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OB > Exam 1 > Flashcards

Exam 1 Flashcards

1
Q

What is a manager?

A
  • An individual who achieves goals through other people.

- They make decisions, allocate resources, and direct the activities of others to attain goals.

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2
Q

What is an Organization?

A

A consciously coordinated social unit, composed of two or more people, that functions on a relatively continuous basis to achieve a common goal or set of goals.

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3
Q

What is planning?

A

A process that includes defining goals, establishing strategy, and developing plans to coordinate activities.

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4
Q

What is organizing?

A

It is determining what tasks are to be done, who is do them, how the tasks are to be grouped, who reports to whom, and where decisions are to be made.

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5
Q

What is leading?

A

A function that includes motivating employees, directing others, selecting the most effective communication channels, and resolving conflicts.

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6
Q

What is controlling?

A

Monitoring activities to ensure they are being accomplished as planned and correcting any significant deviations.

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7
Q

What is technical skills?

A

The ability to apply specialized knowledge or expertise.

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8
Q

What is human skills?

A

The ability to work with, understand, and motivate other people, both individually and in groups.

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9
Q

What is conceptual skills?

A

The mental ability to analyze and diagnose complex situations.

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10
Q

What is organizational behavior?

A

A field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness.

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11
Q

What is systematic study?

A

Looking at relationships, attempting to attribute causes and effects, and drawing conclusions based on scientific evidence.

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12
Q

What is evidence-based management?

A

The basing of managerial decisions on the best available scientific evidence.

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13
Q

What is intuition?

A

A gut feeling not necessarily supported by research.

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14
Q

What is psychology?

A

The science that seeks to measure, explain, and sometimes change the behavior of humans and other animals.

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15
Q

What is social psychology?

A

An area of psychology that blends concepts from psychology and sociology and that focuses on the influence of people on one another.

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16
Q

What is sociology?

A

The study of people in relation to their social environment or culture.

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17
Q

What is anthropology?

A

The study of societies to learn about human beings and their activities.

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18
Q

What is contingency variables?

A

Situational factors: variables that moderate the relationship between two or more variables.

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19
Q

What is workforce diversity?

A

The concept that organizations are becoming more heterogenous in terms of gender, age, race, ethnicity, sexual, orientation, and inclusion of other diverse groups.

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20
Q

What is positive organizational scholarship?

A

An area of OB research that concerns how organizations develop human strength, foster vitality and resilience, and unlock potential.

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21
Q

What is ethical dilemmas and ethical choices?

A

Situations in which individuals are required to define right and wrong conduct.

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22
Q

What is a model?

A

An abstraction of reality. A simplified representation of some real-world phenomenon.

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23
Q

What is an input?

A

Variables that lead to processes.

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24
Q

What is processes?

A

Actions that individuals, groups, and organizations engage in as a result of inputs and that lead to certain outcomes.

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25
Q

What are outcomes?

A

Key factors that are affected by some other variables.

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26
Q

What are attitudes?

A

Evaluations employees make about objects, people, or events.

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27
Q

What is stress?

A

An unpleasant psychological process that occurs in response to environmental pressures.

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28
Q

What is task performance?

A

The combination of effectiveness and efficiency at doing your core job tasks.

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29
Q

What is citizenship behavior?

A

Discretionary behavior that contributes to the psychological and social environment of the workplace.

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30
Q

What is withdrawal behavior?

A

The set of actions employees take to separate themselves from the organization.

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31
Q

What is group cohesion?

A

The extent to which members of a group support and validate one another while at work.

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32
Q

What is group functioning?

A

The quantity and quality of a work group’s output.

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33
Q

What is productivity?

A

The combination of the effectiveness and efficiency of an organization.

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34
Q

What is effectiveness?

A

The degree to which an organization meets the needs of its clientele or customers.

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35
Q

What is efficiency?

A

The degree to which an organization can achieve its ends at a low cost.

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36
Q

What is organizational survival?

A

The degree to which an organization is able to exist and grow over the long term.

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37
Q

What is attitudes?

A

Evaluative statements or judgments concerning objects, people, or events.

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38
Q

What are attitudes?

A

Evaluative statements or judgements concerning objects, people, or events.

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39
Q

What is cognitive component?

A

The opinion or belief segment of an attitude.

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40
Q

What is affective component?

A

The emotional or feeling segment of an attitude.

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41
Q

What is behavioral component?

A

An intention to behave in a certain way toward someone or something.

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42
Q

What is cognitive dissonance?

A

Any incompatibility between two or more attitudes or more attitudes or between behavior and attitudes.

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43
Q

What is job satisfaction?

A

A positive feeling about one’s job resulting from an evaluation of its characteristics.

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44
Q

What is job involvement?

A

The degree to which a person identifies with a job, actively participates in it, and considers performance important to self-worth.

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45
Q

What is psychological empowerment?

