Term
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Definition
| a feeling of tension that occurs when a person perceives to a situation is about to exceed her ability to cope and consequently could endanger her well-being |
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Term
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Definition
| the feeling that one's capabilities, resources, or needs do not match the demands or requirements of the job |
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Term
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Definition
| a short-term stress reaction to an immediate threat |
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Term
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Definition
| a long-term stress reaction resulting from ongoing situations |
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Term
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Definition
| an unconscious mobilization of energy resources that occurs when the body encounters a stressor |
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Term
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Definition
| positive stress that results from facing challenges and difficulties with the expectation of achievement; it is energizing and motivating |
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Term
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Definition
| negative stress; often referred to simply as stress |
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Term
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Definition
| a model that suggests that experienced stress is a function of both job demands and job control. |
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Term
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Definition
| high control, low demands |
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Term
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Definition
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Term
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Definition
| high control, high demands |
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Term
| high strain (distress/stress) |
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Definition
| low control, high demands |
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Term
| effort-reward imbalance model |
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Definition
| a model that suggests that experienced stress is a function of both required effort and rewards obtained |
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Term
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Definition
| environmental conditions that cause individuals to experience stress |
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Term
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Definition
| a situation in which different roles lead to conflicting expectations |
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Term
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Definition
| a situation in which goals, expectations, and/or basic job requirements are unclear |
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Term
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Definition
| slightly deviant behavior with ambiguous intent to harm another person |
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Term
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Definition
| a personality type characterized by competitiveness, aggressiveness, and impatience |
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Term
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Definition
| a personality dimension corresponding to a strong internal commitment to activities, an internal locus of control, and challenge seeking |
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Term
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Definition
| a condition of physical or emotional exhaustion generally brought on by stress |
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Term
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Definition
| the process of providing general direction and influencing individuals or groups to achieve goals |
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Term
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Definition
| the amount of ambition, persistence, tenacity, and initiative that people possess |
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Term
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Definition
| a person's desire to lead, influence others, assume responsibility, and gain power |
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Term
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Definition
| leaders use power to achieve goals that are in the organization's best interest or in the best interest of followers |
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Term
| personalized power motive |
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Definition
| leaders desire power solely for the sake of having power over others |
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Term
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Definition
| leaders with honesty are truthful and maintain consistency between what they say and what they do. |
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Term
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Definition
| leaders who possess a high degree of intelligence are better able to process complex information, solve problems, and deal with changing environments |
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Term
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Definition
| defined by the effect it has its on its followers. ____ leaders inspire their followers to change their needs and values, follow visionary quests, and sacrifice their own personal interests for the good of the cause |
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Term
| job centered leadership style |
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Definition
| a behavioral leadership style that emphasize employee tasks and the methods used to accomplish them; supervises individuals closely and sometimes behaves in a punitive manner towards them |
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Term
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Definition
| a behavioral leadership style that emphasizes employees' personal needs and the development of interpersonal relationships; frequently delegates decision-making authority and responsibility to others and provides a supportive environment, encouraging interpersonal communication |
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Term
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Definition
| a behavioral leadership style demonstrated by leaders who establish well defined patterns of organization and communication, define procedures, and delineate their relationships with those being led; emphasize goals and deadlines and ensure that employees are assigned tasks and know what performance is expected from them |
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Term
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Definition
| a behavioral leadership style demonstrated by leaders who express friendship, develop mutual trust and respect, and have strong interpersonal relationships with those being led; offer support to their employees, use employees' ideas, and frequently allow them to participate in decisions |
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Term
| Fiedler's Contingency Theory of Leadership Effectiveness |
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Definition
| a theory of leadership that suggests that the effectiveness of a leader depends on the interaction of his style of behavior with certain characteristics of the situation |
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Term
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Definition
| the degree to which a leader is respected, is accepted as a leader, and has friendly interpersonal relations |
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Term
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Definition
| the degree to which tasks can be broken down into easily understood steps or parts |
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Term
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Definition
| the degree to which a leader can reward, punish, promote, or demote individuals in the unit or organization |
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Term
| path-goal leadership theory |
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Definition
| a theory of leadership based on expectancy concepts of the study of motivation, which suggests that leader effectiveness depends on the degree to which a leader enhances the performance expectancies and valences of his or his subordinates |
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Term
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Definition
| leadership behavior characterized by implementing guidelines, providing information on what is expected, setting definite performance standards, and ensuring that individuals follow rules |
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Term
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Definition
| leadership behavior characterized by friendliness and concern for individuals well-being, welfare, and needs |
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Term
| achievement-oriented leadership |
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Definition
