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Definition
| The degree to which exchanges and transactions are considered fair. |
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Definition
| Focus primarily on individual needs-physiological and psychological deficiencies that we feel a compulsion to reduce or eliminate. |
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Definition
| The degree to which all people are treated the same under a policy. |
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Definition
| Posits that people will act to eliminate any felt inequity in the rewards they receive for their work in comparison with others. |
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Definition
| collapses Maslow's five need categories into three: existence needs, relatedness needs, and growth needs. |
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Term
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Definition
| in Alderfer's ERG theory, the desire for physiological and material well-being. |
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Term
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Definition
| the probability assigned by an individual that a given level of achieved task performance will follow work effort. |
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Term
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Definition
| posits that motivation is a result of a rational calculation reflecting the degree to which a person believes that (1) effort will yield acceptable performance, (2) performance will be rewarded, and (3) the value of the rewards is highly positive. |
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Definition
| the process of setting performance targets. |
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Term
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Definition
| in Alderfer's ERG theory, the desire for continued personal growth and development. |
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Term
| Hierarchy of needs Theory |
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Definition
(Maslow)-a content theory of motivation that identifies five distinct levels of individual needs:
self-actualization
esteem needs
social
safety
physiological |
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Term
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Definition
| the esteem and self-actualization needs of Maslow's need hierarchy. |
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Term
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Definition
| sources of job dissatisfaction that are associated with the job context or work setting. |
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Term
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Definition
| the probability assigned by the individual that a given level of achieved task performance will lead to various work outcomes. |
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Term
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Definition
| the degree to which the people affected by a decision are treated with dignity and respect. |
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Term
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Definition
| Tries to build more motivator factors into job content. |
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Term
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Definition
| the physiological, safety, and social needs of Maslow's need hierarchy. |
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Term
| Management by objectives (MBO) |
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Definition
| A process of joint goal setting between a supervisor and a subordinate. |
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Term
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Definition
| forces within an individual that account for the level, direction, and persistence of effort expended at work. |
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Term
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Definition
| Sources of satisfaction that are associated with job content-what people actually do in their work. |
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Term
| Need for achievement (nAch) |
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Definition
| The desire to do something better or more efficiently, to solve problems, or to master complex tasks. |
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Term
| Need for affiliation (nAff) |
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Definition
| the desire to establish or maintain friendly and warm relations with others. |
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Term
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Definition
| the desire to control others, to influence their behavior, or to be responsible for others. |
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Term
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Definition
| an issue of how fair and equitable people view workplace practices. |
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Term
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Definition
| feeling under-rewarded or over-rewarded in comparison with others. |
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Term
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Definition
| the degree to which the rules and procedures specified by policies are properly followed in all cases to which they are applied. |
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Term
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Definition
| Focus on the thought or cognitive processes that take place within the minds of people and influence their behavior. |
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Term
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Definition
| in Alderfer's ERG theory, desires for satisfying interpersonal relationships. |
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Term
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Definition
| focuses on two sets of factors-one set identifies sources of job dissatisfaction (hygienes) and the other set identifies sources of job satisfaction (motivators). |
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Term
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Definition
| The value attached by the individual to various work outcomes. |
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Term
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Definition
| Asses inputs in terms of work efforts. |
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Term
| Behaviorally anchored rating scale: |
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Definition
| links performance ratings to specific and observable job relevant behaviors |
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Term
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Definition
| our extra pay awards for special performance accomplishments |
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Term
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Definition
| any scheduling of work at a allows a full-time job to be completed in fewer than the standard five days |
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Term
| Critical incident diaries: |
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Definition
written records that gives examples of a person's work behavior that leads to either unusual performance success or failure |
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Term
| Employee stock ownership plans: |
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Definition
| give stock to employees or allow them to purchase stock at special prices |
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Term
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Definition
| are valued outcomes given by some other person |
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Term
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Definition
| gives individuals a daily choice in the timing commitments |
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Term
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Definition
| in performance appraisal forces a set percentage of persons into predetermined rating categories |
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Term
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Definition
| rewards employees in some proportion to productivity gains |
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Term
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Definition
| in performance appraisal assigned scores to specific performance dimensions |
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Term
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Definition
| are valued outcomes received directly through task performance |
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Term
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Definition
| is the process of specifying job tasks and working arrangements |
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Term
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Definition
increases task variety by combining into one job two or more tasks that were previously assigned to separate workers |
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Term
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Definition
| the practice of enhancing job contents by building into more motivating factors such as responsibility achievement recognition and personal growth |
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Term
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Definition
increases task variety but periodically shifting workers among jobs involving different tasks
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Term
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Definition
| occurs when one full-time job is assigned to two or more persons who then divide the work according to agreed-upon hours |
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Term
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Definition
| standardizes work to create clearly defined and highly specialized tasks. |
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Term
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Definition
| a compensation system that directly ties an individual's salary or wage increase to measure of performance accomplishments during a specified time period. |
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Term
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Definition
| forces that account for the level and persistence of an individual's effort expended at work. |
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Term
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Definition
| of performance assess achievements in terms of actual work results. |
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Term
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Definition
| in performance appraisal compares each person with every other. |
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Term
| Performance-contingent pay |
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Definition
| you earn more when you produce more and earn less when you produce less |
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Term
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Definition
| rewards employees in some proportion to changes in organizational profits. |
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Term
