Term
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Definition
| is the process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment |
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Term
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Definition
| impossible for us to assimilate everything we see |
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Term
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Definition
| construct simplified models that extract the essential features from problems without capturing all their complexity. |
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Term
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Definition
| is an increased commitment to a previous decision in spite of negative information |
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Term
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Definition
| is the measurable traits a person exhibits. Determinats include heredity, environment. is not an organizational restraint |
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Term
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Definition
| decisions made so as to provide the greatest good for the greatest number. Dominates the business decision making |
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Term
| bounded rationality model |
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Definition
| assumes that the decision maker will simplify the problem |
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Term
| Fundamental attribution error |
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Definition
| is the tendency to underestimate the influence of external factors and overestimate the influence of internal factors when making judgments about the behavior of others. |
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Term
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Definition
| has the tendency for individuals to attribute their own successes to internal factors while putting the blame for failures on external factors. |
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Term
self-fulfilling prophecy
Pygmalion effect |
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Definition
| is a situation in which oine person inaccurately perceives a second person and the resulting expectations cause the second person to behave in ways consistent with the original perception |
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Term
| Myers-Briggs indicators personality framework |
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Definition
| Classifies people into extraverts or introverts, sensing or intuitive, thinking or intuitive, judging or perceiving. Classifies 16 personality types |
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Term
| Big five personality model |
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Definition
| extraversion, agreeableness, conscientiousness, emotional stability, openness to experience. |
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Term
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Definition
| comfort levels with relationships |
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Term
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Definition
| propensity to defer to others |
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Term
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Definition
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Term
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Definition
| a persons ability to withstand stress |
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Term
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Definition
| range of interest and fascination with novelty. Creative, curious, and artistic |
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Term
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Definition
| positive-perform better, set ambitious goals, perform especially well if they believe their job provides meaning or is helpful to others |
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Term
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Definition
| "if it works, use it". The degree to which an individual is pragmatic, maintains emotional distance, and believes that end can justify the means, conditions favoring high machs are direct interaction with others, minimal rules and regulations, and emotions distract for others. |
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Term
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Definition
| likes to be center of attention, has extravagant dreams, considers himself to have many talents (vain) |
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Term
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Definition
| unable to adjust oneself behavior to external situational factors |
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Term
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Definition
| identify opportunity, initiative, take action and persevere until meaningful change occurs |
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Term
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Definition
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Term
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Definition
| persons basic convictions to a specific mode of conduct or end-state of existence. values are assigned to freedom, pleasure, self-respect, honesty, obedience, and equity. |
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Term
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Definition
| desirable end-of-state. includes: wisdom, true friendship, social recognition, self-respect, salvation, pleasure, national security, mature love, inner harmony, happiness, freedom, family security, equality, |
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Term
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Definition
| PREFERALBE MODES OF BEHAVIOR, OR MEANS OF ACHIEVING THE TERMIAL VALUES-self-improvement, autonomy and self-reliance, personal discipline, ambition, goal orientation. Includes: ambitious, broad-minded, capable, cheerful, clean, courageous, forgiving, helpful, honest, imaginative, independent, intellectual, logical, loving, obedient, polite, responsible, self-controlled |
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Term
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Definition
| age 40's to 60's. distrust of authority, material success, handworkers, loyal to career |
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Term
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Definition
| age 20's to 40's. work/life balance. financial balance, dislike rules. globalization, 2 career parents |
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Term
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Definition
| newest workforce. have goals towards becoming famous and rich. entitled and needy. |
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Term
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Definition
| the degree to which people believe they are masters of their own fate. |
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Term
| internal locus on control |
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Definition
| individuals who believe that they control what happens to them |
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Term
| external locus of control |
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Definition
| individuals who believe that what happens to them is controlled by outside forces such as luck or chance |
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Term
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Definition
| make quicker decision, use less information to make decision, operate in smaller and more entrepreneurial organizations |
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Term
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Definition
| are slower to make decision, require more information before making decision, require more information before making decision, exist in larger organizations with stable environments. |
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Term
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Definition
| aligning managers' risk-taking propensity to job requirements should be beneficial to organizations |
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Term
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Definition
| are always moving, walking, and eating rapidly, feel impatient with the rate at which most events take place, strive to think or do two or more things at once, cannot cope with leisure time, are obsessed with numbers, measuring their success in terms of how many or how much of everything they acquire |
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Term
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Definition
| never suffer from a sense of time urgency with its accompanying impatience, feel no need to display or discuss either their achievements or accomplishments, play for fun and relaxation, rather than to exhibit their superiority at any cost, can relax without guilt |
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Term
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Definition
| power distance, individualism vs. collectivism, masculinity vs. femininity, uncertainty avoidance, long-term and short-term orientation |
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Term
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Definition
the extent to which a society accepts that power in institutions and organizations is distributed unequally.
