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Human Behavior Flashcards

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1
Q

like daydreaming on the job

A

psychological withdrawal

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2
Q

adequacy of salary and perceived equity compared with pthers

A

salary

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3
Q

provide clues to the behavioral intentions or inclinations of an employee

A

attitudes

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4
Q

Maybe defined as a relatively permanent change in, behavior knowledge due to experience

A

Learning

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5
Q

Three Theories of Learning

A
  • Classical Conditioning
  • Operant Conditioning
  • Social Learning
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6
Q

Maybe defined as the type of learning where people learn to repeat behaviors that bring them pleasurable outcomes and to avoid behavior that lead to unpleasurable outcomes

A

Operant Conditioning

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7
Q

Maybe defined as the process of observing the behavior of others, recognizing consequences and altering behavior as a result

A

Social Learning

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8
Q

Maybe defined as a type of learning in which a stimulus acquires the capacity to evoke a response that was originally evoked by another stimulus

A

Classical Conditioning

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9
Q

What are the three factors influencing Perception

A
  • the perceiver
  • the target
  • the situation
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10
Q

Maybe defined as the process by which people select, organize, interpret, retrieve and respond to information from their environment

A

Perception

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11
Q

Social Learning maybe done in three ways ;

A
  • by observing what happens to other people
  • by being told about something
  • through direct experience
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12
Q

The person, object or event that is perceived by another person

A

Target

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13
Q

The person who perceives the target

A

Perceiver

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14
Q

Six Factors of Target

A
  • Contrast
  • Intensity
  • Figure- ground separation
  • Size
  • Motion
  • Repition or novelty
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15
Q

Four Factors of Perception

A
  • his past exeperience
  • His needs or motives
  • His personality
  • His values and attitudes
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16
Q

Perception is also affected by the surrounding environment

A

Situation

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17
Q

Four Situational Factor

A
  • Time
  • Work
    *Setting
  • Social setting
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18
Q

Refer to the tendency to underestimate the influence of external factors and overestimate the influence of personal and internal factors of the behavior

A

Fundamental Attribution Error

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19
Q

Is the process by which people ascribe causes to the behavior they perceive

A

Attribution Theory

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20
Q

Is that type of attribution error whereby people tend to attribute their achievements to their good inner qualities whereas attribute failures factors within environment

A

Self-serving Bias

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21
Q

Two Common Attribution errors

A
  • Fundamental Attribution Error
  • Self- serving Bias
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22
Q

This refers to measure whether an individual responds the same way across time

A

Consistency

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23
Q

Three Factors Influencing Attribution

A
  • Distinctiveness
  • Consensus
  • Consistency
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24
Q

The consideration given on how consistent a person’s behavior is, across different situation

