CHAPTER 2-5 Flashcards
(163 cards)
1
Q
Consequential Theory of Ethics
A
An ethical theory that emphasizes the consequences of results or behavior.
2
Q
Utilitarianism
A
consequential theory; the consequences of an action determine right and wrong.
3
Q
Rule-Based Theories of Ethics
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emphasize the character of the act itself; not its effects, in arriving at universa moral rights and wrongs
4
Q
Character Theories of Ethics
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An ethical theory that emphasizes the character, personal virtues and intent of the individual; based on Aristotle
5
Q
Cultural Relativism
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that there are no universal ethical principles and that people should not impose their own ethical standards on others
6
Q
3 Types of Sexual Harassment
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Gender, Unwanted Sexual Attention, Sexual Coercion
7
Q
Distributive Justice
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concerns the fairness of outcomes individuals receive
8
Q
Procedural Justice
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Fairness of the process by which outcomes are allocated
9
Q
Whistle-Blowing
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Employees who inform authorities of wrong-doings by their companies or co-workers
10
Q
Social Responsibility
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an organization’s obligation to behave ethically in its social environement
11
Q
4-Way Test
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Is it the Truth? Is it fair to all concerned? Will it build Goodwill and better friendships? Will it be beneficial to all concerned?
12
Q
Technology
A
the intellectual mechanical processes used by an organization to transform inputs into products or services that meets its goals
13
Q
Expert Systems
A
a computer-based app that use a representation of human expertise in a specialized field of knowledge to solve problems; some help with anti-discrimination laws
14
Q
Robotics
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the use of robots in organizations
15
Q
telecommuting
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electronically transmitting work from a home office to the main office
16
Q
What do employees gain through telecommuting?
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Flexibility, Saves the commute to work, can be comfortable at home,
17
Q
What is bad about telecommuting?
A
Distractions, no socialization,
18
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What is a business gain from telecommuting?
A
Save money
19
Q
Satellite Offices
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alternative work arrangement; have smaller offices
20
Q
Virtual Offices
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Anytime, Anywhere w/anyone
21
Q
Reinvention
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the creative application of new technology
22
Q
Individual Differences
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the way in which factors such as skills, abilities, personalities, perceptions, attitudes, values and ethics differ from one individual to another
23
Q
Kurt Lewin
A
“behavior is a fraction of the person and the environment. Equation: Behavior=f(Person,Environment)
24
Q
Interactional Psychology
A
the psychological approach to understanding human behavior that involves knowing something about the person and about the situation
25
General Mental Ability
Charles Spearnman; measure of an individual's innate cognitive intelligence; is the single best predictor of work performance across many occupations and across different cultures
26
Personality
stable set of characteristics that influences an individual's behavior and leads it consistently
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Determinants of Personality
heredity and environment
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Trait Theory
a personality theory that advocates breaking down behavior patterns into a series of observable traits in order to understand human behavior
29
Integrative Approach
broad theory that describes personality as a composite of an individual's psychological processes; focuses on both personal dispositions and situational variable as combined predictors of behavior
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Dispositions
tendencies of an individual to respond to situations in consistent ways
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Core self-evaluations
involves a broad set of personality traits that articulates an individual's concept of himself or herself. Predicts goal-directed behavior and performance.
32
Strong Situations
a situation that overwhelms the effects of individual personalities by providing strong cues for appropriate behavior (Weak Situation: Exact Opposites)
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Locus of Control
an individual's generalized belief about internal control (self-control) v. external control (control by others)
34
General Self-Efficacy
an individual's general belief that he or she is capable of meeting job demands in a wide variety of situations; is measured by previous success
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Self-Esteem
an individual's general feeling of self-worth
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Self-Monitoring
the extent to which people base their behavior on cues from other people
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Positive/Negative Affect
Positive-> an individual's tendency to accentrate the positive aspects of herself/himself, other people and the world in general. Negative ->an individual's tendency to accentral the negative aspects of himself/herself other people and the world in general.
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Proactive Personality
Identify opportunities and act on them
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Projective Tests
a personality test that elicits an individual's response to abstract stimuli
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Behavioral Measures
personality assessments that involve observing an individual's behavior in a controlled situation
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Self-Report Questionnaire
most common method of assessment; involves an individual's responses to a series of questions
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Minnesota Multiphase Personality Inventory
a comp. test assessing a variety of traits that can help diagnose several neurotic or psychotic disorders
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Neo Personality Inventory
Measures Big 5 Traits
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2 Types of Perceiving
Sensing and Intuition
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2 Types of Judgment
Thinking and Feeling
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What does perceiving determine?
how we gather information
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What does judging determine?