A

Employees’ belief in the degree to which they affect their work environment, their competence, the meaningfulness, of their job, and their perceived autonomy in their work.

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46
Q

What is organizational commitment?

A

The degree to which an employee identifies with a particular organization and its goals and wishes to maintain membership in the organization.

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47
Q

What is perceived organizational support (POS)?

A

The degree to which employees believe an organization values their contribution and cares about their well-being.

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48
Q

What is employee engagement?

A

An individual’s involvement with, satisfaction with, and enthusiasm for the work he or she does.

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49
Q

What is core self-evaluations?

A

Bottom-line conclusion individuals have about their capabilities, competence, and worth as a person

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50
Q

What is an exit?

A

Dissatisfaction expressed through behavior directed toward leaving the organization.

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51
Q

What is a voice?

A

Dissatisfaction expressed through active and constructive attempts to improve conditions

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52
Q

What is loyalty?

A

Dissatisfaction expressed by passively waiting for conditions to improve

53
Q

What is neglect?

A

Dissatisfaction expressed through allowing conditions to worsen.

54
Q

What is affect?

A

A broad range of feelings

that people experience.

55
Q

What are emotions?

A

Intense feelings that are
directed at someone or
something.

56
Q

What are moods?

A

Feelings that tend to be less intense than emotions and that lack a contextual stimulus.

57
Q

What are Felt emotions?

A

Are an individual’s actual

emotions.

58
Q

What are displayed emotions?

A

those that are organizationally required and considered appropriate in a given job.

59
Q

What is positive affect?

A

A mood dimension that consists of specific positive emotions such as excitement, self-assurance, and cheerfulness at the high end and boredom, sluggishness, and tiredness at the low end.

60
Q

What is negative affect?

A

A mood dimension that consists of emotions such as nervousness, stress, and anxiety at the high end and relaxation, tranquility, and poise at the low end.

61
Q

What is Positivity offset?

A

The tendency of most individuals to experience a mildly positive mood at zero input (when nothing in particular is going on)

62
Q

What is affect intensity?

A

individual differences in the strength with which individuals experience their emotions.

63
Q

What is illusory correlation?

A

the tendency of people to associate two events when in reality there is no connection

64
Q

What is emotional labor?

A

a situation in which an employee expresses organizationally desired emotions during interpersonal transactions at work

65
Q

What is emotional dissonance?

A

inconsistencies between the emotions we feel and the emotions we project

66
Q

What are felt emotions?

A

an individual’s actual emotions

67
Q

What are displayed emotions?

A

emotions that are organizationally required and considered appropriate in a given job

68
Q

What is surface acting?

A

hiding one’s inner feelings and forgoing emotional expressions in response to display rules

69
Q

What is deep acting?

A

trying to modify one’s true inner feelings based on display rules

70
Q

What is affective events theory?

A

a model which suggests that workplace events cause emotional reactions on the part of employees, which then influence workplace attitudes and behaviors.

71
Q

What is emotional intelligence?

A

the ability to detect and to manage emotional cues and information.

72
Q

What is emotional contagion?

A

phenomenon where emotions experienced by one or few members of a work group spread to other members

73
Q

What is Personality?

A

The sum total of ways in which an individual reacts to and interacts with others

74
Q

What is Heredity?

A

Factors determined at conception; one’s biological, physiological, and psychological makeup.

75
Q

What is Personality Traits?

A

Enduring characteristics that describe an individual’s behavior.

76
Q

What is Myers-Briggs Type Indicator?

A

A personality test that taps four characteristics and classifies prople into 1 of 16 personality types.

77
Q

What is The Big 5 Model?

A

A personality assessment that taps 5 different dimensions:

1) Extraversion
2) Agreeableness
3) Conscientiousness
4) Emotional Stability
5) Openness to Experience

78
Q

What is Extraversion?

A

A personality dimension describing someone who is sociable, gregarious, and assertive

79
Q

What is Agreeableness?

A

A personality dimension that desciribes someone who is good natured, cooperative, and trusting.

80
Q

Conscientiousness

A

A personality dimension that desciribes someone who is responsible, dependable, and organized.

81
Q

Emotional Stability

A

A personality dimension that characterizes someone as calm, self-confident, secure (positive) vs. nervous, depressed, and insecure (negative).

82
Q

Openess to Experience

A

A personality dimension that characterizes someone in terms of imagination, sensitivity, and curiosity.

83
Q

What is Dark Triad?

A

A constellation of negative personality traits consisting of Machiavellianism, narcissism, and psychopathy.

84
Q

Core Self-Evaluation

A

The degree to which a person likes or dislikes himself or herself, whether the person sees himself or herself as capable, and feels in control of his or her environment, or powerless over the environment.

85
Q

Machiavellianism

A

The degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means.

86
Q

Narcissism

A

The tendency to be arrogant, have a grandiose sense of self-importance, require excessive admiration, and have a sense of entitlement.