| Psychological empowerment |
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Definition
| a sense of personal fulfillment and purpose that arouses one's feelings of competency and committment to work. |
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Term
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Definition
| In performance apprasial orders each person from best to worst |
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Term
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Definition
| providing consistent results each time it is used for the same person and situation |
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Term
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Definition
| Systematic study of job components to develop practices to increase people's efficiency at work. |
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Term
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Definition
| rewards people for acquiring and developing job-relevant skills. |
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Term
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Definition
| give the owner the right to buy shares of stock at a future date at a fixed or "strike" price. |
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Term
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Definition
| Refers to work at home or in a remote location via use of computers and advanced telecommunication linkages with a central office or other employment locations. |
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Term
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Definition
| gathers evaluations from a job holder's bosses, peers, and subordinates, as well as internal and external customers and self ratings. |
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Term
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Definition
| actually measuring people on dimensions with direct relevance to job performance |
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Term
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Definition
| when employees agree to work fewer hours to avoid layoffs. |
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Term
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Definition
| where teams disband when their work is finished. |
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Term
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Definition
| the ability of team to perform well across a range of tasks. |
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Term
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Definition
| members from different functions or work units |
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Term
| Diversity-consensus dilemma |
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Definition
| is the tendency for diversity in groups to create process difficulties even as it offers improved potential for problem solving. |
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Term
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Definition
| a team that achieves high levels of taks performance, member satisfaction, and team viability. |
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Term
| Employee involvement team |
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Definition
| a wide variety of teams whose members meet regularly to collectively examine important workplace issues such as ways to enhance quality, better satisfy customers, raise productivity, and improve the quality of work life. |
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Term
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Definition
| examines differences in how people relate to one another based on their needs to express and receive feelings of inclusion, control, and affection. |
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Term
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Definition
| teams created and officially designated to serve specific organizational purposes. |
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Term
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Definition
| focuses around the initial entry of members to a team |
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Term
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Definition
| occurs when members of one functional team fail to interact with others from other functional teams. |
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Term
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Definition
| are the forces operating in groups that affect the ways members work together. |
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Term
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Definition
| members differ in many characteristics |
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Term
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Definition
| teams in which members may find it very easy to work together but they may also suffer performance limitations if their collective skills, experiences and perspectives are not a good match for complex skills. |
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Term
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Definition
| are unofficial and emrge to serve special interests |
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Term
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Definition
| the ability to perform many different jobs-even all of the team's jobs-as needed. |
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Term
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Definition
| where members start to work together as a coordinated team |
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Term
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Definition
| marks the emergence of a mature and well-functioning team. |
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Term
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Definition
| a team created temporarily to serve a specific purpose by dealing with a specific problem or opportunity. |
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Term
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Definition
| team that meets regularly to address quality issues |
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Term
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Definition
| empowered to make the decisions to manage themselves in day-to-day work. |
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Term
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Definition
| is the tendency of one's behavior to be influenced by the presence of others in a group. |
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Term
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Definition
| occurs when people work less hard in groups than they would individually. |
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Term
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Definition
| used to identify the informal groups and networks of relationships that are active in an organization. |
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Term
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Definition
| involves consistency between a person's status within and outside a group. |
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Term
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Definition
| is one of the high emotionality and tension among team members. |
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Term
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Definition
| the creation of a whole greater than the sum of its parts |
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Term
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Definition
| A group of people brought together to use their complementary skills to achieve a common purpose for which they are collectively accountable |
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Term
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Definition
| is the mix of abilities, skills, personalities and experiences that the members bring to the team. |
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Term
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Definition
| occurs when team members accept and live up to their collective accountability by actively working together so that all their respective skills are best used to achieve important goals. |
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Term
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Definition
| a team whose members convene and work together electronically via computer |
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Term
| Anchoring and adjustment heuristic |
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Definition
| involves assessing an event by taking an initial value determined by historical precedent or an outside source, and then incrementally adjusting this value to make a current assessment. |
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Term
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Definition
| involves assessing a current event based on past occurences that are easily available in one's memory. |
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Term
| Behavioral decision model |
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Definition
| views decision makers as acting only in terms of what they percieve about a available in one's memory. |
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Term
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Definition
| provide full information on the expected results for decision-making alternatives. |
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Term
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Definition
| views decision makers as acting in a world of complete certainty. |
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Term
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Definition
| views decision makers as acting in a world of complete certainty |
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Term
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Definition
| the tendency to seek confirmation for what is already thought to be true and not search disconfirming information. |
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Term
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Definition
| are made by one individual after seeking input from or consulting with members of a group. |
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Term
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Definition
| generates unique and novel responses to problems. |
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Term
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Definition
| required when an unexpected problem can lead to disaster if not resolved quickly and appropriately. |
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Term
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Definition
| assess a decision in terms of utility, rights, justice, and caring. |
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Term
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Definition
| is the process of choosing a course of action to deal with a problem or opportunity. |
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Term
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Definition
the tendency to continue and renew effort on a previously chosen course of action, even though it is not working.
