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Definition
| study of individual and group behavior in the workplace |
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| explaining behavior in terms of external events, environmental factors, etc. |
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| explaining behavior in terms of thoughts, feelings, past experiences, etc. |
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| disciplines influencing the study of organizational behavior |
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| sociology, psychology, anthropology, management, engineering, medicine |
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| four actions steps for responding positively to change |
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Definition
1. new or modified knowledge skills (group discussions)
2. individual or group structured activity
3. systematic review of structured activity
4. conclusions based on review |
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| organization's mission / goal |
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| human resources of organization |
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| tools, knowledge, techniques, for transforming inputs to outputs |
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| systems of communication, authority and roles, and workflow |
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| formal (covert) elements of an organization |
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| goals, policies, job descriptions, financial resources, authority structure, communication channels, products and services |
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| informal (overt) elements of an organization |
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| beliefs and assumptions, perceptions and attitudes, values, feelings, norms, informal leaders |
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| trends affecting managers today |
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| rising healthcare, changing demographics, flexible benefits, helicopter parents, millenials in the workplace, globalization, technology innovation, ethics, focus on quality, downsizing, empowerment team, more contigent workers |
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| knowledge that results from research and scientific activities |
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| the mastery of abilities essential to successful functioning in organizations |
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| the way in which factors such as skills, abilities, perceptions, etc. differ from another |
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| a relatively stable set of characteristics influencing someone's behavior |
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| big five personality traits |
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| extraversion, agreeableness, conscientiousness, emotional stability, openness to experience |
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| cooperative, warm, agreeable |
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| hardworking, organized, dependable |
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| calm, self-confident, cool |
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| creative, curious, cultured |
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| elicits an individual's response to abstract stimuli |
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| personality assessments that involve observing an individual in a controlled situation |
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| self-report questionnaire |
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| assessment involving an individual's responses to questions |
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| myers-brigg type indicator |
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| instrument measuring Jung's theory of individual differences |
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| flexible behavior based on situation; can appear unpredictable |
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| act from internal clues; consistent, less likely to respond to feedback |
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| internal locus of control |
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Definition
| i control what happens to me |
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| external locus of control |
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| people and circumstances control what happens to me |
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| expectations about one's ability to accomplish a task |
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| time urgency, quest for many achievements, anger in response to conflict |
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| patient / team player. most top execs |
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| accentuates positive aspects in oneself, others, and world |
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| accentuates negative aspects in everything |
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| desire to have close friends, family, and relationships |
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| desire to influence others |
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| process of interpreting info about another person (characteristics about perceiver, target, situation) |
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| five common barriers to social perception |
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| selective perception, stereotyping, first-impression error, projection, self-fulfilling prophecy |
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| select info that supports our viewpoints and reject info that threatens it |
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| generalization about a group of people |
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| forming lasting opinions about a person based on initial impressions |
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| overestimating the number of people that share your beliefs |
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| allowing expectations about people to affect your interactions with them |
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| process by which individuals try to control the impressions others have of them (name dropping etc.) |
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| explains how individuals pinpoint the causes of their own and other's behavior |
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| fundamental attribution error |
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| blame internal cause for others' behavior |
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| credit success to internal cause and failure to external cause |
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| affect, behavioral intentions, cognition |
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| physiological indicator, verbal statements about feeling |
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| observed behavior, verbal statements about intentions |
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| attitude scales, verbal statement about beliefs |
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| direct experiences and social learning |
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| process of deriving attitudes from family, peer groups, religious organizations, etc. |
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| a state of tension where your attitude doesn't match your behavior |
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| sources of job satisfaction and commitment |
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Definition
| pay, the work itself, promotion opportunities, supervisions, and coworkers |
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| organizational citizenship behavior |
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| going above and beyond at work |
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| workplace deviance behaviors |
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| voluntary counterproductive behavior; violates norms and harms organization functions |
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| individual influences on ethical behavior |
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Definition
| value system, locus of control, cognitive moral development |
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| organizational influences on ethical behavior |
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| codes of conduct, norms, modeling, rewards and punishment |
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| process through which emotions of one person are transferred to another |
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| competitors, unions, regulatory agencies, clients |
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| work part time or a temporary time period |
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| flexible benefits / flextime |
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| allowing workers to set their hours or work from home |
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| fundamental attribution error |
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| attributing people's failures to internal factors |
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| staying with the company because coworkers need you |
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| best predictor of job performance |
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