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Definition
| relatively permanent changes in an employee's knowledge or skill gained through experience. |
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| Process of generating and choosing from alternatives to solve a problem. |
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| The knowledge and skills that distinguish experts from novices and the less experienced. Expertise is a function of learning not necessarily of intelligence. |
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| information relatively easy to communicate (i.e. through trainning or in textbooks). |
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| information learned through experience. difficult to articulate to others. |
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Term
| Schedules of Reinforcement |
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Definition
Interval- consequence after amount of time has passed.
Fixed- consequence after a number of behaviors occur. variable > fixed. |
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| attention, retention, production, reinforcement. |
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| building competence is more important that demonstrating competence. |
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| Performance-avoid Orientation |
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Definition
| Focus on demonstrating competence so others will not think poorly of you. |
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| Performance-prove Orientation |
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Definition
| focus on demonstrating competencse so others will think favorable on you. |
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Definition
| decisions (task related) that are somewhat automatic because people's knowledge allows them to recognize and identify a situation as well as the course of action to take. |
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| Emotionally charged judgements that arise through quick, nonconscious and holistic associations. |
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| Rational Decision Making Model |
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Definition
| Step by step process of examing all alternative outcomes to find the optimal solution. |
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| notion that decision makers siimply do not have the ability or resoureces to process all availbable info. |
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| when decision makers accept the first acceptable alternative. |
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Definition
| tendency to see the environment only as it affects you and is aligned with your expectations. |
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| assume people think, feel, act the same way that you do |
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Definition
| Process of selecting, organizing, storing, and organizing cues from the environment. |
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Term
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Definition
| Simple rules of thumb that allow us to make decisions more easily |
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Definition
| A change, whether sudden or evolving, that results in an urgent problem that must be addressed immediately. |
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Term
| Contingencies of Reinforcement |
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Definition
Positive Reinforcement- a positive outcome follows a desired behavior.
Negative Reinforcement- an unwanted outcome is removed following a desired behavior.
Punishment- an unwanted outcome follows an unwanted behavior.
Extinction- occurs when there is the removal of a consequence following an unwanted behavior.
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Definition
| people in organizations have the ability to learn through the observation of others. |
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| a situation that is new, complex, and not recognized. |
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| people identify themselves by the groups to which they belong and percieve and judge others by their group memberships. |
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Definition
| when assumptions are made about others on the basis of their membership in a social group. |
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| the tendency for peope to base their judgments on info that is easier to recall |
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| the tendency to rely too heavily on one trait or piece of information when making decisions. |
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| the tendency to do (or believe) things because many other ppl do (or believe) the same. |
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Definition
| the tendency to search for or interpret info in a way that confirms ones preconceptions |
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Definition
| when we attribute our own failures to external factors and our own successes to internal factors. |
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Definition
| the tendency for a person's positive or negative traits to 'spill over' from one area of their personality to another in others' perceptions of them. |
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Definition
| the tendency to engage in behaviors that elicit results that will confirm our beliefs. |
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Definition
| the decision to cotinue to follow a failing course of action. |
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Term
| Learning -----> Job performance |
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Definition
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Term
| Learning------------> Org. Commitment |
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Definition
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Term
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Definition
| influenced most by the first info you are exposed to |
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