Term
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Definition
| According to Chester I Bernard, "a system of consciously coordinated activities or forces of two or more persons." (p.5) |
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Term
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Definition
| Interdisciplinary field dedicated to better understanding and managing people at work. (p.5) |
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Term
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Definition
| Douglas McGregor's modern and positive assumptions about employees being responsible and creative. (p.8) |
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Term
| Total quality management (TQM) |
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Definition
| An organizational culture dedicated to training, continuous improvement, and customer satisfaction. (p.10) |
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Term
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Definition
| Running the entire business via the internet. (p.12) |
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Term
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Definition
| The productive potential of one's knowledge and actions. (p.14) |
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Term
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Definition
| The productive potential of strong, trusting, and cooperative relationships. (p.14) |
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Term
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Definition
| Process of working with and through others to achieve organizational objectives, efficiently and ethically, amid constant change. (p.15) |
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Term
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Definition
| Using management tools and techniques in a situationally appropriate manner; avoiding the one-best-way mentality. (p.18) |
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Term
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Definition
| Study of moral issues and choices. (p.19) |
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Term
| Corporate social responsibility |
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Definition
| Corporations are expected to go above and beyond following the law and making a profit. (p.20) |
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Term
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Definition
| Reporting unethical/illegal acts to outside third parties. (p.25) |
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Term
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Definition
| Faithfully considering the ethical implications of one's actions. (p.26) |
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Term
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Definition
| Pools the results of many studies through statistical procedure. (p.26) |
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Term
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Definition
| Examination of variables in real-life settings. (p.26) |
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Term
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Definition
| Manipulation and measurement of variables in contrived situations. (p.27) |
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Term
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Definition
| Questionnaire responses from a sample of people. (p.27) |
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Term
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Definition
| In-depth study of a single person, group, or organization. (p.27) |
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Term
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Definition
| The host of individual differences that make people different from and similar to each other. (p.35) |
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Term
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Definition
| Occurs when employment decisions are based on factors that are not job related. (p.37) |
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Term
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Definition
| Focuses on achieving equality of opportunity in an organization. (p.37) |
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Term
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Definition
| Creating organizational changes that enable all people to perform up to their maximum potential. (p.37) |
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Term
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Definition
| Statistical profiles of adult workers. (p.41) |
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Term
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Definition
| Invisible barrier blocking women and minorities from top management positions. (p.41) |
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Term
| Social categorization theory |
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Definition
| Similarity leads to liking and attraction. (p.51) |
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Term
| Informational/decision-making theory |
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Definition
| Diversity leads to better task-relevant processes and decision making. (p.52) |
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Term
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Definition
| A hypothetical dividing line that splits groups into demographically based subgroups. (p.53) |
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Term
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Definition
| Employees' aggregate perceptions about an organization's policies, practices, and procedures pertaining to diversity. (p.54) |
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Term
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Definition
| Shared values and beliefs that underlie a company's identity. (p.64) |
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Term
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Definition
| Enduring belief in a mode of conduct or end-state. (p.66) |
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Term
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Definition
| The stated values and norms that are preferred by an organization. (p.66) |
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Term
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Definition
| Meeting humanity's needs without harming future generations. (p.66) |
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Term
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Definition
| The values and norms that are exhibited by employees. (p.67) |
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Term
| Competing values framework |
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Definition
| A framework for categorizing organizational culture. (p.71) |
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Term
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Definition
| A culture that has an internal focus and values flexibility rather than stability and control. (p.71) |
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Term
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Definition
| A culture that has an external focus and values flexibility. (p.72) |
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Term
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Definition
| A culture that has a strong external focus and values stability and control. (p.73) |
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Term
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Definition
| A culture that has an internal focus and values stability and control over flexibility. (p.73) |
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Term
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Definition
| Long-term goal describing "what" an organization wants to become. (p.76) |
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Term
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Definition
| A long-term plan outlining actions needed to achieve desired results. (p.77) |
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Term
| Organizational socialization |
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Definition
| Process by which employees lean an organization's values, norms, and required behaviors. (p.79) |
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Term
| Anticipatory socialization phase |
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Definition
