Term
| modifying behavior so that a conditioned stimulus is paired with an unconditioned stimulus and elicits an unconditioned response |
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Definition
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Term
| an artificial stimulus introduced into the situation |
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Definition
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Term
| modifying behavior though the use of positive or negative consequences following specific behavior |
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Definition
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Term
| 4 Managerial Tools for Shaping Behavior |
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Definition
Positive Reinforcement
Negative Reinforcement
Punishment
Extinction |
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Term
| a process of defining, measuring, appraising, providing feedback on, and improving performance |
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Definition
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Term
| What are the 3 steps in performance management process? |
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Definition
1. define performance in behavioral terms
2. measure and assess performance
3. feedback for goal setting and planning |
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Term
| What are the 3 informational cues? |
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Definition
1. Consensus
2. Distinctiveness
3. Consistency |
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Term
| where peers in the same situation behave in similar fashion |
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Definition
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Term
| how one behaves similarly in other situations |
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Definition
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Term
| frequency of behavior overtime |
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Definition
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Term
| pressures and obligations |
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Definition
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Term
| things within an individual's control that can be used to resolve demands |
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Definition
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Term
| the unconscious preparation to fight or flee that a person experiences when faces with any demand |
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Definition
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Term
| what are the 3 potential sources of stress? |
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Definition
1. Environmental Factors
2. Organizational Factors
3. Personal Factors |
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Term
- economic uncertainties
- political uncertainties
- technological uncertainties |
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Definition
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Term
- task demands
- role demands
- interpersonal demands |
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Definition
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Term
- family and personal relationships
- economic problems
- personality problems |
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Definition
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Term
| more moderators= _____ stress |
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Definition
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|
Term
All these are factors of what?
- perception
- job experience
- social support
- personality |
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Definition
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Term
| extreme competitiveness, impatience, aggressiveness, and devotion to work |
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Definition
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Term
| lacks type A and indicates more balanced (less stress) relaxed lifestyle |
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Definition
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Term
|
Definition
1. Physiological Symptom
2. Psychological Symptom
3. Behavioral Symptom |
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Term
| blood pressure, headaches, stroke |
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Definition
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|
Term
| dissatisfaction, tension, anxiety, and boredom |
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Definition
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Term
| changes in job behaviors, increased smoking or drinking, different eating habits, and sleep disorders |
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Definition
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Term
| Individual Approached to managing stress |
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Definition
1. implementing time management
2. increasing physical exercise
3. relaxation training
4. expanding social support network |
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Term
| the evoking of a shared common meaning in another person |
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Definition
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Term
| Communication Functions in Organizations |
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Definition
- control member behavior formally and informally
- foster motivation for what is to be done
- provide a release for emotional expressions
- provide information needed to make decisions |
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Term
| The Key Parts of the Communication Process |
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Definition
1. The Sender
2. Encoding
3. the Message
4. The Receiver
5. Decoding
6. Noise
7. Feedback |
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Term
|
Definition
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|
Term
| translating thought to message |
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Definition
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|
Term
|
Definition
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|
Term
|
Definition
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|
Term
| action in making sense of the message |
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Definition
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|
Term
| things that interfere with the message |
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Definition
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|
Term
| a return message regarding the initial communication |
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Definition
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|
Term
| transmit messaged that are related to the professional activities of members |
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Definition
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|
Term
| transmit personal or social messages in the organization |
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Definition
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|
Term
| the medium the message travels through |
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Definition
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|
Term
INFLUENCE;
- implementation of goal strategies
- job instructions and rationale
- procedures and practices
- performance feedback
- indoctrination |
|
Definition
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|
Term
COORDINATION;
- interdepartmental problem solving
- interdepartmental coordination
- change initiatives and improvements |
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Definition
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|
Term
INTERPRET;
- problems and exceptions
- suggestions for improvement
- performance reports
- grievances and disputes
- financial and accounting information |
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Definition
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|
Term
| 3 methods of interpersonal communications |
|
Definition
1. oral communication
2. written communication
3. nonverbal communication |
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|
Term
| advantages of oral communication |
|
Definition
|
|
Term
| advantage of written communication |
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Definition
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|
Term
| advantages of non verbal communication |
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Definition
| supports other communications and provides observable expression of emotions and feelings |
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Term
| formal reports and bulletins, memos, letters, electronic mail, prerecorded speeches |
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Definition
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|
Term
| videoconferencing, face to face conversations, telephone convos, live speechs |
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Definition
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|
Term
| defined by the organization's structure |
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Definition
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|
Term
| neither formally structured nor organzationally determined |
|
Definition
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|
Term
| two or more people with common interests, objectives and continuing interaction |
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Definition
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|
Term
| 2 subclassifications of formal groups |
|
Definition
| command group and task group |
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|
Term
