively attempting to leave orgranization |
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| Voice (Expressing Dissatisfaction) |
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Definition
| Dissatisfaction expressed by actively and constructively attempting to improve conditions |
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| Loyalty (Expressing Dissatisfaction) |
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Definition
| Dissatisfaction expressed by passively waiting for conditions to improve |
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| Neglect (Expressing Dissatisfaction) |
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Definition
| Dissatisfaction expressed by passively allowing conditions to worsen |
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| Organizational Commitment |
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Definition
| employee identifies with a particular organization and its goals and wishes to remain a member |
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Definition
| individual's emotional attachment to and identification with an organization and a belief in its values |
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Definition
| obligation an individual feels to stay with organization |
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Definition
| individual's calculation to stay with an organization based on the perceived costs of leaving the organization |
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Definition
| degree to which individual identifies with a job, actively participates in ti and considers performance important to self-worth |
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Term
| Psychological Empowerment |
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Definition
| Employee's belief in the degree to which thye affect their work environment, their competence, the meaningfulness of their job, their perceived autonomy in their work |
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Term
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Definition
| individual's involvement with, satisfaction with, and enthuiasm for the work he or she does |
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Term
| Biographical Characteristics |
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Definition
| personal characteristics (race, age, gender, length of tenure) that are objective and easily obtained. Surface diversity |
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Term
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Definition
| protected by Employment Equity Act - Women, people with disabilities, aboriginal, and visible minority |
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Term
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Definition
| ability to understand someone's unfamiliar and ambiguous gestures in the same way as would people from that person's culture |
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Definition
| intensity, direction, persistence of effort a person shows in reaching a goal |
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Definition
| assumption that employees do not like work and will try to avoid it. Must be controlled and threatened to achieve goals |
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Definition
| assumption that employees like work and are creative, seek responsibility, and have self controlled of their are committed to objectives |
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Definition
| person's internal desire to do something due to interest, challenge and personal satisfaction |
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Definition
| motivation from outside (pay/bonus) |
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| Hierarchy of Needs theory |
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Definition
| 5 needs - physiological, safety, social, esteem, self actualization - as each need is satisfied, next need becomes dominant |
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Definition
| drive to what a person is capable of |
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Definition
| 3 groups of core needs - Existence, relatedness, and growth |
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| Motivation-Hygiene Theory |
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Definition
| relates intrinsic factors to job satisfaction and extrinsic factors to job dissatisfaction |
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| McClelland's Theory of Needs |
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Definition
| Achievement: drive to excel and achieve. Power: need to have have control over others. Affiliation: desire for friendly and close interpersonal relationships |
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Term
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Definition
| people act based on their evaluation of whether their effort will lead to good performance and whether that the outcome is attractive |
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Definition
| belief that performance is related to rewards |
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Definition
| value or importance individual places on reward |
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Term
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Definition
| specific and difficult goals with feedback leads to higher performance |
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Term
| Management By Objectives (MBO) |
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Definition
| approach to goal setting where specific measurable goals are jointly set by managers and employees; progress on goals is periodically reviews, and rewards are allocated on the basis on this progress |
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Term
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Definition
| belief that he or she is capable of performing task |
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Term
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Definition
| people compare their job outputs and outcomes with those of others and then respond to eliminate any inequalities |
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Term
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Definition
| perceived fairness of the amount and allocation of rewards among individuals |
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Term
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Definition
| overall perception of what is fair in workplace, composed of distributive, procedural, and interactional justice |
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Term
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Definition
| perceived fairness of process used to determine distribution of rewards |
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Term
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Definition
| perceived quality of interpersonal treatment from manager |
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| Self-Determination Theory |
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Definition
| motivation that is concerned with beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation. (not wanting to work after being paid for) |
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| Cognitive Evaluation Theory |
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Definition
| offering pay for work effort previously rewarding intrinsically will tend to decrease overall level of motivation |
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Term
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Definition
| reasons for pursuing a goal is consistent with person's interests and core values |
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Term
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Definition
| where desired voluntary behaviour leads to a reward or prevents a punishment |
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Term
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Definition
| desired behaviour is reinforced each time it is demonstrated |
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Term
| Intermittent Reinforcement |