| Occurs before an individual joins an organization, and involves the information people learn about different careers, occupations, professions, and organizations. (p.80) |
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Term
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Definition
| Presents both positive and negative aspects of a job. (p.80) |
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Term
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Definition
| Employees learn what the organization is really like and reconcile unmet expectations. (p.81) |
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Term
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Definition
| Programs aimed at helping employees integrate, assimilate, and transition to new jobs. (p.81) |
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Term
| Change and acquisition phase |
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Definition
| Requires employees to master tasks and roles and to adjust to work group values and norms. (p.82) |
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Term
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Definition
| Process of forming and maintaining developmental relationships between a mentor and a junior person (p.84) |
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Term
| Diversity of developmental relationships |
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Definition
| The variety of people in a network used for developmental assistance. (p.85) |
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Term
| Developmental relationship strength |
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Definition
| The quality of relationships among people in a network. (p.85) |
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Term
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Definition
| Belief and values about how a community of people should and do act. (p.96) |
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Term
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Definition
| Belief that one's native country, culture, language, and behavior are superior. (p.98) |
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Term
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Definition
| The ability to interpret ambiguous cross-cultural situations accurately. (p.100) |
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Term
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Definition
| Primary meaning derived from nonverbal situational cues. (p.100) |
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Term
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Definition
| Primary meaning derived from written and spoken words. (p.101) |
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Term
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Definition
| Primary emphasis on personal freedom and choice. (p.105) |
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Term
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Definition
| Personal goals less important than community goals and interests. (p.105) |
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Term
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Definition
| Belief that time is limited, precisely segmented, and schedule driven. (p.106) |
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Term
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Definition
| Belief that time is flexible, multidimensional, and based on relationships and situations. (p.106) |
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Term
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Definition
| Hall's term for the study of cultural expectations about personal space. (p.107) |
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Term
| Cross-cultural management |
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Definition
| Understanding and teaching behavioral patterns in different cultures. (p.109) |
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Term
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Definition
| Anyone living or working in a foreign country. (p.112) |
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Term
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Definition
| Structured experience to help people adjust to a new culture/country. (p.114) |
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Term
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Definition
| Anxiety and doubt caused by an overload of expectations and cues. (p.116) |
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Term
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Definition
| Person's self-perception as physical, social, spiritual being. (p.125) |
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Term
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Definition
| A person's knowledge, opinions, or beliefs. (p.125) |
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Term
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Definition
| One's overall self-evaluation. (p.125) |
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Term
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Definition
| Belief in one's ability to do a task. (p.128) |
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Term
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Definition
| Observing one's own behavior and adapting it to the situation. (p.131) |
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Term
| Organizational identification |
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Definition
| Organizational values or beliefs become part of one's self-identity. (p.132) |
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Term
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Definition
| Stable physical and mental characteristics responsible for a person's identity. (p.133) |
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Term
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Definition
| Action-oriented person who shows initiative and perseveres to change things. (p.134) |
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Term
| Internal locus of control |
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Definition
| Attributing outcomes to one's own actions. (p.135) |
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Term
| External locus of control |
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Definition
| Attributing outcomes to circumstances beyond one's control. (p.135) |
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Term
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Definition
| Stable characteristic responsible for one person's maximum physical or mental performance. (p.136) |
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Term
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Definition
| Specific capacity to manipulate objects. (p.137) |
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Term
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Definition
| Capacity for constructive thinking, reasoning, problem solving. (p.139) |
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Term
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Definition
| Complex human reactions to personal achievements and setbacks that may be felt or displayed. (p.143) |
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Term
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Definition
| Ability to manage oneself and interact with others in mature and constructive ways. (p.144) |
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Term
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Definition
| Striving for success by developing one's self-efficacy, optimism, hope, and resiliency. (p.146) |
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Term
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Definition
| The ability to handle pressure and quickly bounce back from personal and career setbacks. (p.147) |
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Term
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Definition
| A demanding, repetitive, and assisted program to improve one's performance. (p.147) |
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Term
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Definition
| Considering the contributions of others and good fortune when gaging one's success. (p.148) |
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Term
| Value congruence or person-culture fit |
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Definition
| The similarity between personal values and organizational values. (p.157) |