LOW_DISTANCE: relatively equal power between those with status/wealth and those without status/wealth.
HIGH DISTANCE: extremely unequal power distribution between those with status/wealth and those without status/wealth |
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Term
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Definition
| the degree to which people prefer to act as individuals rather than a member of groups |
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Term
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Definition
| a tight social framework in which people expect others in groups of which they are a part to look after them and protect them |
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Term
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Definition
| the extent to which the society values work roles of achievement, power, and control, and where assertiveness and materialism are also valued |
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Term
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Definition
| the extent to which there is little differentiation between roles for men and women. |
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Term
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Definition
the extent which a society feels threatened by uncertain and ambiguous situation and tries to avoid them.
HIGH UNCERTAINTY AVOIDANCE: society does not like ambiguous situations and tries to avoid them.
LOW UNCERTAINTY AVOIDANCE: society does not mind ambiguous situations and embraces them |
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Term
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Definition
| a national culture attribute that emphasizes the future, thrift, and persistence |
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Term
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Definition
| a national culture attribute that emphasizes the present and the here and now. |
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Term
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Definition
| is an attempt to determine whether an individuals behavior is internally or externally caused. the 3 determining factors are 1. distinctiveness, 2. consensus, 3. consistency. |
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Term
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Definition
| does individual display different behavior in different situations. is employee usually late. |
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Term
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Definition
| if everyone who faces a similar situation acts the same way it would be a consensus. if other employees are late its an external attribute. if he is the only one late it would be an internal attribute. |
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Term
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Definition
| does person respond same way over and over. the more times they come in late the more you would attribute to internal. |
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Term
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Definition
| the tendency to draw a general impression about an individual on the basis of a single characteristic |
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Term
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Definition
| evaluates a persons characteristic that is affected by comparison with other people recently encountered who rank higher or lower on the same charachteristics |
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Term
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Definition
| judging someone based on the group to which they belong |
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Term
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Definition
| characterized by making consistent, value-maximizing choices within specified constraints. describes how individuals should behave in order to maximize some outcome. Step: 1. define the problem 2. identify problem 3. allocate weights to the criteria 4. develop the alternatives 5. evaluate the alternatives 6. select the best altenatives |
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Term
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Definition
| a process of making decisions by construction simplified models that extract the essential features from problems without capturing all their complexity |
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Term
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Definition
| being overconfident about something and only being right about 50% of the time |
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Term
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Definition
| tendency to fixate on initial information and fail to adequately adjust for subsequent information (anytime a negotiation takes place) |
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Term
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Definition
| represents a case of selective perception: we seek out info that reaffirms our past choices and discounts information that contracts them. accept at face value information that confirms our preconceived views. |
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Term
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Definition
| the tendency for people to base their judgment on information that is readily available to them. |
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Term
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Definition
| an increased commitment to a previous decision in spite of negative info |
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Term
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Definition
| the tendency of individual to believe that they can predict the outcome of random events |
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Term
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Definition
| the tendency to believe falsely, after an outcome of an event is known, that one would have accurately predicted that outcome |
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Term
| Three component model of creativity |
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Definition
| the proposition that individuals creativity requires expertise, creative thinking skills, and intrinsic task motivation |
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Term
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Definition
| the processes that account for an individuals intensity, direction, and persistence of effort toward attaining a goal. |
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Term
| Maslows hierarchy of needs |
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Definition
| physiological, safety, social, esteem, and self-actualization--in which, as each need is substantially satisfied, the next need becomes dominant. |
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Term
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Definition
| the drive to become what a person is capable of becoming |
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Term
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Definition
| needs that are satisfied internally, such as social, esteem, and self-actualization needs. |
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Term
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Definition
| the assumption that employees dislike work, are lazy, dislike responsibility and must be coerced to perform |
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Term
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Definition
| the assumption that employees like work, are creative, seek responsibility, and can exercise self-direction. |
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Term
two-factor theory
Motivation-hygiene Theory
HERZVERG'S TWO-FACTOR THEORY |
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Definition
| a theory that relate intrinsic factors to JOB SATISFACTION and associates extrinsic factors with DISSATISFACTION |
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Term
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Definition
