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Definition
| the actions of individuals and groups in an organizational context |
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Term
| Managing Organizational Behavior |
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Definition
| actions focused on acquiring, developing, and applying the knowledge and skills of people |
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| an approach that involves organizing and managing people's knowledge and skills effectively to implement the organization's strategy and gain a competitive advantage |
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| the output of individuals and groups |
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| the feelings that individuals and groups have about their work and the workplace |
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| defined in terms of competitive advantage and ultimately financial performance |
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| people who think and act strategically, and are able to motivate people and build trusting relationships to help implement the organization's strategy |
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| the workers who carry out the basic tasks |
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| a collection of individuals forming a coordinated system of specialized activities for the purpose of achieving certain goals over an extended period of time |
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| the sum of the skills, knowledge, and general attributes of the people in an organization |
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| an advantage enjoyed by an organization that can perform some aspect of its work better than competitors can or in a way that competitors cannot duplicate, such that it offers products/services that are more valuable to customers |
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| the extent to which individuals are capable of producing work that supports an organization's strategy for competing in the marketplace; associates are capable of performing the basic work of the organization |
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| the extent to which the skills and talents of an organization's people are unique in the industry |
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| human capital imitability |
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Definition
| the extent to which the skills and talents of an organization's people cannot be coped by other organizations |
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Definition
| a characteristic of a group of people where differences exist on one or more relevant dimensions |
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| multicultural organization |
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Definition
| an organization whose culture fosters and values differences |
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Definition
| an organization that has a diverse workplace and takes steps to be inclusive and respectful of differences, but where diversity is tolerated rather than truly valued |
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| an organization that is homogenous, has extreme occupation segregation, and discourages diversity |
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Definition
| unfair negative attitudes we hold about people who belong to social or cultural groups other than our own |
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| behavior that results in unequal treatment of individuals based on group membership |
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| subtle forms of discrimination that can occur despite people knowing it is wrong to be prejudiced against other racial groups and despite believing they are not racist |
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Definition
| a generalized set of beliefs about the characteristics of a group of individuals |
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| a person's knowledge that he or she belongs to certain groups, where belonging to these groups has emotional significance |
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| status and power that is assigned by cultural norms and depends on group membership |
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| the trend toward a unified global economy where national borders mean relatively little |
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| shared values and taken-for-granted assumptions that govern acceptable behaviors and thought patterns in a country and give a country much of its uniqueness |
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| relate to the fluctuation in the value of foreign currencies and the possibility of sudden economic contradiction in some countries |
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| relate to the instability in national governments, the threat of civil or international war, and the threat of state-sponsored terrorism. |
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| relate to the difficulties inherent in managing the complex resource flows required by most international firms. |
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| teams that rely heavily on electronically mediated communication rather than face-to-face meetings as the means to coordinate work |
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| a phenomenon where trust develops rapidly based on positive, reciprocated task-related communications |
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| an individual who leaves his or her home country to live and work in a foreign land |
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| a stress reaction involving difficulties coping with the requirements of living in a new country |
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| the belief that one's culture is better than others |
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| the unseen but strong discrimination barrier that blocks many women from opportunities for international assignments |
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Definition
| a type of culture where individuals use contextual cues to understand people and their communications and where individuals value trust and personal relationships |
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Definition
| a type of culture where individuals rely on direct questioning to understand people and their communications and where individuals value efficiency and performance |
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| monochronic time orientation |
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Definition
| a preference for focusing on one task per unit of time and completing that task in a timely fashion |
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| polychronic time orientation |
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Definition
| a willingness to juggle multiple tasks per unit of time and to have interruptions, and an unwillingness to be driven by time |
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Definition
| the ability to separate the aspects of behavior that are based on culture from those unique to the individual or all humans in general |
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Definition
| a strategy by which a firm tailors its products and services to the needs of each country or region in which it operates and gives a great deal of power to the managers and associates in those countries or regions |
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| a strategy by which a firm provides standard products and services to all parts of the world while maintaining a strong degree of central control in the home country |
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Definition
| a strategy by which a firm tailors products and services to some degree to meet the need of different countries or regions of the world but also seeks some degree of standardization in order to keep costs reasonably low |
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Definition
| the degree to which members of a society wish to avoid unpredictable lives |
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Definition
| the degree to which members of a society expect power to be unequally distributed; the extent to which a country accepts and maintains power and status differences; the extent to which people seek order, consistency, structure, and formalized procedures and rules |