| 2 subclassifications of informal group |
|
Definition
| interest group and friendship group |
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|
Term
| individuals who report directly to a given manager |
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Definition
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|
Term
| individuals working together to complete a task |
|
Definition
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|
Term
| attain a specific objective with which each is concerned |
|
Definition
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|
Term
| share one or more common characteristics |
|
Definition
|
|
Term
| 5 Stages of Group Development |
|
Definition
1. Forming
2. Stroming
3. Norming
4. Performing
5. Adjourning |
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|
Term
| members feel much uncertainty |
|
Definition
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|
Term
| lots of conflict between members of the group |
|
Definition
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|
Term
| members gave developed close relationships |
|
Definition
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|
Term
| the group is finally fully functional |
|
Definition
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|
Term
| in temporary groups, wrapping up activities |
|
Definition
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|
Term
| a set of expected behavior patterns attributed to someone occupying a given position in a social unit |
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Definition
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|
Term
| certain attitudes and behaviors consistent with a role |
|
Definition
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|
Term
| view of how were supposed to act in a given situation |
|
Definition
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|
Term
| how others believe a person should act in a given situation |
|
Definition
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|
Term
| an unwritten agreement that sets out mutual expectations of management and employees |
|
Definition
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|
Term
| an individual is confronted by divergent role expectations |
|
Definition
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|
Term
|
Definition
1. performance norms
2. appearance norms
3. social arrangement norms
4. allocation of resources norms |
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|
Term
| acceptable standards of behavior within a group that are shared by the group's memebers |
|
Definition
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|
Term
|
Definition
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|
Term
|
Definition
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|
Term
|
Definition
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|
Term
| distribution and assignments of jobs and materials |
|
Definition
| allocation of resources norms |
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|
Term
| voluntary behavior that violates significant organizational norms and threatens the well being of the organization |
|
Definition
| deviant workplace behavior |
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|
Term
| a socially defined position or rank given to groups or group members by others |
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Definition
|
|
Term
status is derived from one of three sources
- power a person has over others
- ability to contribute to group goals
- personal characteristics |
|
Definition
| Status Characteristics Theory |
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|
Term
| these groups are have speed, individual performance, and overall performance |
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Definition
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|
Term
| these groups have problem solving, diverse input, fact finding goals |
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Definition
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|
Term
| the tendency for individuals to expend less effort when working collectively than when working individually |
|
Definition
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|
Term
| greater levels of productivity but with diminishing returns as group size increases |
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Definition
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|
Term
| caused by either equity concerns or a dispersion of responsibility |
|
Definition
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|
Term
| to increase group cohesiveness |
|
Definition
- increase time members spend together
- make group smaller
- stimulate competition with other groups
- encourage agreement wirh group goals
- increase group states and admission difficulty
- give rewards to the group |
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|
Term
|
Definition
1. share information
2. neutral
3. individual
4. random and varied |
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|
Term
|
Definition
1. collective performance
2. positive
3. individual and mutual
4. complementary |
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|
Term
|
Definition
1. problem- solving teams
2. self- managed work teams
3.cross functional teams
4. virtual teams |
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|
Term
| grpups of 5 to 12 employees from the same department who discuss ways of improving quality, efficiency and the work enviornment |
|
Definition
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|
Term
| groups of 10 to 15 people who take on the responsibilities of their former supervisor |
|
Definition
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|
Term
| employees from about the same hierarchical level, but from different work areas who come together to accomplish a task |
|
Definition
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|
Term
| teams that use computer technology to tie together physically dispersed members in order to achieve a common goal |
|
Definition
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|
Term
| guiding and directing the behavior of people in the work environment |
|
Definition
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|
Term
- controls complexity
- reduces uncertainty
- stabilizes organizations |
|
Definition
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|
Term
- creates uncertainty
- creates useful change |
|
Definition
|
|
Term
| both _____________ and ___________ are necessary for organizational success |
|
Definition
| management and leadership |
|
|
Term
| consider personality, social, physical or intellectual traits to differentiate leaders from non leaders |
|
Definition
| trait theories of leadership |
|
|
Term
| traits can predict ________________ but they are better at predicting leader emergence than effectiveness |
|
Definition
|
|
Term
| Big 5 personality framework |
|
Definition
1. extraversion
2. conscientiousness
3. openness |
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|
Term
| leadership is inherent, so we must identify the leader based on traits |
|
Definition
|
|
Term
| leadership is a skill set and can be taught to anyone, so we must identify the proper behaviors to teach potential leaders |
|
Definition
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|
Term
| Ohio State Studies: ______________ and ____________ |
|
Definition
| initiating structure and consideration |
|
|
Term
| leader behavior aimed at defining and organizing work relationships and roles; establishing clear patterns of organization, communication, and ways of getting things done |
|
Definition
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|
Term
| leader behavior aimed at nurturing friendly, warm working relationships, as well as encouraging mutual trust and interpersonal respect within the work unit |
|
Definition
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|
Term
| MICHIGAN STUDIES: ______________ and ______________ |
|
Definition
| employee centered leaders and job centered leaders |
|
|
Term
| an approach to understanding a leader's or manager's concern for results (Production) and concern for people |
|
Definition
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|
Term
| a modle that focuses on follower " readiness" |
|
Definition
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|
Term
| build from the ohio state studies and the expectanct theory of motivation |
|
Definition
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|
Term
| effective group performance depends on the proper math between leadership style and the situation |
|
Definition
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|
Term
| ________________ considers these three situational factors: leader member relations, task structure, position power |
|
Definition
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|
Term
| A process of self-evaluation and evaluations by a manager, peers, direct reports, and possibly customers |
|
Definition
|
|
Term
| what is the purpose of performance management |
|
Definition
- identify development needs
- provides feedback to employees
- supplies basis for HR decisions |
|
|
Term
| desirable consequence strengthens behavior |
|
Definition
|
|
Term
| withholding unpleasant consequence strengthens behavior |
|
Definition
|
|
Term
| unpleasant consequence weakens behavior |
|
Definition
|
|
Term
| no consequence weakens behavior |
|
Definition
|
|
Term
|
Definition
1. directive
2. supportive
3. participative
4. achievement |
|
|
Term
| leaders help clarify the path to the workers goals |
|
Definition
|
|
Term
| I inspire and excite followers to high levels of performance |
|
Definition
| transformational leadership |
|
|
Term
| I use formal rewards and punishments |
|
Definition
|
|
Term
| a leader’s use of personal abilities & talents in order to have profound & extraordinary effects on followers |
|
Definition
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