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Definition
| desired behaviour is reinforced often enough to make behaviour worth repeated but not every time |
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Term
Fixed-Interval Schedule
Variable-Interval Schedule |
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Definition
| reward given at fixed time intervals vs variable |
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Term
Fixed-Ratio Schedule
Variable-Ratio Schedule |
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Definition
| reward given at fixed amount of output vs variable |
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Term
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Definition
| reward program where portion of an employee's pay is based on some individual and organizational measure of performance. |
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Term
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Definition
| incentive plan is fixed sum for each unit of production completed |
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Term
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Definition
| incentive plan based on performance appraisal ratings |
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Definition
| incentive plan that sets pay levels on basis of how many kills or how many jobs employee can do |
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Definition
| incentive plan where improvements in group productivity determines total amount of money to be shared |
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Definition
| organization-wide incentive plan where employer shares profits with employees based on formula |
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| Employee Stock Ownership Plan (ESOP) |
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Definition
| benefit plan where employees acquire stock as part of benefits |
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Term
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Definition
| benefits plan that allows each employee to put together a benefits package individually tailored to his own needs and situation |
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Term
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Definition
| how elements in a job are organized |
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Term
| Job Characteristics Model (JCM) |
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Definition
| model that proposes that any job can be described in terms of 5 core job dimensions: Skill, variety, task identity, task significance, autonomy, and feedback |
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Term
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Definition
| job requires variety of different activities |
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Term
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Definition
| job requires completion of a whole and identifiable piece of work |
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Definition
| job has a substantial impact on lives or work of other people |
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Term
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Definition
| job provides substantial freedom, independence, and descretion to the individual in scheduling the work and determining the procedures to be used in carrying it out |
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Term
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Definition
| carrying out the work activities required by the job results in the individual obtaining direct and clear info about the effectiveness of his performance |
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Definition
| periodic shifting of an employee from one task to another |
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Definition
| vertical expansion of jobs whcih increases how employee controls the planning, execution. and evaluation of work |
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Definition
| arrangement where employees work during a common core period each day but can form their total workday from a flexible set of hours outside core |
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Definition
| arrangement where employees do their work outside office anywhere they have access to internet |
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Definition
| participative process that uses the input of employees and is intended to increase employee commitment to an organization's success |
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Definition
| process where subordinates share a significant degree of decision-making power with their immediate superiors |
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Term
| Representative Participation |
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Definition
| system where employees participate in organizational decision making through a small group of representative employees |
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Term
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Definition
| 5-12 employees from same dep't meet few hours every week to discuss ways to improve quality, efficiency and work environment |
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Term
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Definition
| 10-15 employees take on any managerial roles |
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Term
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Definition
| Group of employees same hierarchal level from diff dep't working together |
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Definition
| uses technology to tie together physically dispersed members to achieve common goal |
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Definition
| expected behaviours of a person in a given position in a social unit |
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Definition
| how others believe a person should act in given situation |
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Definition
| individual finds that complying with one role requirement may make it more difficult to comply with another |
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Definition
| person unclear about his role |
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Definition
| too much is expected of someone |
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Definition
| acceptable standards of behaviours within a group shared by group members |
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Definition
| adjusting one's behaviour to align with norms of group |
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Term
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Definition
| 1st stage in group development. uncertain about team's purpose, structure and leadership |
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Term
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Definition
| 2nd Stage in group development. Intragroup conflict |
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Definition
| 3rd stage in group development. close relationships and cohesiveness |
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Definition
| 4th stage in group development. Fully functional |
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Definition
| final stage where group is wrapping up activities |
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Definition
| systems in which different teams need to coordinate their efforts to produce a desired outcome |
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Definition
| roles performed by group members to ensure the tasks are accomplished |
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Definition
| To maintain good relations within group |
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Definition
| tendency for people to expend less effort when working collectively than working alone |
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| team characteristic of reflecting on and adjusting plans when needed |
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Definition
| team members' knowledge and belifs about how the work gets done by the team |
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