A

Distinctiveness

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25
Five Shortcuts used in Forming Impressions of others
* Selective Perception * Halo effect * Contrast effect * Projection * Stereotyping
26
This refers to the likelihood that all thhose facing the same situation will have similar response
Consensus
27
Refers to judging someone on the basis of one's perception of the group to which that person belongs
Stereotyping
28
Occurs when one attribute of a person or situation is used to develop an overall impression of the person or situation
Halo effect
29
Happens when a person selectively interprets what he sees on the basis of his interests, background, experience, and attitudes
Selective Perception
30
is attributing one's own thoughts, feelings or emotions to another
Projection
31
are what members of the organization say they value
Espoused Values
32
represent the goals that a person would like to achieve in his or her lifetime
Terminal Values
33
that are reflected in the actual behavior of the individual members of the organization
Enacted Values
34
refer to preferable modes of behavior or means of achieving the terminal values
Instrumental Values
35
Values are not inborn, they are learned True or False
True
36
How people learn values; four ways
* modeling * communication of attitudes * Unstated but implied attitudes * Religion
37
refer to the importance a person attaches things and ideas that serves as guide to action
Values
38
Four types of Values
* Achievement * Helping and concern for others * Honesty * Fairness
39
is an important concern for both employer and employee
Job satisfaction
40
Attitudes are formed through learning True or False
True
41
this is a value that indicates the person's concern for telling the truth and doing what he thinks is right
Honesty
42
this value refers to the person's concern with other people and providing assistance to those who need help
Helping and concern with others
43
this is a value that indicates the person's concern for impartiality and fairness for all concerned
Fairness
44
individuals value is not in agreement with the organization's value
value incongruence
45
Three main components of attitudes
* Cognitive * Affective * Behavioral
46
reflect how one's feel about something
Attitudes
47
An intention to behave in a certain way toward something or someone
Behavioral
48
The opinion or belief segment of an attitude
Cognitive
49
The emotional or feeling segment of an attitude
Affective
50
Three most important attitudes in the Workplace
* Job Satisfaction * Job involvement * Organizational commitment
51
useful in constructive behaciors
Positive job attitudes
52
predicting undesirable behavior
Negative job attitudes
53
refers to the positive feeling about one's job resulting from an evaluation of its characteristics
Job satisfaction
54
the beliefs that one's position is relatively secure and continued employment with the organization is a reasonable expectation
Job security
55
It refers to the degree to which a person identifies with the job, actively participates in it, and considers performance important to self-worth
Job involvement
56
a result of a person's holding a meaningful job and actively performing it
positive self - image
57
often reflects the employee's belief in the mission and goals of the organization, willingness to expend effort in accomplishing them, and intentions to continue working in the organization
Organizational commitment
58
Three dimensions of organizational commitment
* Affective commitment * Continuance commitment; and * Normative commitment
59
refers to the employee’s emotional attachment to the organization and belief in its values.
Affective commitment
60
refers to an obligation to remain with the company for moral or ethical reason
Normative commitment
61
refers to the employee’s tendency to remain in an organization because he cannot afford to leave.
Continuance commitment
62
relates to the degree in which an employee desires and is willing to exert effort to achieve the goals assigned to him
Willingness to perform
63
A benefit plan that allows each employee to put together a benefit package indvidually tailored to his or her own needs and situation
Cafeteria or flexible benefit system
64
According to this theory, improving any of the hygiene factors will not make people satisfied with their work rather it will only prevent them from being disatisfied
Two - factor theory
65
It refers to how hard a person tries to do work
Intensity
66
A process theory which sees people as choosing a course of action according to what they anticipate will give them the greatest rewardq
Expectancy theory
67
It provides the worker with a more exciting job and it increases job satisfaction and motivation
Job enrichment
68
The set of internal and external forces that causes a worker or employee to choose a course of action and engage in a certain behavior
Motivation
69
According to the ERG Theory, this refers to the needs to be satisfied by an individual making creative or productive contributions
Growth
70
Acquired needs theory that refers to the desire to establish and maintain friendly and warm relations with others
Need for affiliation
71
A theory that assumes the employees are motivated by a desire to be equitably treated at work
Equity Theory
72
A job characteristics, which gives the employee substantial freedom, independence, and discretion in scheduling the work and determining the procedures used in carrying it out
Autonomy
73
A pay in which the scheme considers results or output plus actual behavior in the job
Performance related pay
74
A dimension of motivation which measures how long a person can maintain effort to achieve the organization's goal
Persistence
75
Is a financial incentive that gives employees the right to purchase a certain number of company shares at a specified price
Stock option
76
considered a natural human needs and it is a strong motivator
Recognition
77
relates tot he degree to which the employee possess skills, abilities, knowledge and experiences relevant to his job
Capacity to perfrom
78
A need according the Maslow's Hierarchy, includes affections, belongingness, acceptance and friendship
Social needs
79
a theory that explains how people act in response to the wants and needs that the person has.
Process Theories
80
Theories are those that focus on analyzing the wants and needs of an individual
Content Theories
81
It takes the form of direct cash outlay, or allocation of stock option
Profit Related Pay
82
The physical mental changes workers make in the task or relationship aspects of their jobs
Job crafting

Human Behavior (2 decks)

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