Understanding Organizational Behavior and Motivation: A Glossary, Quizzes of Environmental Science

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Big Five

OCEAN1. Openness toexperience2.Conscientiousness3.Extroversion4.Agreeableness stability TERM 2

ii. Reliability and Validity

DEFINITION 2 make sure the tests are reliable and valid, along with the people administering them TERM 3

b. Locus of Control

DEFINITION 3 Indicates how much people believe they can control their fate through their own efforts TERM 4

-Internal

DEFINITION 4 believe that they have control of their fate, paid on commission. TERM 5

External

DEFINITION 5 believe other forces bigger than them have control over their fate. a. Self-efficacy: Belief in ones ability to do a task.

c. Self-efficacy

Belief in ones ability to do a task. TERM 7

i. Learned Helplessness

DEFINITION 7 i. the debilitating lack of faith in ones ability to control ones environment. TERM 8

d. Self-esteem

DEFINITION 8 the extent to which people like or dislike themselves, their overall self evaluation. TERM 9

i. Characteristics of people with high s-e

DEFINITION 9 i. more apt to handle failure better, emphasize the positive, take more risks. TERM 10

e. Emotional Intelligence

DEFINITION 10 a. ability to cope, empathize with others, and be self motivated.

f. Self-monitoring

: the extent to which people are able to observe their own behavior and adapt it to external situations TERM 12

g. Organizational Behavior

DEFINITION 12 a. tries to help managers not only explain workplace behavior but also to predict it, so that the can better lead and motivate their employees to perform productively. TERM 13

h.

Values

DEFINITION 13 abstract ideals that guide ones thinking and behavior across all situations. TERM 14

i. Attitudes

DEFINITION 14 a learned predisposition toward a given object TERM 15

i. Affective: ii. Cognitive iii. Behavioral

DEFINITION 15 consists of feelings or emotions one has about a situationbeliefs and knowledge one has about a situation. refers to how one intends or expects to behave toward a situation.

j. Cognitive dissonance

the psychological discomfort a person experiences between his or her cognitive attitude and incompatible behavior TERM 17

i. Reduction of c.d

DEFINITION 17 i. change attitude of behavior, belittle importance of the inconsistent behavior, find constant elements that outweigh dissonant ones. TERM 18

o. Fundamental attribution error

DEFINITION 18 people attribute another persons behavior to his or her personal characteristics rather than to situational factors. TERM 19

p. Self-serving bias

DEFINITION 19 a. people tend to take more responsibility for success than for failure. TERM 20

q. Stress

DEFINITION 20 : the tension people feel when they are facing or enduring extraordinary demands, constraints, or opportunities and are uncertain about their ability to handle

a. Motivation

a. the psychological processes that arouse and direct goal directed behavior. TERM 22

Extrinsic

DEFINITION 22 payoff a person receives from others for preforming a task TERM 23

Intrinsic

DEFINITION 23 satisfaction a person receives from performing the particular task TERM 24

i. Application

DEFINITION 24 i. use it to motivate employees so they will focus more on the organization, and will be better works in return if they are not worrying about the low level needs. TERM 25

e. ERG theory

DEFINITION 25 a. three kinds of need -Existence needs: desire for physiological and material well-being -Relatedness needs: desire to have meaningful relationships with people who are significant to us -Growth needs: desire to grow as human beings and to use our abilities to their fullest potential

f. McClellands need theory

states that three needs - achievement, affiliation, and power

• are major motives determining peoples behavior in the workplace. TERM 27

h. Herzbergs two-factor theory

DEFINITION 27 i. Motivators: factors associated with job satisfaction, which affects the job content or the rewards of work performance. ii. Hygiene factors: factors associated with job dissatisfaction, which affect the job context in which people work. TERM 28

i. Equity theory

DEFINITION 28 a. focuses on employee perceptions as to how fairly they think they are being treated compared with others. TERM 29

i. Application

DEFINITION 29 i. employee perceptions are what count, employee participation helps, having an appeals process helps. TERM 30

j. Expectancy

theory:

DEFINITION 30 1: how much they want something 2: how likely they think they are to get it.

i. Expectancy:

expectancy is the belief that a particular level of effort will lead to a particular level of performance TERM 32

ii. Instrumentality

DEFINITION 32 i. Is the expectation that successful performance of the task will lead to the desired outcome TERM 33

iii. Valence

DEFINITION 33 i. : is value, the importance a worker assigns to the possible outcome or reward. TERM 34

k. Goal

setting

DEFINITION 34 a. suggests that employees can be motivated by goals that are specific and challenging but achievable. TERM 35

i. SMART

DEFINITION 35 goals should be specific, should be challenging but achievable, should be linked to action plans, need not to be jointly set to be effective, feedback enhances goal attainment.

l. Job Design

a. division of an organizations work among its employees and the application of motivational theories to jobs to increase satisfaction and performance TERM 37

m. Job Enlargement

DEFINITION 37 consists of increasing the number of tasks in a job to increase variety and motivation TERM 38

n. Reinforcement

DEFINITION 38 a. attempts to explain behavior change by suggesting that behavior with positive consequences tends to be repeated, whereas behavior with negative consequences tends not to be repeated TERM 39

a. Group

DEFINITION 39 two or more freely acting individuals who share collective norms, collective goals, and have a common identity TERM 40

i. Formal

DEFINITION 40 i. is a group established to do something productive for the organization and is headed by a leader.

ii. Informal

i. is a group formed by the people seeking friendship and has no officially appointed leader, although a leader my emerge from the membership. TERM 42

b. Team

DEFINITION 42 a. small group of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable TERM 43

i. Cross-functional:

DEFINITION 43 member composed of people from different departments, such as sales and production, pursuing a common objective. TERM 44

ii. Virtual

DEFINITION 44 : members interact by computer network to collaborate on projects. TERM 45

iii. Self-managed

DEFINITION 45 workers are trained to do all or most of the jobs in a work unit, have no direct supervisor, and do their own day-to-day supervision.

i. F.S.N.P.A.