how we make a decision
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Carl Jung
Proposed that the world was made up of two basic types (extroverted and introverted)
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Introversion
energized by being alone
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Extroversion
being energized by interaction with other people
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Thinking
making decisions in a logical, objective decision
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Feeling
making decisions in a personal value oriented way
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Judging
preferring closure and completion
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Perceiving
preferring to explore many alternatives with flexibility and spontaneity
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Sensing
gathering info through the 5 senses and focusing on what actually exists
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Intuition
gathering info through a "sixth" sense and focusing on what could be
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Social Perception
the process of interpreting information about another person
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Characteristics of the Perceiver
Familiarity with target, attitudes, mood, self-concept, cognitive structure
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Characteristics of the Target
Physical Appearance, Verbal Communication, Nonverbal Cues, intentions
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Characteristics of the Situation
Context of the Interaction, strength of situational cues
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Discounting Principle
the assumption that an individual's behavior is accounted for by the situation
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What are the 5 barriers to social perception?
selective perception, stereotype, first-impression error, projection and self-fulfilling Prophecies
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Selective Perception
the tendency to select info that supports our individual viewpoints while discounting info that threatens our viewpoints
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Stereotype
generalization about a group of people
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First-Impression Error
Primacy effect; forming lasting opinions about an individual based on initial perceptions
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Projection
false-consensus effect, causes inaccurate perceptions of others; over estimating the # of people who share our own believes, values & behaviors
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Self-Fulfilling Prophecies
pygmalion effect; allowing expectations about people to affect our interaction with them in such a way that those expectations are fulfilled
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Impression Management
the process by which individuals try to control the impressions others have of them
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Other-Enhancing
focus on impressing the individual of whom they want to impress
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Attribution Theory
a theory that explains how individuals pinpoin the causes of their own and others' behavior
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Attributional Biases
Attributional process affected by 2 problems: 1.) the tendency to make attributes to internal causes when focusing on some else's behavior, which is fundamental attribution error. 2.) Self-serving bias
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Self-Serving Bias
tendency to attribute one's own success to internal causes and one's failures to external causes
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Attitude
a psychological tendency expressed by evaluating something w/ a degree of favor or disfavor
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The ABC Model
assess ALL 3 comps. to understand an attitude
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What are the ABC's?
Affect, Behavioral Intent & Cognition
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Affect
the emotional component of an attitude; measured by: physiological indicators verbal statements about feelings; Example: i don't like my boss; feelings about people/things
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Behavioral Intent
predisposition to behave; measured by: attitude scales, verbal statements about intentions; Example: I want to transfer to another department
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Cognition
based on experience, thought, reflects perception/beliefs; Measured by: attitude scales, verbal statements about beliefs
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Cognitive Dissonance
tension made from a conflicting experience between attitudes and behavior; confusion kind of
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Direct Experience
personal experience; are stronger, held more confidential and more resistant to change then attitudes formed through indirect experience
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Social Learning
an attitude derived from family, peer groups, religion organization and culture; modeling: attitude derived from observing others
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What does behavior correspondence depend on?
attitude specificity, attitude relevance, timing of measurement, personality factors, and social constraints
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Job Satisfaction
a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences
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What are the 5 dimensions of job satisfaction?
Pay, the work itself, promotion opportunities, supervision and coworkers
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Job Descriptive Index
measures specific facets of satisfaction by asking employees to respond "yes", "no" or "cannot decide" to a series of statements describing their jobs
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Minnesota Satisfaction Questionnaire
asks employees to respond to statements about their jobs using a 5 point scale that ranges from very dissatisfied to very satisfied
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Organizational Citizenship Behavior (OCB)
behavior that is above and beyond the call of duty
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What are two majors reasons that workers become dissatisfied?
Unfairness at work and a misfit between an individual's values and the values of the business
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Workplace Deviance Behavior
any voluntary attitude-driven, counter productive behavior that violates organizational norms and causes some degree of harm to organizational functioning
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Organizational Commitment
the strength of an individual's identity with an organization
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What are 3 Types of Organizational Commitment?
Affective Commitment, Continuance Commitment & Normative Commitment
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Affective Commitment
organizational commitment based on an individual's desire to remain in an organization
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Continuance Commitment
Organizational Commitment based on the fact that an individual cannot afford to leav
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Normative Commitment
organizational commitment based on an individual's perceived obligation to remain with an organization; "just because they should" mindset
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Source Characteristic
expertise, trustworthiness, attractive/persuasion
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Target Characteristics
those with low self-esteem, good mood
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Message Characteristics
if employees are against you, present both sides, less-threatening approaches
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Central Route
high elaboration -> careful processing->attitude change depending on quality of arguments
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Peripheral Route
low elaboration -> absence of careful processing -> attitude change depending on source
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Emotions
mental states that include feelings, physiological changes, and the inclination to act; Examples: happiness, pride, anger, hostility, fear, guilt; Moods: positive/negative; made up of various emotions, last longer than emotions
101
Emotional Contagion
the dynamic process through which emtoions are transferred from 1 person to anotehr, either consciously or unconsciously through non-verbal channels
102
Emotional Intelligence
the ability to recognize and manage emotions in oneself and in others; Made up of: perceiving, understanding and facilitating and regulating emotions
103
Emotional Labor
work that employees do to control their feelings and expression of emotions in the workplace and is a type of emotion regulation
104
Display Rules
rules regarding emotional expression
105
What are 2 primary types of emotional labor used to meet Display Rules?