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Term
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Definition
| Learned predisposition toward a given object. (p.160) |
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Term
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Definition
| The feelings or emotions one has about an object or situation. (p.161) |
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Term
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Definition
| The beliefs or ideas one has about an object or situation. (p.161) |
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Term
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Definition
| How one intends to behave toward someone or something. (p.161) |
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Term
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Definition
| Psychological discomfort experienced when attitudes and behavior are inconsistent. (p.162) |
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Term
| Organizational commitment |
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Definition
| Extent to which an individual identifies with an organization and its goals. (p.166) |
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Term
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Definition
| An individual's perception about the terms and conditions of a reciprocal exchange with another party. (p.168) |
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Term
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Definition
| Extent to which an individual is immersed in his or her present job. (p.169) |
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Term
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Definition
| Individual's involvement, satisfaction, and enthusiasm for work. (p.170) |
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Term
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Definition
| An affective or emotional response to one's job. (p.170) |
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Term
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Definition
| The extent to which one receives what he or she expects from a job. (p.171) |
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Term
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Definition
| The extent to which a job allows fulfillment of one's work values. (p.171) |
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Term
| Organizational citizenship behaviors (OCBs) |
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Definition
| Employee behaviors that exceed work-role requirements. (p.174) |
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Term
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Definition
| Overall thoughts and feelings about quitting a job. (p.175) |
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Term
| Counterproductive work behaviors (CWBs) |
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Definition
| Types of behavior that harm employees and the organization as a whole. (p.177) |
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Term
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Definition
| Process of interpreting one's environment. (p.185) |
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Term
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Definition
| Being consciously aware of something or someone. (p.186) |
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Term
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Definition
| Mental depositories for storing information. (p.186) |
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Term
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Definition
| Mental picture of an event or object. (p.187) |
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Term
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Definition
| Mental picture of an event. (p.187) |
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Term
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Definition
| Any thought or belief that is automatically activated without conscious awareness. (p.190) |
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Term
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Definition
| Beliefs about the characteristics of a group. (p.194) |
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Term
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Definition
| Beliefs about appropriate roles for men and women. (p.194) |
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Term
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Definition
| Biased thoughts, attitudes, and feelings that exist at an unconscious level. (p.196) |
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Term
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Definition
| The predicament in which members of a social group (e.g., African Americans, women) must deal with the possibility of being judged or treated stereotypically, or of doing something that would confirm the stereotype. (p.197) |
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Term
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Definition
| Someone's high expectations for another person result in high performance. (p.199) |
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Term
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Definition
| An individual's high self-expectations lead to high performance. (p.199) |
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Term
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Definition
| Loss in performance due to low leader expectations. (p.201) |
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Term
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Definition
| Suspected or inferred causes of behavior. (p.202) |
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Term
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Definition
| Personal characteristics that cause behavior. (p.203) |
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Term
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Definition
| Environmental characteristics that cause behavior. (p.203) |
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Term
| Fundamental attribution bias |
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Definition
| Ignoring environmental factors that affect behavior. (p.204) |
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Term
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Definition
| Taking more personal responsibility for success than failure. (p.205) |
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Term
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Definition
| Psychological processes that arouse and direct goal-directed behavior. (p.212) |
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Term
| Content theories of motivation |
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Definition
| Identify internal factors influencing motivation. (p.212) |
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Term
| Process theories of motivation |
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Definition
| Identify the process by which internal factors and cognitions influence motivation. (p.212) |
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Term
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Definition
| Physiological or psychological deficiencies that arouse behavior. (p.213) |
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Term
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Definition
| Five basic needs--psychological, safety, love, esteem, and self-actualization--influence behavior. (p.213) |
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Term
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Definition
| Three basic needs--existence, relatedness, and growth--influence behavior. (p.214) |
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Term
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Definition
| Desire to accomplish something difficult. (p.215) |
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Term
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Definition
| Desire to spend time in social relationships and activities. (p.215) |
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Term
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Definition
| Desire to influence, coach, teach, or encourage others to achieve. (p.216) |
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Term
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Definition
| Job characteristics associated with job satisfaction. (p.216) |