leadership behavior characterized by setting challenging goals and seeking to improve performance
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Term
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Definition
| leadership behavior characterized by sharing information, consulting with those that are led, and emphasizing group decision making |
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Term
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Definition
| a leadership approach that is based on the exchange relationship between followers and leaders |
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Term
| contingent reward behavior |
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Definition
| involves clarifying performance expectations and rewarding followers when those expectations are met |
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Term
| active management-by-experience |
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Definition
| demonstrated when a leader clarifies minimal performance standards and punishes those who do not perform up to those standards |
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Term
| transformational leadership |
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Definition
| a leadership approach that involves: motivating followers to do more than expected, to continuously develop and grow, to increase self confidence, and to place interests of the unit or organization before their own |
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Term
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Definition
| the leaders ability to inspire emotion and passion in his followers and to cause them to identify with the leader |
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Term
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Definition
| the leader's ability to increase the followers' focus on problems and to develop new ways of addressing them |
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Term
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Definition
| supporting and developing followers so that they become self confident and desire to improve their performance |
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Term
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Definition
| the sharing of information between two or more people to achieve a common understanding about an object or situation |
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Term
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Definition
| starting point in communication process; the person who wishes to communicate a message |
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Term
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Definition
| step in the communication process whereby a sender translates he information he or she wishes to send in a message |
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Term
| communication medium/channel |
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Definition
| the manner in which a message is conveyed |
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Term
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Definition
| the step in the communication process whereby a receiver perceives a sent message and interprets its meaning |
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Term
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Definition
| the step in the communication process whereby a receiver encodes the message received and sends it or response back to the original sender |
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Term
| interpersonal communication |
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Definition
| direct verbal or nonverbal interaction between two or more active participants |
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Term
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Definition
| communication that follows the formal structure of the organization and entails organizationally sanctioned information |
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Term
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Definition
| communication that involves spontaneous interaction between two or more people outside the formal organization structure |
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Term
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Definition
| unsubstantiated information of universal interest |
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Term
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Definition
| information that is presumed to be factual and is communicated in private or intimate settings |
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Term
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Definition
| the amount of information a medium can convey |
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Term
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Definition
| communication that takes place without using spoken or written language |
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Term
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Definition
| the ability to identify, understand, and apply cultural differences that influence communication |
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Term
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Definition
| an analysis of an organization's internal and external communication to assess communication practices and capabilities and to determine needs |
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Term
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Definition
| associates' perceptions regarding the quality of communication within the organization |
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Term
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Definition
| choices of actions from among multiple feasible alternatives |
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Term
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Definition
| satisfactory rather than optimal decisions; solutions which are good enough, but not necessarily the best |
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Term
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Definition
| a decision style focused on gathering concrete information directly through the _____, with an emphasis on practical and realistic ideas |
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Term
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Definition
| a decision style focused on developing abstractions and figurative examples for use in decision making, with an emphasis on imagination and possibilities |
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Term
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Definition
| a decision style focused on objective evaluation and systematic analysis |
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Term
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Definition
| a decision style focused on subjective evaluation and the emotional reactions of others |
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Term
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Definition
| willingness to take chances |
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Term
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Definition
| a possible level of performance used to evaluate one's current standing; a goal, minimum or acceptable level of performance, or the average performance level of others, and it is used judge one's current standing |
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Term
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Definition
| mental shortcuts involving simplified ways of thinking |
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Term
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Definition
| a cognitive bias in which information about early beliefs and ideas is sought |
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Term
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Definition
| a cognitive bias in which information that is simply recalled from memory is relied in too much in making a decision |
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Term
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Definition
| a cognitive bias in which the first piece of information that is encountered about a situation is emphasized too much in making a decision |
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Term
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Definition
| a cognitive bias in which past investments of money and effort are heavily weighted in deciding on continued investment, even disregarding low probabilities of future success |
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Term
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Definition
| affective states corresponding to general positive and negative feeling disconnected from any particular event or stimulus |
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Term
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Definition
| affective states corresponding to specific feelings in terms of discrete forms, that tend to be associated with particular events, people, or other stimuli |
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Term
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Definition
| a situation in which group members maintain or seek consensus at the expense of identifying and debating honest disagreements |
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Term
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Definition