| such as company policy and administration, supervision, and salary-that, when adequate in a job, placate workers. When these factors are adequate, people will not be dissatisfied. |
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Term
| McClelleands Theory of needs |
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Definition
| a theory that states achievement, power, and affiliation are three important needs that help explain motivation. |
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Term
need for achievement
(nAch) |
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Definition
| the drive to excel, to achieve in relationship to a set of standards and to strive to succeed. |
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Term
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Definition
| the need to make others behave in a way in which they would not have behaved otherwise. |
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Term
| need for affiliation (nAff) |
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Definition
| is the desire for friendly and close interpersonal relationships |
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Term
| self-determination theory |
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Definition
| a theory of motivation that is concerned with the beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation |
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Term
| cognitive evaluation theory |
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Definition
| a version of self-determination theory which holds that allocating extrinsic rewards( something tangible such as food) for behavior that had been previously intrinsically(personally) rewarding tends to decrease the overall level of motivation if the rewards are seen as controlling. |
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Term
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Definition
| the degree to which peoples' reasons for pursuing goals are consistent with their interests and core values |
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Term
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Definition
| the investment of an employee's physical, cognitive, and emotional energies into job performance. |
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Term
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Definition
| a theory that says that specific and difficult goals, with feedback, lead to higher performance. |
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Term
| management by objectives (MBO) |
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Definition
| which emphasizes participatively set goals that are tangible, verifiable, and measurable. Key elements: 1. goal specificity 2. participative decision making 3. an explicit time period 4. performance feedback |
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Term
self-efficacy
social cognitive
social learning theory |
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Definition
| refers to an individuals belief that he or she is capable of performing a task |
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Term
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Definition
| a form of self-fulfilling prophecy in which believing something can make it true |
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Term
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Definition
| a theory that says that behavior is a function of its consequences. View behavior as environmentally caused |
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Term
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Definition
| a theory that argues that behavior follows stimuli in a relatively unthinking manner |
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Term
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Definition
| a theory that says that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities |
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Term
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Definition
| perceived fairness of the amount and allocation of rewards among individuals |
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Term
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Definition
| an overall perception of what is fair in the workplace, composed of distributive, procedural, and interactional justice |
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Term
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Definition
| the perceived fairness of the process used to determine the distribution of rewards |
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Term
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Definition
| a theory that says that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual |
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Term
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Definition
| is the degree to which people in a country prefer structured over unstructured situations. |
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Term
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Definition
| needs that are satisfied externally: physiological and safety |
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Term
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Definition
| attributing one's own characteristics to other people |
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Term
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Definition
| perceived discrepancy between the current state of affairs and a desired state |
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Term
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Definition
| choices made from among alternatives developed from data perceived as relevant |
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Term
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Definition
| the ability to produce novel and useful ideas |
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Term
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Definition
| mixing apples withoranges, assessing the likelihood of an occurrence e by trying to match it with a preexisting category using only the facts that support our decision |
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Term
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Definition
| highest bidder pays too much, likelihood of "winner's curse" increases with the number of people in auction |
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Term
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Definition
skepticism/cynicism: I doubt that
continually asking questions, resignation such as "I don't believe that it's impossible" |
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Term
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Definition
frustration: "I'd like to do something different, but I just can't seem to make it happen
resentment: "It's not my fault"
Guilt: I know that I haven't done things exactly right in the past |
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Term
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Definition
| to match individual characteristics such as ability and experience, with the requirements of the job |
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Term
| performance simulation tests |
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Definition
| assess the applicants ability in an authentic situation |
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Term
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Definition
| provides performance feedback from the full circle of daily contacts that an employee might have |
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Term
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Definition
| is generally intended to provide a vehicle for increasing awareness and examining stereotypes |
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Term
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Definition
| when people within organizations use whatever influence they can to taint the facts to support their goals and interest |
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Term