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Term
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Definition
| Job characteristics associated with job dissatisfaction. (p.216) |
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Term
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Definition
| Holds that motivation is a function of fairness in social exchanges. (p.218) |
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Term
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Definition
| Comparison in which another person receives greater outcomes for similar inputs. (p.220) |
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Term
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Definition
| Comparison in which another person receives lesser outcomes for similar inputs. (p.220) |
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Term
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Definition
| An individual's tolerance for negative and positive equity. (p.221) |
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Term
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Definition
| The perceived fairness of how resources and rewards are distributed. (p.221) |
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Term
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Definition
| The perceived fairness of how the process and procedures used to make allocation decisions. (p.221) |
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Term
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Definition
| Extent to which people feel fairly treated when procedures are implemented. (p.222) |
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Term
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Definition
| Holds that people are motivated to behave in ways that produce valued outcomes. (p.223) |
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Term
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Definition
| Belief that effort leads to a specific level of performance. (p.224) |
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Term
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Definition
| A performance-->outcome perception. (p.224) |
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Term
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Definition
| The value of a reward or outcome (p.225) |
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Term
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Definition
| What an individual is trying to accomplish. (p.228) |
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Term
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Definition
| Quantifiability of a goal. (p.229) |
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Term
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Definition
| Activities or tasks to be accomplished to obtain a goal. (p.230) |
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Term
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Definition
| Amount of commitment to achieving a goal. (p.230) |
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Term
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Definition
| Changing the content or process of a specific job to increase the satisfaction and performance. (p.231) |
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Term
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Definition
| Using research and experimentation to find the most efficient way to perform a job. (p.231) |
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Term
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Definition
| Putting more variety into a job. (p.232) |
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Term
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Definition
| Moving employees from one specialized job to another. (p.232) |
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Term
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Definition
| Building achievement, recognition, stimulating work, responsibility, and advancement into a job. (p.232) |
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Term
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Definition
| Motivation caused by positive internal feelings. (p.232) |
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Term
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Definition
| Job characteristics found to various degrees in all jobs. (p.233) |
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Term
| Repetitive Motion Disorders (RMDs) |
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Definition
| Muscular disorders caused by repetitive motions. (p.236) |
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Term
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Definition
| Continuous cycle of improving job performance with goal setting, feedback and coaching, and rewards and positive reinforcement. (p.244) |
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Term
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Definition
| Employees know the organization's strategic goals and how that need to contribute. (p.245) |
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Term
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Definition
| Targets a specific end-result. (p.246) |
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Term
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Definition
| Encourages learning, creativity, and skill development. (p.246) |
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Term
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Definition
| Management system incorporating participation into decision making, goal setting, and feedback. (p.246) |
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Term
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Definition
| Objective information about performance. (p.250) |
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Term
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Definition
| Comparison of anonymous feedback from one's superior, subordinates, and peers with self-perceptions. (p.254) |
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Term
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Definition
| Financial, material, or social rewards from the environment. (p.256) |
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Term
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Definition
| Self-granted, psychic rewards. (p.256) |
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Term
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Definition
| Monetary incentives toed to one's results or accomplishments. (p.259) |
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Term
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Definition
| Behavior with favorable consequences is repeated; behavior with unfavorable consequences disappears. (p.263) |
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Term
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Definition
| B F Skinner's term for unlearned stimulus-response reflexes. (p.263) |
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Term
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Definition
| B F Skinner's term for learned, consequent-shaped behavior. (p.263) |
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Term
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Definition
| Making behavior occur more often by contingently presenting something positive. (p.264) |
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Term
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Definition
| Making behavior occur more often by contingently withdrawing something negative. (p.264) |
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Term
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Definition
| Making behavior occur less by contingently presenting something negative or withdrawing something positive. (p.265) |
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Term
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Definition
| Making behavior occur less often by ignoring or not reinforcing it. (p.265) |
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Term
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Definition
| Reinforcing every instance of behavior. (p.265) |
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Term
| Intermitted reinforcement |
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Definition
| Intermitted reinforcement |
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Term
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Definition
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