Deep Acting & Surface Acting
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Deep Acting
attempt to feel the emotion one is displaying; positive consequences
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Surface Acting
Faking an emotion to meet Display Rules; negative consequences
108
Ethical Behavior
involves acting in ways consistent with one's personal values and the commonly held values of the organization and society
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What factors affect ethical behavior?
Characteristics & Organizational Factors
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What are 3 qualities of ethical decisions?
a.) the competence to identify ethical issues and evaluate the consequences of alternative courses of action. B.) the self-confidence to seek out different opinions about the issue and decide what is right interms of a particular situation. C.) Tough-mindedness - the wilingness to make decisions when all that needs to be known cannot be known and when the ethical issue has no established, unambiguous solution.
111
Value
enduring beliefs that a specific mode of conduct or end state of existence is personally or socially preferable to an opposite or converse mode of conduct or end state of existence
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What are the two value types?
Instrumental & terminal
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Instrumental Value
values that shape the acceptable behaviors that can be used to achieve some goal or end state
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Terminal Value
influence the goals to be achieved or the end state of existence; happiness, love, pleasure, self-respect & freedom
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Work Values
influence individual's perceptions of right and wrong on the job
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What is valued in "Work Values"?
Achievement, Concern for others, Honesty & Fairness
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Achievement
a concern for the advancement of one's career; drives people to work hard and see opportunities to develop new skills
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Concern for Others
caring, compassionate behaviors such as encouraging others or helping them with difficult tasks; organizational citizenship
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Honesty
providing accurate information and refusing to mislead others for personal gain
120
Fairness
remaining impartial while recognizing different points of view
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Machiavellianism
a personality characteristic involving one's willingness to do whatever it takes to get one's way
122
The Prince
a guide for acquiring and using power
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Cognitive Moral Development
process of moving through stages of maturing with regard to making ethical decisions
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Motivation
the process of arousing and sustaining goal-directed behavior. It is a predisposition act.
125
Internal Theory
give primary consideration to variables within the individual that leads to motivation & behavior
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Process Theory
emphasize the nature of the interaction between the individual and the environment
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External Theory
focus on the elements in the environment, including the consequences of behavior, as the basis for understanding and explaining people's behavior at work
128
Protestant Ethic (internal needs)
the meaning of work lies not int he work itslef, but in its deeper potential for contributing to a person's ultimate salvation (Weber)
129
Sigmund Freud
orgnanized life founded on the compultion to work and the power of love
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Psychoanalys
method for delving into the unconscious mind to better understand a person's motives and needs; developed subsequent "need theories"
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Adam Smith
self-interest is determined by God, not you
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Self-interest
what is in the best interest of and benefit to an individual
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"Invisible Hand"
the unseen forces of the market system that shape the most efficient use of people, money and resources for productive needs
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Frederick Taylor
wanted to change the relationship between mgt. and labor from one of conflict to cooperation
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Scientific Mgt.
examined labor efficiency & effectiveness
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Abraham Maslow's Hierarchy (bottom to top)
physiological needs, safety and security needs, love (social) needs, Esteem needs, self-actualization needs
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Theory X
a set of assumptions managers might apply to individuals who are motivated by lower order needs
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Theory Y
a set of assumptions managers might apply to individuals who are motivated by higher order needs
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ERG Theory
a theory that organizes human needs into the categories of existence, relatedness and growth
140
Henry Murray
inspired David McClelland to establish 3 learned needs called "Manifest Needs"
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Manifest Needs
Needs that are easily perceived; Includes Achievement, Power and Affiliation
142
Achievement
concerns excellence, competition, challenging goals, persistence and overcoming difficulties
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Power
concerns the desire to influence others, change people or events and make a difference in life
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Affiliation
need to establish and maintain warm, close, intimate relationships with other people
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Motivation Factor
work condition that satisfies the need for psychological growth
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Hygiene Factor
work condition that generates dissatisfaction due to discomfort or pain.
147
Who came up with the Motivation & Hygiene Factors?
Herzberg
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Eustress
healthy, normal stress
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Equity Theory
a social exchange process approach to motivation that focuses on the interaction between an individual and her environment
150
Etzioni's 3 categories of Exchange Relationships
Committed, Calculated, Alienated Involvements
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Committed
high positive intensity
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Calculated
low positive/negative intensity
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Alienated Involvements
high negative intensity
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inequity
a situation in which a person perceives that he or she is receiving less than he or she is giving or is giving less than he/she is receiving
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Equity Sensitives
an individual who prefers an inequity ratio equal to that of his/her comparison other
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Benevolent
an individual who is comfy with an equity ration less than that of his/her comparison other
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Entitled(s)
an individual who is comfy with an equity ratio greater than that of his/her comparison other
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Expectancy Theory
Victor Vroom; a cognitive process theory founded on 2 basic notions
159
What are the 3 key constructs of the Expectancy Theory?
valence, expectancy, instrumentality
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Valence
value or important one places on a specific reward
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Expectancy
belief that effort leads to performance
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Instrumentality
belief that performance is related to rewards
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Moral Maturity
measure of a person's cognitive moral development