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Definition
| are more likely to engage in impression management, molding their image to fit the situation |
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Term
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Definition
| the act of gaining acceptance or affection for yourself by persuasive and subtle blandishments |
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Term
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Definition
| include coercive, reward, and legitimate. |
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Term
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Definition
| strategies that people may use to influence their bosses, coworkers, and employees. |
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Term
| Top 3 leadership competencies |
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Definition
| 1. be a good coach 2. empower your team 3. express interest in team members' success and personal well-being. |
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Term
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Definition
| ability to influence a group toward the achievement of a vision or set of goals |
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Term
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Definition
| the ability to influence that arises outside the formal structure of the organization |
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Term
| trait theories of leadership |
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Definition
| theories that consider personal qualities and characteristics that differentiate leaders from nonleaders. Trait theories of leadership focus on personal qualities and characteristics. |
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Term
| behavioral theories of leadership |
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Definition
| theories proposing that specific behaviors differentiate leaders form nonleaders. It also implied we could train people to be leaders. |
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Term
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Definition
| is the extent to which a leader is likely to define and structure his or her role and those of employees in the search for goal attainment. it includes behavior that attempts to organize work, work relationships, and goals. |
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Term
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Definition
| emphasized interpersonal relationships by taking a personal interest in the needs of employees and accepting individual differences among the |
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Term
| production-oriented leader |
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Definition
| emphasized the technical or task aspects of the job, focusing on accomplishing the group's tasks |
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Term
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Definition
| the theory that effective groups depend on a proper match between a leader's style of interacting with subordinates and the degree to which the situation gives control and influence to the leader |
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Term
| least preferred co-worker (LPC) |
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Definition
| an instrument that purports to measure whether a person is task or relationship orientated |
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Term
| Fieldlers contingency theory |
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Definition
| has identified three contingency or situational dimension. most researched and oldest |
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Term
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Definition
| is the degree of confidence, trust, and respect members have in their leader |
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Term
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Definition
| is the degree to which the job assignments are procedurized (that is, structured or unstructured) |
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Term
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Definition
| is the degree of influence a leader has over power variables such as hiring, firing, discipline, promotions, and salary increases |
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Term
| situational leadership theory (SLT) |
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Definition
| a contingency theory that focuses on followers' readiness |
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Term
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Definition
| a theory that states that it is the leader's job to assist followers in attaining their goals and to provide the necessary direction and/or support to ensure that their goals are compatible with the overall objectives of the group or organization |
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Term
| leader-participation model |
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Definition
| a leadership theory that provides a set of rules to determine the form and amount of participative decision making in different situation. the model is normative-it provides a decision tree of seven contingencies and five leadership styles for determining the form and amount of participation in decision making |
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Term
| leader-member exchange (LMX)theory |
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Definition
| a theory that supports leaders' creation of in-groups (leaders favorites) and out-group; subordinates with in-group status will have higher performance ratings, less turnover, and greater job satisfaction |
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Term
| five stage group development model |
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Definition
| forming, storming, norming, performing, and adjourning |
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Term
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Definition
| the first stage: is characterized by a great deal of uncertainty about the group's purpose, structure, and leadership. |
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Term
|
Definition
| second stage: is one of intragroup conflict. members accept the existence of the group but resist the constraints it imposes on individuality. there is conflict over who will control the group |
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Term
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Definition
| the third stage: close relationships develop and the group demonstrates cohesiveness. There is now a strong sense of group identity and camaraderie.The norming stage is complete when the group structure solidifies and the group has assimilated a common set of expectations of what defines correct member behavior. |
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Term
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Definition
| the fourth stage: the structure at this point is fully functional and accepted. group energy has moved from getting to know and understand each other to performing the task at hand. for permanent work groups, performing is the last stage in development. |
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Term
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Definition
| Last stage of development for temporary committees, teams, task forces, and similar groups that have a limited task to perform, the adjourning stage is for wrapping up activities and preparing to disband. |
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Term
| punctuated-equilibrium model |
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Definition
| a set of phases that temporary groups go through that involves transitions between inertia and activity. Temporary groups with deadlines don't seem to follow the usual five-stage model. 1.their first meeting sets the group's direction, 2. this first phase of group activity is one of inertia, 3. a transition takes place exactly when the group has used up half its allotted time, 4. this transition initiates major changes, 5 a second phase of inertia follows the transition, and 6. the group's last meeting is characterized by markedly accelerated activity |