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Term
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Definition
| is the philosophical study of morality. |
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Term
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Definition
| is solving a problem in the context percieved. |
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Term
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Definition
| simpifying strategies or "rules of thumb" used to making decisions. |
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Term
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Definition
| the tendency for the decision maker to overestimate the degree to which an event that has already taken place could have been predicted. |
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Term
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Definition
| or authority decisions, are made by one person on behalf of the team. |
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Term
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Definition
| approaches problems in a flexible and spotaneous fashion. |
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Term
| Lack of participation Error |
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Definition
| occurs when important people are excluded from the decisions making process. |
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Term
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Definition
| involves a choice between two or more ethically uncomfortable alternatives. |
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Term
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Definition
| poses major ethical consequences for the decision maker or others. |
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Term
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Definition
| implement solutions that are specifically crafted or tailored for addressing a nonroutine problem. |
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Term
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Definition
| give the absolute best solution to a problem. |
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Term
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Definition
| implement solutions that have already been determined by past experience as appropriate for addressing routine problems that arise on a regular basis. |
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Term
| Representativeness huersitic |
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Definition
| involves assessing the likelihood that an event will occur based on its similarity to one's stereotype of similar occurences. |
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Term
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Definition
| exist when decision makers lack complete certainty regarding the outcomes of similarity to one's stereotypes of similar occurences. |
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Term
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Definition
| involves anticipating risks and factoring them into decision making |
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Term
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Definition
| choose the first alternative that appears to give an acceptable or a satisfactory solution to the problem. |
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Term
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Definition
| expose a decision to public scrutiny and full transparency |
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Term
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Definition
| approaches problems in a rational and analytical fashion |
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Term
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Definition
| are made by all members of the team |
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Term
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Definition
| exist when managers have so little information on hand that they cannot even assign probabilities to various alternatives and their possible outcomes. |
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Term
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Definition
| the ability to help the source of a message say what he or she means |
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Term
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Definition
| refers to the capacity of a channel to convey information effectively |
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Term
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Definition
| the process of sending and receiving messages with attached meanings |
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Term
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Definition
| the pathways through which messages are sent, including face-to-face meetings, electronic mail and online discussions, written letters or memorandums, and telephone or voicemail, among others. |
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Term
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Definition
| occurs when individuals feel they are being attacked and they need to protect themselves. |
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Term
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Definition
| occurs when an individual feels his or her self-worth is being questioned. |
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Term
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Definition
| follows the chain of command from top to bottom |
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Term
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Definition
| is the process of translating an idea or thought into a message consisting of verbal, written, or nonverbal symbols (such as gestures), or some combination of them. |
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Term
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Definition
| the tendency to believe one's culture and its values are superior to those of others. |
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Term
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Definition
| the process through which the receiver communicates with the sender by returning another message. |
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Term
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Definition
| senders filter information by conveying only certain parts that are relevant. |
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Term
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Definition
| rudeness in electronic communication |
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Term
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Definition
| channels that follow the chain of command established by an organization's hierarchy of authority. |
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Term
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Definition
| a network of friendships and acquaintances through which rumors and other unofficial information are passed from person to person. |
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Term
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Definition
| a culture in which words convey only part of a message, while the rest of the message must be inferred from body langauge and additional contextual cues. |
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Term
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Definition
| channels that do not follow an organization's hierarchy or authority |
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Term
| Interactional transparency |
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Definition
| is the open and honest shaing of information |
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Term
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Definition
| occur when individuals are not able to objectively listen to the sender due to things such as lack of trust, personality, clashes, a bad reputation or stereotypes/prejudices. |
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Term
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Definition
| is the flow of messages at the same levels across organizations. |
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Term
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Definition
| a culture in which message are expressed mainly by the spoken and written word. |
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Term
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Definition
| occurs when people are reluctant to communicate bad news and desire to be polite. |
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Term
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Definition
| any disturbance that disrupts the communication process and intereferes with the transference of messages |
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Term
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Definition
| the type of communication that takes place through facial expressions, body, motions, eye contact, and other physical gestures. |
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Term
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Definition
| assuming that the ways of your culture are the only ways of doing things. |
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Term
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Definition
| include interruptions from noises, visitors and the life, that interfere with communication. |
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Term
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Definition
| is the act of speaking without words |
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Term
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Definition
| are software that allow a user to view others' real-time availability status and readiness to communicate. |
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Term
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Definition
| is the individual or group of individuals to whom a message is directed. |
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Term
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Definition
| individuals block out information or only hear things that match preconceived notions. |
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Term
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Definition
| involve a poor choice or use of words and mixed messages |
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Term
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Definition
| is a person or group trying to communicate with someone else. |
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Term
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Definition
| are differences between persons of higher and lower ranks |
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Term
| Supportive communication principles |
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Definition
| are a set of tools focused on joint problem solving |
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Term
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Definition
| Is the flow of messages from lower to higher organization levels. |
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