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| is accomplishing organizational goals with and through other people |
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| is someone who achieves organizational goals through other people |
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| A consciously coordinated social unit composed of two or more people that functions on a relatively continuous basis to achieve a common goal or set of goals. |
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Is membership clearly defined?
Do the members work interdependently?
Do the members have a common goal? |
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Plan
Organize
Lead
Control |
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| Job-specific knowledge and techniques |
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| The ability to understand, work with, lead, and control the behavior of other people and groups |
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| The ability to analyze and diagnose a situation and distinguish between cause and effect |
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| is the systematic study of the actions and attitudes that people exhibit in organizations |
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Explanation
Prediction
Control |
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| OB’s Contributing Disciplines Study |
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Definition
Psychology
Sociology
Social Psychology
Anthropology |
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| variables that moderate the relationship between two or more other variables and improve the correlation |
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| Know the Three Levels of OB Research |
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Individual level
Group Level
Organization Systems Level |
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| Dependent Variables-Human output |
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Definition
Productivity
Absence
Turnover
Deviant work place behavior
Citizenship
Satisfaction |
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| Two or more individuals interacting and interdependent, who have come together to achieve particular objectives |
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| Defined by the organization’s structure with designated work assignments establishing tasks |
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Alliances that are neither formally structured nor organizationally determined
Appear naturally in response to the need for social contact
Deeply affect behavior and performance |
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Group
Formal Informal
Command-Task Interest-Friendship |
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| Knoq the Formation Stages |
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Definition
1.Forming
2.Storming
3. Norming
4. Performing
5. Adjourning |
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| Group member get to know each other and establish common understanding |
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| Group is in a conflict, members resist being controlled by the group and disagreements arise about leadership of the group |
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| Members develop close ties and feelings of friendship, camaraderie and group members share common purpose |
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| members work towards achieving their goals |
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| The group disbands once its goals have been achieved. |
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Term
| Punctuated-Equilibrium Model |
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Definition
Temporary groups under deadlines go through transitions between inertia and activity—at the halfway point, they experience an increase in productivity.
Sequence of Actions
Setting group direction
First phase of inertia
Half-way point transition
Major changes
Second phase of inertia
Accelerated activity |
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| How Group Properties Impact Performance |
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Definition
| Group Performance=Norms-Status-Size-Cohesiveness-Roles |
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Definition
A group that interacts primarily to share information and to make decisions to help each group member perform within his or her area of responsibility
No joint effort required |
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| Generates positive synergy through coordinated effort. The individual efforts result in a performance that is greater than the sum of the individual inputs |
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Definition
Problem-Solving Teams
Self-Managed Work Teams
Cross-Functional Teams
Virtual |
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Definition
Context=Performance eval's and reward system
Composition=Ability of members,Diversity, Size of teams
Work Design=Autonomy,task significant
Process=Specific goals, social loafing |
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| Ways to Turn Individuals into Team Players |
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Definition
Selection Make team skills one of the interpersonal skills in the hiring process.
Training
Individualistic people can learn
Rewards Rework the reward system to encourage cooperative efforts rather than competitive (individual) ones
Continue to recognize individual contributions while still emphasizing the importance of teamwork |
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Definition
| - Differences such as age, sex, race/ethnicity, and physical disabilities that are observable, typically unchangeable, and easy to measure |
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Definition
| differences such as personality and attitudes that are communicated through verbal and non-verbal behaviors and are learned only through extended interaction with others |
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| Noting of a difference between things |
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| Making judgments about individuals based on stereotypes regarding their demographic group |
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| To place a person in a group, based on an attribute and then assign all of the assumed qualities of the group on that person |
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| Know How Biographical Characteristics Affect (or Don’t Effect Performance) |
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Definition
Age
Gender
Race & Ethnicity
Tenure
Religion
Sexual Orientation
Gender Identity |
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Term
| Ability and the Two Major Types |
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Definition
An individual’s capacity to perform the various tasks in a job.
Intellectual and Physical Abilities
Sum of intellectual abilities is also called GMA (General Mental Ability) |
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| the 7 Dimensions of Intellectual Ability |
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Definition
Number Aptitude
Verbal Comprehension
Perceptual Speed
Inductive Reasoning
Deductive Reasoning
Spatial Visualization
Memory |
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Term
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Definition
| evaluative statements or judgments concerning objects, people, or events |
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Term
| the Three Components of an Attitude |
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Definition
Affective-The emotional or feeling segment of an attitude
Cognitive-The opinion or belief segment of an attitude
Behavioral-An intention to behave in a certain way toward someone or something |
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Term
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Definition
Any incompatibility between two or more attitudes or between behavior and attitudes Individuals seek to reduce this uncomfortable gap, or dissonance, to reach stability and consistency
Consistency is achieved by changing the attitudes, modifying the behaviors, or through rationalization |
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| What Affects the Strength of the Relationship Between Attitudes & Behavior |
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Definition
Importance of the attitude
Correspondence to behavior
Accessibility
Existence of social pressures
Personal and direct experience of the attitude |
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Term
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Definition
Job Satisfaction
Organizational Commitment |
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Term
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Definition
A positive feeling about the job resulting from an evaluation of its characteristics
Best way to measure is a single global assessment |
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| Organizational Commitment |
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Definition
| Identifying with a particular organization and its goals, while wishing to maintain membership in the organization. |
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| minor job related attitudes |
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Definition
Job Involvement
Perceived Organizational Support (POS)
Employee Engagement |
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| How Job Satisfaction Effects |
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Definition
Job Performance
Organizational Citizenship Behaviors
Customer Satisfaction
Absenteeism
Turnover
Workplace Deviance |
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| Causes of Job Satisfaction |
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Definition
| Pay influences job satisfaction only to a point.Personality can influence job satisfaction.Satisfaction is more likely to be caused by things that make the work intrinsically rewarding (e.g. people like what they do) |
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