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Term
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Definition
| a situation in which an individual Is confronted by divergent role expectations |
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Term
|
Definition
| researchers gained valuable insights into how individual behavior is influenced by group norms. |
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Term
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Definition
| a social defined position or rank given to groups or group members by others |
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Term
| status characteristics theory |
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Definition
| a theory that states that differences in status characteristics create status hierarchies with groups. 1. The power a person wields over others. 2. A person's ability to contribute to a group's goals 3. An individual's personal characteristics |
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Term
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Definition
| the tendency for individuals to expend less effort when working collectively than when working individually. |
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Term
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Definition
| a group of people rationalize any resistance to the assumptions they've made. No matter how strongly the evidence may contradict the basic assumptions, they behave so as to reinforce them. The group results in an incorrect or deviant decision-making outcome. |
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Term
group shift
group polarization |
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Definition
| the group's decision reflects the dominant decision-making norm that develops during discussion. whether the shift in the groups decision is toward greater caution or more risk depends on the dominant pre-discussion norm |
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Term
|
Definition
| a group decision-making method in which individual members meet face to face to pool their judgments in a systematic but independent fashion. 1.. before any discussion takes place, each member independently writes down ideas on the problem 2. after this silent period, each member presents one idea to the group. No discussion takes place until all ideas have been presented and recorded. 3. The group discusses the ideas for clarity and evaluates. 4. each group member silently and independently rank-orders the ideas. the idea with the highest aggregate ranking determines the final decision |
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Term
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Definition
| typical groups in which members interact with each other face to face |
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Term
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Definition
| an idea-generation process that specifically encourages any and all alternatives while withholding any criticism of those alternatives. Not a very effective manner |
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Term
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Definition
| a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about. |
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Term
| traditional view of conflict |
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Definition
| the belief that all conflict is harmful and must be avoided |
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Term
| interactionist view of conflict |
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Definition
| encourages conflict on the grounds that a harmoniousm peaceful, tranquil, and cooperative group is prone to becoming static, apathetic, and unresponsive to needs for change and innovation. The major contribution of this view is recognizing that a minimal level of conflict can help keep a group viable, self-critical, and creative. |
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Term
|
Definition
| supports the goals of the group and improves its performance and is a constructive for of conflict. |
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Term
|
Definition
| relates to the content and goals of the work |
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Term
|
Definition
| relates to how the work gets done |
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Term
|
Definition
| the degree to which one party attempts to satisfy the other party's concerns |
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Term
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Definition
| the degree to which one party attempts to satisfy his or her own concerns |
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Term
| five conflict-handling intentions |
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Definition
competing-assertive and uncooperative
collaborating-assertive and cooperative
avoiding-unassertive and uncooperative
accommodating-unassertive and cooperative
compromising-midrange on both assertive and cooperativeness |
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Term
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Definition
| a desire to satisfy one's interest, regardless of the impact on the other party to the conflict |
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Term
|
Definition
| a situation in which the parties to a conflict each desire to satisfy fully the concerns of all parties |
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Term
|
Definition
| the investment of an employees physical, cognitive, and emotional energies into job |
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Term
|
Definition
| a theory that says that specific and difficult goals with feedback lead to higher performance |
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|
Term
| management by objective (MBO) |
|
Definition
| which emphasizes participatively set goals that are tangible, verifiable, and measurable. four ingredients are common to MBO programs: goal specificity, participation in decision making (including the setting of goals or objectives), and explicit time period, and performance feedback. |
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Term
| operant conditioning theory |
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Definition
| probably the most relevant component of reinforcement theory for management, argues that people learn to behave to get something they want or to avoid something the don't want. unlike reflexive or unlearned behavior, operant behavior is influenced by the reinforcement or lack or reinforcement brought about by its consequences. |
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Term
|
Definition
a theory that argues that behavior follow the stimuli in a relatively unthinking manner, social-learning theory is an extension of operant condition-that is, it assumes behavior is a function of consequences-it also acknowledges the effects
of observational learning and perception. |
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Term
|
Definition
| people learn form a model only when they recognize and pay attention to its critical features. we tend to be most influenced by models that are attractive, repeatedly available, important to us, or similar to us in our estimation. |
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Term
|
Definition
| a model's influence depends on how well the individual remembers the model's action after the model is no longer readily avialable |
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Term
| motor reproduction processes |
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Definition
| after a person has seen a new behavior by observing the model, watching must be converted to doing. This process demonstrates that the individual can perform the modeled activites |
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Term
|
Definition
| uncertainty avoidance indicates the degree to which people in a country prefer structured to unstructured situation. |
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