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Definition
| the degree to which members of a society are comfortable focusing on personal goals and being rewarded for personal efforts and outcomes |
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| the degree to which members of society are aggressive and confrontational |
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| indicates how much members of a society take pride in the groups and organizations to which they belong |
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| refers to equal opportunities for women and men |
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| the degree to which members of the society value long-term planning and investing in the future |
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| the degree to which members of a society appreciate and reward improvement and excellence in schoolwork, athletics, and work life; the extent to which innovation, high standards, and performance improvement are encouraged and rewarded |
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Definition
| the degree to which members of a society value generous, caring, altruistic behavior |
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Definition
| a process through which individuals change their relatively permanent behavior based on positive or negative experiences in a situation |
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Term
| operant conditioning theory |
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Definition
| an explanation for consequence-based learning that assumes learning results from simple conditioning and that higher mental functioning is irrelevant |
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Definition
| an explanation for consequence-based learning that acknowledges the higher mental functioning of human beings and the role such functioning can play in learning |
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| law of effect (thorndike) |
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Definition
| the likelihood of making a particular response in a given situation is determined by the consequences or effects of that response |
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Definition
| a reinforcement contingency in which a behavior is followed by a positive consequence, thereby increasing the likelihood that the behavior will be repeated in the same or similar situations |
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| a reinforcement contingency in which a behavior is followed by the withdrawal of a previously encountered negative consequence, thereby increasing the likelihood that the behavior will be repeated in the same or similar situations |
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| a reinforcement contingency in which a behavior is followed by a negative consequence, thereby reducing the likelihood that the behavior will be repeated in the same or similar situations |
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| a reinforcement contingency in which a behavior is followed by the absence of a previously encountered positive consequence, thereby reducing the likelihood that the behavior will be repeated in the same or similar situations |
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Definition
| a reinforcement schedule in which a reward occurs after each instance of a behavior or set of behaviors |
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Term
| intermittent reinforcement |
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Definition
| a reinforcement schedule in which a reward does not occur after each instance of a behavior or set of behaviors |
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| fixed interval (type of intermittent schedule) |
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Definition
| with this schedule, a reinforcement becomes available only after a fixed period of time has passed since the previous reinforcement |
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| variable interval (a type of intermittent schedule) |
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Definition
| with this schedule, a reinforcement becomes available after a variable period of time has passed since the previous reinforcement |
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| fixed ratio (a type of intermittent schedule) |
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Definition
| with this reinforcement schedule, a reinforcer is involved after the desired behavior has occurred a fixed number of times |
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| variable ratio (a type of intermittent schedule) |
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Definition
| with this schedule, a reinforcement is introduced after the desired behavior has occurred a variable number of times |
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Definition
| an individual's belief that he or she will be able to perform a specific task in a given situation |
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Definition
| a process that involves sensing various aspects of a person, task, or event, and forming impressions based on selected inputs |
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Definition
| personal theories about which personality traits and abilities occur together and how these attributes are manifested in behavior |
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Definition
| a perception problem in which an individual assesses a person positively or negatively in all situations based on an existing general assessment of the person |
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Definition
| a perception problem in which an individual assumes the others share his or her values and beliefs |
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Definition
| a perception problem in which an individual bases perceptions about members of a group on a generalized set of beliefs about the characteristics of a group of individuals |
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Definition
| the extent to which the same person behaves in the same manner in the same situation over time |
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Definition
| the degree to which other people in the same situation behave in the same manner |
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Definition
| the degree to which the same person tends to behave differently in other situations |
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| fundamental attribution error |
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Definition
| a perception problem in which an individual is too likely to attribute the behavior of others to internal rather than external causes |
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Definition
| a perception problem in which an individual is too likely to attribute the failure of others to internal causes and the successes of others to external causes, whereas the same individual will be too likely to attribute his own failure to external causes and his own successes to internal causes |
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Definition
| a stable set of characteristics representing internal properties of an individual, which are reflected in behavioral tendencies across a variety of situations |
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Definition
| the degree to which an individual is outgoing and derives energy from being around people |
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Definition
| the degree to which an individual focuses on goals and works toward them in a disciplined way |
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| the degree to which an individual is easygoing and tolerant |
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| the degree to which an individual seeks new experiences and thinks creatively about the future |
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Definition
| properties of individuals' perceptual and thought processes that affect how they typically process information |
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Definition
| stable differences in individuals that energize and maintain overt behavior |
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Definition
| the degree to which a person attributes control of events to self or external factors |
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Definition
| the degree to which an individual believes in conventional values, obedience to authority, and legitimacy of power differences in society |