87
Q

Psychopathy

A

The tendency for a lack of concern for others and a lack of guilt or remorse when their actions cause harm

88
Q

approach-avoidance framework

A

the framework by which individuals react to stimuli, Whereby approach motivation is attraction to positive stimuli and avoidance motivation is our aversion to negative stimuli.

89
Q

Core Self-Evaluation

A

Bottom-line conclusions individuals have about their capabilities, competence, and worth as a person.

90
Q

Self-Monitoring

A

A personality
trait that measures an individual’s
ability to adjust his or her behavior to
external, situational factors.

91
Q

Proactive Personality

A

People who identify opportunities, show initiative, take action, and persevere until meaningful change occurs.

92
Q

values

A

basic convictions 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.

93
Q

Value system

A

A hierarchy based on a ranking of an individual’s values in terms of their intensity.

94
Q

Terminal values

A

Desirable end-states of existence; the goals a person would like to achieve during his or her lifetime.

95
Q

Instrumental values

A

Preferable modes of behaviour or means of achieving one’s terminal values.

96
Q

Personality–job fit theory

A

A theory that identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover.

97
Q

Power distance

A

A national culture attribute that describes the extent to which a society accepts that power in institutions and organizations is distributed unequally.

98
Q

Individualism

A

A national culture attribute that describes the degree to which people prefer to act as individuals rather than as members of groups.

99
Q

Collectivism

A

A national culture attribute that describes a tight social framework in which people expect others in groups of which they are a part to look after them and protect them.

100
Q

Masculinity

A

A national culture attribute that describes the extent to which the culture favours traditional masculine work roles of achievement, power and control. Societal values are characterised by assertiveness and materialism.

101
Q

Femininity

A

A national culture attribute that has little differentiation between male and female roles, where women are treated as the equals of men in all aspects of the society.

102
Q

Uncertainty avoidance

A

A national culture attribute that describes the extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them.

103
Q

Long-term orientation

A

A national culture attribute that emphasizes the future, thrift and persistence.

104
Q

Short-term orientation

A

A national culture attribute that emphasizes the past and present, respect for tradition and fulfillment of social obligations.

105
Q

Perception

A

A process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment.

106
Q

Attribution theory

A

An attempt to determine whether an individual’s behavior is internally or externally caused.

107
Q

Fundamental attribution error

A

The tendency to underestimate the influence of external factors and overestimate the influence of internal factors when making judgments about the behavior of others.

108
Q

Self-serving bias

A

The tendency for individuals to attribute their own successes to internal factors and put the blame for failures on external factors.

109
Q

Selective perception

A

The tendency to selectively interpret what one sees on the basis of one’s interests, background, experience and attitudes.

110
Q

Halo effect?

A

The tendency to draw a general impression about an individual on the basis of a single characteristic.

111
Q

Contrast effect?

A

Evaluation of a person’s characteristics that is affected by comparisons with other people recently encountered who rank higher or lower on the same characteristics.

112
Q

Stereotyping

A

Judging someone on the basis of one’s perception of the group to which that person belongs.

113
Q

Self-fulfilling prophecy

A

A situation in which a person inaccurately perceives a second person and the resulting expectations cause the second person to behave in ways consistent with the original perception.

114
Q

Decisions

A

Choices made from among two or more alternatives.

115
Q

Problem

A

A discrepancy between the current state of affairs and some desired state.

116
Q

Rational

A

Characterized by making consistent, value-maximizing choices within specified constraints.

117
Q

Rational decision-making model

A

A decision-making model that describes how individuals should behave in order to maximize some outcome.

118
Q

Bounded rationality

A

A process of making decisions by constructing simplified models that extract the essential features from problems without capturing all their complexity.

119
Q

Intuitive decision making

A

An unconscious process created out of distilled experience.

120
Q

Anchoring bias

A

A tendency to fixate on initial information, from which one then fails to adequately adjust for subsequent information.

121
Q

Confirmation bias

A

The tendency to seek out information that reaffirms past choices and to discount information that contradicts past judgments.

122
Q

Availability bias

A

The tendency for people to base their judgments on information that is readily available to them.

123
Q

Escalation of commitment

A

An increased commitment to a previous decision in spite of negative information.

124
Q

Randomness error

A

The tendency of individuals to believe that they can predict the outcome of random events.

125
Q

Hindsight bias

A

The tendency to believe falsely, after an outcome of an event is actually known, that one would have accurately predicted that outcome.

126
Q

Utilitarianism

A

A system in which decisions are made to provide the greatest good for the greatest number.

127
Q

Whistle-blowers

A

Individuals who report unethical practices by their employer to outsiders.

128
Q

Creativity

A

The ability to produce novel and useful ideas.

129
Q

Three-component model of creativity

A

The proposition that individual creativity requires expertise, creative thinking skills and intrinsic task motivation.

OB (3 decks)

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