organizational behaviour

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organizational behavior midterm exam
Hanin Lewa
Flashcards by Hanin Lewa, updated more than 1 year ago
Hanin Lewa
Created by Hanin Lewa almost 9 years ago
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Question Answer
What is OB? Behaviors of individuals and groups within an organization.
What are the 3 things that influence job performance? defined, measured and rewarded
What are the 2 elements of job performance? results: objective measures of outcomes behavior: what you did to achieve results
what are the pros and cons of results being the definition of job performance? pros: objective/comparable easy to assess cons: doesn't cover beyond the bottom line not always controllable no focus on improvement
what is job performance? employee behaviors that contribute either negatively or positively to achieving organizational goals
what are the 3 types of job performance? Task Performance- what you're supposed to do, paid to do it Citizenship performance- voluntary, extras, not paid for it Counter-behavior performance- damaging behavior that hinders the ability to achieve organizational goals
What are the 3 types of Task behavior? Routine-Doing the habitual responses to predictable tasks Adaptive- thoughtful responses to unpredictable tasks Creative- doing something novel/new ideas
What are the 6 types of citizenship behavior? Helping, courtesy, sportsmanship- interpersonal voice, civic virtue, boosterism-organizational
What is the importance of Organizational commitment? (2 points) The more a person is committed, the less likely they will leave. Turnover is expensive- recruiting, finding a replacement, training, waste of time and money.
what are the 3 types of commitment ? affective commitment- i want to stay continuance commitment- I have to stay Normative commitment- I am obligated to stay (should stay)
describe affective commitment? - employee wants to stay -emotional attachment -more relations with cowrokers and boss -better job performance with citizenship and task performance.
What is the erosion model? The erosion models talks about how if an employee has more relations with people at work, less likely to leave (fewer relation=less commitment) And the more relations, more likely to stay.
Describe continuance commitment? -I have to stay, Trapped and no alternative jobs -low job performance -embeddedness into community and organization - investment into organization - more loss than win and starting from scratch -loss of resources - may lose resources, family, pension, promotion
what is the social influence model? - the model the shows how when one has connections and relations with others, when one leaves, the other may leave. - more connections, more people affected
describe normative commitment? -feeling obligated to stay -obligation towards organization (maybe finishing a project or something you started) - organization invested in you - (family business)
What is physical withdrawal? - being consistently late and absent, missing meeting, quitting, taking longer breaks
psychological withdrawal is...? - moonlighting, cyber loafing, daydreaming, looking busy, taking longer to do what you're supposed to, not doing what you're supposed to be doing, socializing
what are the 4 ways that an employee may respond to negative work events? -voice- voicing out concerns -loyalty- shutting up and dealing with it -neglect- not doing what you're supposed to -exit (quitting)
what is job satisfaction? -how favorable or non favorable you find your job -a pleasurable emotional state resulting in a job experience in how a person feels or thinks about their job.
What is the value fulfillment|value precept theory? dissatisfaction= (V want - V have) x (V importance) - the satisfaction depends on want and importance
What is the job descriptive index? Pros of it? -tracks and measures job satisfaction. Pros: - easy, comparable over time (annual satisfaction levels), publicly available benchmarks, assesses 5 main characteristics
What is the job characteristics theory? - if employees have the 5 characteristics in their job, they will have the maximum/ higher satisfaction with work itself.
what are the 5 characteristics of job satisfaction? -variety- rotation of diff jobs with diff skills -identity- more responsibility -significance- importance of job -autonomy- control and flexibility -feedback- from job not people
what is job enrichment and job design? creating/ designing job designs that have more of these 5 characteristics in order to increase job satisfaction with job itself and decrease turnovers.
mood vs emotion? mood- lasts longer, intense feeling of mild intensity, not directed towards anything emotion- lasts for a while, directed towards something
It's known that organization is sick if.... high turnover and low job satisfaction
what are the 2 primary outcomes of organizational behaviour? Job performance and organizational commitment
Explain why a survey study would not enable the researcher to conclude that the independent variable causes the dependent variable. Because surveys are not accurate, they only show a correlation between the 2 variables and an experiment needs to be done to show causation. (control group)
What is stress? something I value is at risk if i don't act appropriately
what is the transactional theory of stress? a theory that perceives how demands are perceived and appraised as well as how people respond to the perception of appraisals
What are organizational Counter-productive behaviors? Interpersonal? Organizational- property deviance and production deviance interpersonal- political deviance and personal aggression
What are the 5 facets of job satisfaction for the value-percept theory? - promotion -pay -coworkers -supervision -work itself
What is the affective events theory? workplace events may cause emotional reactions that impact satisfaction
what is emotional contagion when someone is emotionally affected, it can affect someone else too. one can be infected by another persons emotions
what is emotional labour? the management of an employee's emotions to be able to complete the job successfully
What is a hindrance stressor? Something that hinders progress in life or prevents progression
What is a challenge stressor? a stressor that gives opportunity for progression
What is primary and what is secondary appraisal? Primary: is it stressful? secondary: how can i cope?