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Term
| social dominance orientation |
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Definition
| a general attitudinal orientation concerning whether one prefers social relationships to be equal or to reflect status differences |
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Definition
| the degree to which an individual attempts to present the image he or she thinks others want to see in a given situation |
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Definition
| the degree to which an individual desires to perform in terms of a standard of excellence or to succeed in competitive situations |
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Definition
| the degree to which an individual is concerned about presenting himself or herself in a socially desirable way in evaluative situations |
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Definition
| general mental ability used in complex information processing; the ability to develop and understand concepts |
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Definition
| a persistent tendency to feel and behave in a favorable or unfavorable way toward a specific person, object, or idea |
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| cognitive element of an attitude |
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Definition
| consists of the facts we have gathered about the object, person, or idea |
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| affective element of an attitude |
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Definition
| refers to the feelings one has about the object or person and the degree to which one holds these feelings |
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| behavioral element of an attitude |
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Definition
| the individual's intention to act in certain ways toward the object of the attitude |
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Definition
| organizational commitment due to one's strong positive attitudes toward the organization |
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| organizational commitment due to feelings of obligation |
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| organizational commitment due to lack of better opportunities |
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Definition
| complex subjective reactions that have both a physical and mental component |
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Definition
| phenomenon where emotions experienced by one or few members of a work group spread to other members |
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Definition
| the process whereby associates must display emotions that are contrary to what they are feeling |
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Definition
| the ability to accurately appraise one's own and others' emotions, effectively regulate, and use emotion to motivate plan and achieve |
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| associates with high___ understand how their feelings, beliefs, and behaviors affect themselves and others |
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| the ability to control one's emotions |
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| (the same as achievement motivation) |
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| thoughtfully considering others' feelings when making decisions and weighting those feelings appropriately, along with other factors |
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Definition
| the ability to build effective relationships with the goal of moving people toward a desired outcome |
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| high-involvement management |
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Definition
| involves carefully selecting and training associates and giving them significant decision making power, information, and incentive compensation |
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Definition
| forces coming from within a person that account for the willful direction, intensity, and persistence of the person’s efforts toward achieving specific goals, where achievement is not due solely to ability or to environmental factors. |
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| Hierarchy of Needs Theory |
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Definition
| Maslow’s theory that suggests that people are motivated by their desire to satisfy specific needs, and that needs are arranged in a hierarchy with physiological needs at the bottom and self actual needs at the top. People must satisfy needs at lower levels before being motivated by needs at higher levels. |
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Definition
· Alderfer’s theory that suggests people are motivated by three hieratically ordered types of needs: Existence needs, Relatedness needs ,and Growth needs
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the need to perform well against a standard of excellence
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| the need to be liked and to stay on good terms with most other people |
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| the desire to influence people and events |
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| Herzberg’s motivation theory that suggests that job satisfaction and dissatisfaction are not opposite ends of the same continuum but are independent states and that different factors affect satisfaction and dissatisfaction |
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| job factors that can influence job satisfaction but not dissatisfaction |
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job factors that influence job dissatisfaction but not satisfaction
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| Vroom’s theory that suggests that motivation is a function of an individual’s expectancy that a given amount of effort will lead to a particular level of performance, instrumentality judgments that indicate performance will lead to certain outcomes, and the valences of outcomes |
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Definition
| subjective probability that effort will lead to performance |
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| the subjective probability that a given level of performance will lead to certain outcomes |
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the anticipated satisfaction (value) with those outcomes
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| a theory that suggests motivation is based on a person’s assessment of the ratio of outcomes she receives for inputs on the job compared to the same ratio for a comparison other |
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| organizational citizenship behaviors |
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Definition
| an associate’s willingness to engage in organizationally important behaviors that go beyond prescribed job duties |
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the degree to which people think outcomes are fair
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| the degree to which people think the procedures used to determine outcomes are fair |
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| a theory that suggests challenging and specific goals increase human performance because they affect attention, effort, and persistence |
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Definition
| the process of making a job more motivating by adding tasks that are similar in complexity relative to the current tasks |
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Definition
| the process of making a job more motivating by increasing responsibility |
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Definition
| the degree to which associates utilize a broad array of skills in doing the jobs |
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Definition
| the extent to which job performance results in an identifiable piece of work. |
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Definition
| the extent to which a job has an impact on the organization |
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Definition
| the associate has the independence to schedule his or her own work and influence the procedures with which it is carried out |
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Definition
| involves obtaining accurate information about performance |
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