| symptom of groupthink when group members who recognize flaws or errors in the group position tend to remain quiet during the group discussions and avoid issues that might upset the group |
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Term
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Definition
| symptom of groupthink when group members apply _____ to any member who expresses opinions that threaten group consensus and harmony |
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Term
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Definition
| symptom of groupthink when certain group members attempt to shield the group from any facts, criticisms, or evaluations that many alter the illusion of unanimity or invulnerability |
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Term
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Definition
| a bias in which group members over emphasize information held by a majority or the entire group while failing to be mindful of information held by one group member or a few members |
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Term
| diversity-based infighting |
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Definition
| a situation in which group members engage in unproductive, negative conflict over differing views |
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Term
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Definition
| a process by which group members collectively make a more ____choice than most or all of the individuals would have made working alone |
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Term
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Definition
| a process in which a large number of ideas are generated while evaluation of these ideas is suspended |
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Term
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Definition
| a process for group decision making in which discussion is structured and the final solution is decided by a silent vote |
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Term
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Definition
| a highly structured decision making process in which participants are surveyed regarding their opinions of best judgments |
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Term
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Definition
| a group decision making technique that relies on debate between two subgroups that have developed different recommendations based on different assumptions |
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Term
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Definition
| a group decision technique that relies on a critique of recommended action and its underlying assumptions |
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Term
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Definition
| two or more interdependent individuals who influence one another through social interaction; groups of individuals working toward specific goals or outcomes |
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Term
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Definition
| two or more people with work roles that require them to be interdependent, who operate within a larger social system (the organization) performing tasks relevant to the organization's mission, with consequences that affect others inside and outside the organization, and who have membership that is identifiable. |
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Term
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Definition
| the degree to which the team continually increases its performance capabilities |
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Term
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Definition
| addresses the question of whether team members have a fulfilling and satisfying team experience |
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Term
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Definition
| the quantity and quality of the team's output; the extent to which the team's output is acceptable to clients |
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Term
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Definition
| an effect wherein the total output of a team is greater than the combined outputs of individuals members working alone |
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Term
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Definition
| the ability of the team to remain functioning as long as needed |
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Term
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Definition
| the difference between actual and potential team performance that is caused by diverting time and energy into maintaining the team as opposed to working on substantive tasks |
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Term
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Definition
| the extent to which an individual works well with others, wants to contribute to team performance, and enjoys being on a team |
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Term
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Definition
| expectations shared by group members about who is to perform what types of tasks and under what conditions |
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Term
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Definition
| roles that require behaviors that support the social aspects of the organization |
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Term
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Definition
| roles that require behavior aimed at achieving the team's performance goals and tasks |
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Term
| destructive individual roles |
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Definition
| roles involving self-centered behaviors that put individual needs and goals ahead of the team |
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Term
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Definition
| informal rules or standards that regulate the team's behavior |
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Term
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Definition
| tasks that can be separated subcomponents |
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Term
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Definition
| taks that cannot be divided and must be performed by an individual |
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Term
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Definition
| tasks with a quantity goal |
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Term
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Definition
| tasks with a quality goal |
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Term
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Definition
| tasks in which individual inputs are simply added together |
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Term
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Definition
| tasks in which members' individual performances are averaged together to arrive at the team's overall performance |
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Term
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Definition
| tasks in which teams must work together to develop a single, agreed upon product or solution |
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Term
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Definition
| tasks in which all members must perform their individual tasks to arrive at the team's overall performance |
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Term
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Definition
| members attraction to the team |
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Term
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Definition
| team members' attraction and commitment to the tasks and goals of the team |
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Term
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Definition
| team members' liking or attraction to other team members |
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Term
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Definition
| conflict that results when team members simply do not like each other |
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Term
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Definition
| conflict that occurs when a team member disagrees with another's task-related ideas or analysis of the team's performance or plans |
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Term
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Definition
| conflict that occurs when team members disagree about policies and procedures; they disagree on how to work together |
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Term
| social facilitation effect |
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Definition
| improvement in individual performance when others are present |
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Term
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Definition
| a phenomenon wherein people put forth less effort when they work in teams than when they work alone |
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Term
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Definition
| the stage of team development when associates come to teams without established relationships but with some expectations about what they want in and from the team |
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Term