the more you believe you can cope the less....? stress
work hindrances vs work challenge? work hindrance: daily hassles, work overload, work conflict, work ambiguity work challenge: complexity, responsibility, time pressure
non work hindrances vs challenges? non-work hindrances: negative life events, financial uncertainty, work-life events Non-work challenges: personal development, positive life events, family time demands
3 types of work-life hindrance stressors? strain based- problem at home affects you at work behaviour based- inability to control behaviour time based- have to do something at home during work
3 types of strains for stress? behavioural, psychological, physical
What is motivation? and what are the 3 components? When one gets energetic forces to do what they are supposed to do. Direction- am I doing what I'm supposed to intensity- am I working hard? persistence- am I willing to keep working even when things get tough?
what are the 2 broad types of theories? need theories (what motivates people, diff people have diff needs) and process theories (why do people get demotivated)
What is expectancy theory? people are more motivated to do things that they can accomplish and that they get their valued outcomes
what are the 3 components of the expectancy theory? expectancy- if I work hard, I will do well instrumentality- even if I work hard, will I get my valued outcome? valence- to what extent do I value this outcome?
how can a manager boost expectancy? knowing expectations, encouraging, opportunities for knowledge and skills
how can a manager boost instrumentality? knowing what employee expects
how can a manager boost valence? knowing or asking what outcome is valued
extrinsic vs intrinsic? extrinsic- motivated by what work leads to intrinsic- motivated by work itself
goal setting theory is? people need goals to be motivated goals are motivating when SMART (specific, measurable, achievable, result based and time sensitive)
equity theory is? motivation is low when we believe we got less than we deserve outcome/input vs other's outcome/other's input (comparison)
psychological empowerment? what are the 4 concepts that make work more intrinsically motivating? makes tasks more intrinsically motivating meaninfulness Impact competence self-determination
What is trust? willingness to be vulnerable and let someone have control over something i value based on good expectations
what are the 3 types of trust? disposition based (natural propensity to trust others), cognition based (assesment based) and affect-based (strength and emotion based)
what are the 3 types of cognition trust? benevolence - does person want to do good for me? ability - does person have expertise, knowledge or skills? integrity - does person live by desirable set of values?
what is justice? and what are the 4 types of justice? being treated fairly by those in charge makes employees more trusting. interpersonal informational distributive procedural
what are the 3 types of distributive justice? equity, equality and need
what is procedural justice and what are the 6 types? was the procedure used fair to make the decision? voice, correctability, bias suppression, representative, accuracy, consistency
What are ethics and What is the four-component model of ethical behaviours? ethics, are the people in authority moral and ethical in accordance to generally accepted norms 4 component model- moral awareness, moral judgement, moral intent and ethical behaviour
self serving bias is? excuses for failures (situational) responsibility for successes (dispositional)
faulty attribution error is...? making dispositional attributions for people, not keeping in mind their situation
how does one distinguish an expert from a novice? skills and knowledge
satisficing is..? choosing the first solution that seems acceptable for decision making
bounded rationality means....? we are limited to making decisions based on the knowledge we know
social learning theory is...? people learn by observing others
behavioural modelling is..? when employees observe others actions , learn from what they observe and repeat the behaviour
What are the big 5 types of personalities? conscientiousness aggreableness neuroticism oppenness extraversion
what are the 3 types of transactional leadership behaviours? contingent reward management by exception active management by exception passive
what are the 4 types of transformational behaviour? idealized influence inspirtaional motivation intellectual stimulation individualized consideration
What are the 2 types of negotiation? distributive bargaining (win/lose) and interrogative bargaining (win/win)
What are the 4 types of transformational leadership? idealized influence inspirational motivation intellectual stimulation individualistic consideration
What are the four types of decision making leader styles? autocratic- not much significance and low commitment for employees consultative-leader hears the employees opinions facilitative- when group doesn't work well together, consensus delegative- decision affects and has employees commitment
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