Forming: getting oriented and getting acquainted. -Storming: individual personalities and roles emerge. -Norming: conflicts resolved, relationships develop, unity emerges. -Performing: solving problems and completing the assigned task. - Adjourning: preparing for disbandment. TERM 47

e. Groupthink

DEFINITION 47 a. A cohesive groups bling unwillingness to consider alternatives. TERM 48

f. Roles

DEFINITION 48 a socially determined expectation of how an individual should behave in a specific position. TERM 49

g. Conflict

DEFINITION 49 a. is a process in which one party perceives that its interests are being opposed or negatively affected by another party. TERM 50

i. Optimal levels

DEFINITION 50 i. too little conflict, indolence. Too much conflict, Warfare.

ii. Conflict styles

i. : personality conflict, intergroup conflict, and multicultural conflicts. TERM 52

iii. Programmed conflict

DEFINITION 52 : is designed to elicit different opinions without inciting peoples personal feelings. TERM 53

h. Devils advocate

DEFINITION 53 a. : is the process of assigning someone to play the role of critic. TERM 54

a. Management v. Leadership:

DEFINITION 54 management is about coping with complexity, and leadership is about coping with change. TERM 55

b. Power:

DEFINITION 55 the extent to which someone a person is able to influence others so the respond to orders.

1. Legitimate

results from managers formal positions within the organization. TERM 57

2. Coercive

DEFINITION 57 results from managers authority to punish their subordinates. TERM 58

3. Reward:

DEFINITION 58 : results from managers authority to reward their subordinates. TERM 59

ii. Personal

DEFINITION 59 i. power directed at helping ones self. TERM 60

Expert

DEFINITION 60 results from ones specialized information or expertise

2. Referent

1. derived from ones personal attraction. TERM 62

iii. Influence tactics

DEFINITION 62 i. the ability to get others to follow your wished. -rational persuasion - convincing someone by using logic, reason, or facts TERM 63

inspirational appeals

DEFINITION 63 building enthusiasm or confidence by appeals to emotions, ideals, or values TERM 64

-consultation

DEFINITION 64 getting others to participate in a decision or change TERM 65

ingratiating tactics

DEFINITION 65 acting humble or friendly before making a request

personal appeals

referring to friendship and loyalty when making a request TERM 67

exchange tactics

DEFINITION 67 reminding someone of past favors or offering to make a trade TERM 68

coalition tactics

DEFINITION 68

• getting others to support your effort TERM 69

pressure tactics

DEFINITION 69

• using demands, threats, or intimidation TERM 70

legitimating tactics

DEFINITION 70

• basing a request on implied support from superiors, or on rules or policies

c. Trait theories

a. : which attempt to identify distinctive characteristics that account for the effectiveness of leaders. TERM 72

d. Behavioral theories

DEFINITION 72 a. : which attempt to determine the distinctive styles used by effective leaders. TERM 73

1. Michigan

DEFINITION 73 -job centered behavior: principal concerns were with achieving production efficiency, keeping costs down, and meeting schedules. - employee centered behavior: managers paid more attention to employee satisfaction and making work groups cohesive. TERM 74

2. Ohio State

DEFINITION 74 -Initiating structure: behavior that organizes and defines what group members should be doing -consideration: expresses concern for employees by establishing a warm, friendly, supportive climate. TERM 75

e. Contingency theories

DEFINITION 75 determines if a leaders style is task oriented or relationship- oriented and if that style is effective for the situation at hand.

i. Path-goal

i. which holds that the effective leader makes available to followers desirable rewards in the workplace and increases their motivation by clarifying the paths or behavior that will help them achieve those goals and providing them with support. TERM 77

ii. Situational

DEFINITION 77 : how much control and influence a leader has in the immediate work environment. TERM 78

f. Full-Range theories

DEFINITION 78 a. : suggests that leadership behavior varies along a full range of leadership styles TERM 79

i. Laissez faire

DEFINITION 79 : take no responsibility TERM 80

ii. Transactional

DEFINITION 80 i. : focusing on clarifying employees roles and task requirements and providing rewards and punishments contingent on performance.

iii. Transformational:

i. transforms employees to pursue organizational goals over self interests. TERM 82

g. LMX

DEFINITION 82 a. emphasizes that leaders have different sorts of relationships with subordinates. TERM 83

h. Servant leadership

DEFINITION 83 a. focus on providing increased service to others, meeting the goals of both followers and the organization, rather to themselves. TERM 84

Sender

DEFINITION 84 : person wanting to share information- called a message TERM 85

Receiver

DEFINITION 85 : person for whom the message is intended.

Encoding

translating a message into understandable symbols or language. TERM 87

Decoding

DEFINITION 87 : interpreting and trying to make sense of the message TERM 88

Medium

DEFINITION 88 : the pathway by which a message travels. TERM 89

Feedback

DEFINITION 89 the receiver expresses his or her reaction to the senders message. TERM 90

ii. Noise-

DEFINITION 90 i. any disturbance that interferes with the transmission of a message.

b. Richness of the medium

a. : indicates how well a particular medium conveys information and promotes learning. TERM 92

Rich medium:

DEFINITION 92 : best for non routine situations and to avoid over simplification. TERM 93

Lean medium

DEFINITION 93 best for routine situations and to avoid overloading. a. Semantics: study of the meaning of words TERM 94

d. Jargon

DEFINITION 94 terminology specific to a particular profession or group.