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Definition
| stage in team development when there is conflict among group members |
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Term
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Definition
| stage in team development when team members cooperate with each other and become more cohesive |
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Term
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Definition
| stage in team development when team members are more committed to the team, focus on task performance, and are generally more satisfied with team experience |
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Term
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Definition
| stage in team development when individuals begin to leave the team and terminate their regular contract with other team members |
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Term
| punctuated equilibrium model (PEM) |
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Definition
| a model of team development that suggests that teams do not go through linear stages but that team formation depends on the task at hand and the deadlines for that task |
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Term
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Definition
| leadership role that requires the leader to network with information sources both inside and outside the team |
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Term
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Definition
| a leadership role that requires a leader to translate long term strategies into directions, goals, and action plans for team members |
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Term
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Definition
| a leadership role in which the leader presents the management of the team's work and processes |
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Term
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Definition
| a process in which one party perceives that its interests are being opposed or negatively affected by another party |
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Term
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Definition
| conflict that interferes with performance and that is detrimental to organizational goals and objectives |
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Term
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Definition
| conflict that is beneficial to organizational goals and objectives |
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Term
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Definition
| conflict that arises out of personal differences between people, such as differing values, personal goals, and personalities |
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Term
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Definition
| conflict that involves work content, tasks, and task goals |
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Term
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Definition
| conflict that arises over how work should be completed |
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Term
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Definition
| one individual makes decisions for all units or that one higher unit makes decisions for all other units |
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Term
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Definition
| each unit manager can make important decisions |
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Term
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Definition
| the process whereby a conflict grows increasingly worse over time |
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Term
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Definition
| a response to conflict that is useful when quick, decision action required, when an unpopular course of action must be taken, or when the other party will take advantage |
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Term
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Definition
| a response to conflict when a person will forgo his own concerns so that the concerns of the other party can be met |
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Term
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Definition
| a response to conflict when a party neglects both their own concerns and those of the other party |
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Term
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Definition
| a response to conflict in which a party tries to partially meet both his concerns and those of the other party |
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Term
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Definition
| a response to conflict in which attempts are fully made to meet the concerns of both parties |
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Term
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Definition
| a process through which parties with different preferences and interests attempt to agree on a solution; the parties are committed to achieving a peaceful means of dispute resolution |
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Term
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Definition
| the ability to achieve desired outcomes; the ability of one person to get another person to do something |
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Term
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Definition
| power derived from position |
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Term
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Definition
| power resulting from the ability to provide others with desired outcomes |
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Term
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Definition
| power resulting from the ability to punish others |
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Term
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Definition
| power resulting from special expertise or technical knowledge |
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Term
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Definition
| power resulting from other's desire to identify with the referent |
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Term
| strategic contingencies model of power |
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Definition
| a model holding that organizational units and people gain power by being able to address the major problems and issued faced by the organization |
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Term
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Definition
| behavior that is directed toward furthering one's own self interests without concern or the interests or well being of others |
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Term
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Definition
| a group whose members act together to actively pursue a common interest |
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Term
| upward political influence |
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Definition
| individual or group influence on those in a superior position |
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Term
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Definition
| attempts to influence targets at the same hierarchical level |
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Term
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Definition
| attempts to influence those lower down in the hierarchy |
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Term
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Definition
| involves using logical arguments or factual information to persuade target that the persuader's request will result in beneficial outcomes |
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Term
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Definition
| requires getting the target to participate in the planning or execution of whatever the politician wants accomplished |
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Term
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Definition
| focuses on the target's loyalty or affection |
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Term
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Definition
| makes the target feel good by flattering or helping them |
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Term
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Definition
| used to generate the enthusiasm or support of targeting by appealing their important values and ideals |
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Term
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Definition
| a person volunteers a favor in order to gain one in return |
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Term
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Definition
| involves making a request seem official |
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Term
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Definition
| involves threats, nagging, or demands as a means of influencing targets |
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Term
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Definition
| the ability to effectively understand others at work and to use this knowledge to enhance one's own objectives |
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